This position will be responsible to handle 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, developing reports, and support in implementing human resources and initiatives.
Updates employee payroll data
Tracks achievement & payment on all incentive programs
Monitors overtime & brings to the attention of the Head of HR, major deviations in trend.
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 Recruitment ➢ Processes all open Employment Requisitions.
Manage the proper administration of the recruitments tools (LI/PI), while holding the responsibility of maintaining their integrity.
Schedules and conducts interviews professionally, identifying appropriate, qualified personnel to
HR management and hiring managers.
Recruits qualified candidates for job openings.
Prepares offers of employment, securing appropriate approvals. ➢ Reviews the preparation of employment contracts, ensuring that information is timely and accurate.
Oversees the renewal of expiring employment contracts and probationary period updates, ensuring
that renewal is done timely and accurately. Employee Grievance & Discipline Records all details related to employee grievances & ensures that these are resolved in a timely
manner according to the policy.
Develops or maintains the violation matrix and ensure it is used to administrate all disciplinary matters including safety violations.
Onboarding and Severance
Ensures all employees are correctly hired on SAP, reflecting correct reporting lines, job levels and
other relevant details.
Updates staff lists capturing demographics and advice management.
Arranges & conducts exit interviews for employees severing service.
Ensures tracking after exit interviews of employee feedback so that organization can track turnover
data. Time and Attendance
Tracks lateness and absenteeism daily and report periodically (daily, weekly, monthly) on the trend
using relevant metrics and data analytical tools.
Employee Engagement Administers Employee Engagement Survey
Analyzes results & completes brief for management
Follow up on action points decided.
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 assessment process ➢
Set up and monitor the Performance Improvement Plan (PIP) for low performers Employee Development ➢ Preparation of PDP’s in conjunction with line manager. ➢
Reviews PDP's & other documents for analyzing training needs ➢ Delivers training on in house courses Medical
Ensures every employee is covered by the approved company’s medical scheme for their
Vets all medical bills prior to Head of HR’s approval ➢ Ensures NSITF compliance
And any other assigned tasks.
The primary impact of this position will be to support the HR function in the proper implementation of people policies & in ensuring that employees have access to accurate & timely information on these policies.
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 terminal in different departments
External: o ITF, Training institutions & providers o Pension Fund Administrators o Labour regulatory authorities o HR consultants o Union Officials o HMO
(IPE Factor: Knowledge)
Requires university degree preferably in Human Resources or Behavioural Sciences. ➢
Minimum of 3 years post-NYSC experience in Human Resource.
HRCI, SHRM and ACIPM certification is a Must.
Must have STRONG ANALYTICAL skills, including the ability to extract, compile and analyse data.
HRIS, especially SAP competence.
Must be familiar with labour and employment laws and practices. ➢ Must have broad knowledge in various international human resources standards in the areas of compensation, employee relations, general benefits, employment and staffing practices.
Requires knowledge to review and interpret survey and other data. ➢ Must be able to work effectively with all levels of employees, including top, middle and supervisory levels of management.
Requires strong interpersonal, verbal/written communication and negotiation skills.
Requires a collaborative work style, fostering cooperation and teamwork. 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.
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: HR manager role.
Functional role at either regional or global level