Global Profilers is a Recruitment & HR Services firm specialized in recruitment in Africa; we are currently looking for qualified candidates for our client who is a Conglomerate Company, to fill the position below:
Job Title: HR Manager
Ref: 558
Location: Lagos
Category: HR, Administration, IR (Lagos)
Sector: FMCG / Consumer Durable / Industry
Responsibilities
Job Purpose:
- The individual will identify and evaluate the strategic business priorities in order to develop, integrate, deliver and manage fit-for-purpose HR strategies for the Business.
Main Responsibilities
- To strategically align talent in the Business Units to needs of the business through appropriate resourcing, selection and management of bench strength including the alignment of the organization & global strategies to local needs.
- To develop, manage and support strategic change initiatives.
- To assess the efficiency of the commercial structure, culture, people, capabilities and consult on ways to improve organizational effectiveness and to deliver its contract commitments.
- To manage the strategic measurement systems for improving individual contribution and driving overall organizational performance.
- To develop and manage policies and practices that foster positive working relationships between employees and the organization while meeting legal, social and organizational standards.
- To understand and apply key HR expertise areas to ensure effective delivery
- Ensure that the business has in place the most effective organization to deliver the business strategy by:
- Applying, in conjunction with line colleagues, the HR roadmap as part of the contract process.
- Developing organization and individual capability working with Talent/Line manager through effective change strategies
- Refine organization structures if necessary whilst ensuring that appropriate transition plans are in place
- Implementing Group HR processes policies and standards in a way that fits the Nigerian legislative and cultural environment. Translates company polices into designated client/Business unit base-specific HR actions.
- Ensure that Group can attract, motivate, develop and retain great talent, through effective resourcing (in concert with the Resourcing and Talent Unit), training & development, performance management and reward strategies as this related to designated client base.
- Ensure that the individual and collective relationships between the business and its people are healthy, open and collaborative through appropriate communication strategies and management behaviour.
- Act as a coach and source of advice on performance and development issues - intervening where necessary to improve management and team effectiveness
- Implementing group wide initiatives in the areas such as organization development, reward, and talent management to support all of the above
- Partner with designated client base in performance management and other HR processes: potential review and organization and people review (organization review, succession planning, and individual talent development plan). Supervise the administration of Performance Improvement plan to affected staff.
- Work with the Resourcing and Talent Unit to manage new employee probation process in the designated client base.
- Work with Strategy and Rewards Unit in implementing annual merit increments.
- Conduct exit interviews for all staff that voluntarily resigns from the business (mgt and non-mgt) and passes same to Resourcing and talent Unit.
- Assist designated functional heads to formulate team HR plans and ensure execution.
- Walk the floor - pays periodic visits to the various operation sites (factory or non-factory). Meets formally and informally with staff (management and non-management) in the designated client base.
- Coordinate transfers/redeployments within designated client-base.
- Work with all teams to ensure that competency levels are tracked with plans are in place to close gaps/upscale competencies
- Collaborate with Learning and Development (Resourcing and Talent Mgt Unit) on training for client base.
Responsibilities by Function
Strategic HR Direction:
- Ensure that the business has in place the most effective organization to deliver the business strategy by:
- Understanding the business within its competitive environment
- Completing strategic environmental analysis
- Applying, in conjunction with line colleagues, the HR roadmap as part of the contract process
- Assisting Managing Director to formulate team HR plans and ensure execution
- Making timely strategic decisions.
HR Change Facilitation:
- Diagnose the need for change
- Develop organization and individual capability through effective change strategies
- Refine organization structures if necessary and ensuring appropriate plans are implemented.
Organizational Effectiveness:
- Implement group wide initiatives in the areas such as organization development, reward, and talent management to support all of the above
- Implement Group HR processes policies and standards in a way that fits the Nigerian legislative and cultural environment. Translate company polices into designated client base-specific HR actions.
- Walk the floor - pay periodic visits to the various operation sites (factory or non-factory). Meet formally and informally with staff (management and non-management) in the designated client base.
- Work with Strategy and Rewards Unit in implementing annual merit increments.
- Conduct exit interviews for all staff that voluntarily resigns from the business (mgt and non-mgt) and passes same to Resourcing and talent Unit.
- Coordinate transfers/redeployment within designated client-base.
Performance Improvement:
- Act as a coach and source of advice on performance and development issues - intervening where necessary to improve management and team effectiveness
- Partner with designated client base in performance management and other HR processes: potential review and organization and people review (organization review, succession planning, and individual talent development plan).
- Supervise the administration of Performance Improvement plan to affected staff.
- Work with the Resourcing and Talent Unit to manage new employee probation process in the designated client base.
Key Outputs/KPI:
- Effectiveness of HR processes in the Business Units supported.
- Evidence of strategic HR contribution to the function
- Current industrial relations atmosphere
- Effective collaborations with Unions (Internal & External)
- Management of Change and changes that are on-going within the business
- Effective employee communications
- Effective IPA management with 100% completion year on year.
Qualification and Experience
- First Degree.
- At least 6 years’ experience in Human Resource Management
- Breadth of insight especially around people
- Commercial understanding and experience
- Integrity and courage
- Consulting and problem solving skills
- Coaching and facilitation skills
- Strong customer and contracting orientation
- A well-developed organisational ‘antennae’
- Flexibility and open-mindedness - enjoying ambiguity and change
- Excellence in operational execution.
Skills/Competencies
- Strong interpersonal, communication, networking and influencing skills
- Supply Chain understanding and experience
- Integrity and courage
- Consulting and problem solving skills
- Coaching and facilitation skills
- Strong customer and contracting orientation
- A collaborative style
- A well-developed organisational ‘antennae’
- Flexibility and open-mindedness - enjoying ambiguity and change.
Application Closing Date
Not Specified.
How to Apply
Interested and qualified candidates should:
Click here to apply online