Employee Relations Manager

Anonymous Employer

Job Summary

This position will be responsible for managing various operational activities related to HR functions, to ensure that employees receive timely and accurate information relating to their HR needs; researching and presenting data and reports and overseeing the implementation of human resources and initiatives.

  • Minimum Qualification: Degree
  • Experience Level: Mid level
  • Experience Length: 6 years

Job Description

Labour and Employee Relations:

  • Establishes good cordial working relationship with the Union at both local and national levels, as well as host community representatives
  • Manages the administration of the Employee Engagement Survey
  • Analyses results & completes brief for management
  • Follow up on action points decided.
  • Coordinate employee benefit initiatives

Compensation:

  • Monitors overtime & brings to the attention of the Head of HR, major deviations in trend.
  • Tracks achievement & payment on all incentive programs

Job Design:

  • Maintains & updates the manpower plan (organogram) for the organization
  • Ensures maintenance of updated job descriptions for all employees in the organization
  • Ensures that organization charts for each division are always up-to-date

HR Policy Development/Compliance:

  • Ensures that services provided by third-party suppliers are reviewed/renewed in a timely manner prior to contract expiry
  • Responsible for maintenance of the HR policy manual in a completely updated manner & for the posting of policy amendments after communication is made of these amendments by HOHR
  • Prepares all HR policy documents for authorization
  • Prepares a report on compliance to both HR & business policy on a monthly basis for review by HR & Management teams

Employee Grievance & Discipline:

  • Manages employee grievances & ensures that these are resolved in a timely manner according to the policy.
  • Develops or maintains the violation matrix and ensures it is used to administrate all disciplinary matters including safety violations.

Performance Management:

  • Schedules the Performance Management end to end process
  • Ensures staff are appropriately trained by scheduling communication sessions
  • Reviews forms for completion in accordance with policy when submitted & ensures completion 
  • Summarizes key discussion points for Head of Human Resources
  • Ensures objectives are set in SMART format
  • Compiles information on performance calibration
  • Does complete analysis for all staff on the pay for performance system on completion of the assessment process
  • Set up and monitor the Performance Improvement Plan (PIP) for low performers

Recruitment:

  • Manage the administration of the recruitment tools (LI/PI), while holding the responsibility of maintaining their integrity.
  • Manages relations with host communities especially with regards to transparent recruitment.
  • Schedules and conducts interviews professionally, identifying appropriate, qualified personnel to HR management and hiring managers.
  • Reviews the preparation of employment contracts, ensuring that information is timely and accurate.

Employee Development:

  • Preparation of PDP’s in conjunction with the line manager.
  • Reviews PDP's & other documents for analyzing training needs

Medical:

  • Ensures every employee is covered by the approved company’s medical scheme for their categories
  • Vets all medical bills prior to Head of HR’s approval
  • Ensures NSITF compliance

REPORTING AND SCOPE 

(IPE Factor: Knowledge-Teams & Breadth):

  • This position reports to the Head of Human Resources
  • The scope of this position is predominantly domestic.

WORK/BUSINESS CONTACTS AND AUTHORITY 

(IPE Factor: Communication)

Internal:

  • Staff at the terminal in different departments

External:

  • Host communities’ representatives
  • ITF, Training institutions & providers
  • Pension Fund Administrators
  • Labour regulatory authorities
  • HR consultants
  • Union Officials
  • HMO

CRITICAL QUALIFICATIONS/SKILLS/EXPERIENCE

(IPE Factor: Knowledge)

  • Requires university degree preferably in Human Resources or Behavioural Sciences.
  • Minimum of 6 years post-NYSC experience in Human Resource, 4 years in a managerial position.
  • HRCI, SHRM and ACIPM certification is a MUST.
  • Ability to manage a team
  • Must have STRONG ANALYTICAL skills, including the ability to extract, compile and analyze data.
  • Requires strong interpersonal, verbal/written communication and negotiation skills.
  • Must be able to exercise discretion and good judgment, with an ability to understand the effect of decisions overall in the company.
  • Must be able to handle confidential company and employee information with complete discretion.
  • HRIS, competence is required.
  • Must be familiar with labor and employment laws and practices.
  • Must have a broad knowledge of various international human resources standards in the areas of compensation, employee relations, general benefits, employment, and staffing practices.
  • Requires knowledge to review and interpret the survey and other data.
  • Must be able to work effectively with all levels of employees, including top, middle and supervisory levels of management.
  • It requires a collaborative work style, fostering cooperation and teamwork.

LEARNING & CAREER OPPORTUNITIES

  • In this position, the incumbent will have an opportunity to acquire skills and knowledge in the following areas:
  • Exposure to HR Practices in the maritime industry, specifically in terminal operations 

Relevant next career steps might be:

  • Head, Human Resources role 
  • Functional role at either regional or global level








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