Job Description
HR Strategy Development:
- Implement the company’s HR mission, vision, and strategic plan that supports and enables the company's business goals; communicate and advocate to Executive management
- Design, communicate, and lead the implementation of people initiatives that support the company's business strategy and enhance the effectiveness of the workforce
- Develop and communicate HR effectiveness metrics and measurements; review metrics with and recommend actions to Executive management on a regular schedule
Policy Development:
- Develop and implement HR policies to suit changing business needs
- Update the company's HR policies and procedures in line with business strategy and plans.
- Interpret and discuss HR policies and procedures with managers and employees.
Industrial Relations:
- Understand Collective Bargaining- meaning, the process content and challenges
- Effective handling of negotiations with unions - Industrial Relations and Union Rights - Industrial Relations Systems in Nigeria
- Structure, Parties, and Challenges
- Legal Framework for Industrial Relations Practice
Reward Strategy:
- Implement the company's benefits strategy and policy in line with company goals; ensure alignment of all new benefits programs
- Ensure the company's reward strategy and programs are designed to attract and retain employees
- Partner with Executive management to approve new or changed recognition programs in line with the overall rewards strategy
- Ensure short- and long-term incentives are aligned with the company compensation strategy
Performance Management:
- Supervise the company's employee performance evaluation process and brief Executive management on the outcome of the process
- Track and Monitor the performance review process and monitor progress toward key success metrics for the performance evaluation process
- Review HR metrics related to employee pay increases that stem from the appraisal exercise, ensuring budget allocation meets organizational goals.
HR Analytics:
- Explain the links between HR analytics and business performance
- Gather and analyze data from Human Resource Information and other appropriate sources.
- Present HR scorecard to business managers, providing practical analysis that they can easily consider and utilize.
- Set goals for HR metrics at a group level, present performance against goals, and propose action plans to address any concerns.
- Analyze Departmental performance indicators, partnering with business management to research the root cause of any areas of concern and create action plans to address.
Change Management:
- Implement change management plans in line with business direction.
- Facilitate forums to discuss the goals and impact of the change in partnership with executive management.
- Advise managers on their roles in the implementation of a change and an associated change management plan
Learning & Development Strategy:
- Establish and communicate a vision for how the learning function adds value, improves business performance and enables execution;
- Partner with senior management to advocate performance improvement through learning
- Communicate industry trends and company priorities and their impact on the company's workforce development to the senior management
- Communicate the critical workforce development priorities to executive management
- Establish and implement an overall agenda and direction for the learning and development function with key metrics for evaluating its impact on employee and business performance
Organizational Development:
- Partner with Executive management to approve and support organizational design activities aimed at optimizing organizational capability and alignment with company goals
- Design a change in organizational structure that impacts a large organization or the whole company, in partnership with executive management
- Lead executive management through an assessment of the alignment of organizational culture with mission and goals;
- Lead efforts to realign culture with goals and mission when needed
Employee Life Cycle (Entry, Onboarding, Employee Experience, Employee Engagement and Exit):
- Manage all Company recruitment & Manpower Planning - Oversee the entire recruitment strategy for the company which includes attracting and retaining talented employee
- Primarily responsible in driving employee Inductions and Exit processes.
- Improve the Employee Value proposition and company employee retention strategies
Statutory Compliance:
- Ensure compliance with all statutory requirements (NSITF, PENCOM, GROUPLIFE and ITF)
Field Management In conjunction with the Technical and Operations team:
- Ensure that crew are selected carefully based on high standards, with their Certificates in place, and efficiently administer the crewing function thereby contributing significantly to building the business.
- Supervise and ensure that the training and development required for all crew are up to date and maintained in accordance with client and regulatory requirements
- Supervise the Administrative unit.
- Manage Brand Communications, corporate outlook and stationaries, website management
- Supervise all CSR Initiatives and execution
- Manage all community relationships with the company
- Supervise the production of corporate gift items
Qualifications
- 5 years of experience in transportation, law, banking, IT, FMCG, manufacturing, etc.
- A legal background
- Prior experience in HR and administration, with a focus on legal industry HR is preferred.
- Strong knowledge of labor laws and regulations specific to the legal profession.
- Excellent communication, organizational, and problem-solving skills.
- Discretion and the ability to handle sensitive and confidential information.
- Proficiency in HR software and tools.