Job Summary

To serve as a strategic advisor or consultant to assigned business unit(s) in order to proactively develop HR solutions for business needs. Collaborate with the business unit executives, HR Centres of Expertise, and HR Shared Services to help implement HR policies and programs.

  • Minimum Qualification: Degree
  • Experience Level: Mid level
  • Experience Length: 5 years

Job Description/Requirements

Key Performance Objectives


1. Strategic Consulting

  • Implement HR processes as defined by the Centers of Excellence (e.g., performance management, annual compensation, training initiatives, etc.)
  • Work with the business unit, Centers of Excellence, and HR Shared Services to help implement HR policies and programs.
  • Assess the current state of the business unit, proactively identify issues, and collaborate with other HR Offices to develop programs and solutions.
  • Identify opportunities to support the business’ talent agenda and make recommendations to develop appropriate solutions.
  • Understand the business unit’s operating environment and apply awareness of the business unit’s operational goals and objectives when implementing HR programs and addressing escalated HR issues.
  • Manages BU-specific HR and talent projects; keeps leaders apprised of progress, risks, etc.
  • Proactively identify, analyze, and assess any BU strategies/initiatives, etc. that may pose a risk to the organization and influence the plans needed to address the risks.
  • Support delivery of diversity and inclusion HR programs or initiatives.

2. Stakeholder Management

  • Establish good working relationships and collaborative arrangements with different Business Unit Line of business in order to help achieve the goals of the organization.
  • Communicate with stakeholders to keep them informed of the work of the Human Resources function and to identify changes in the Business Units.
  • Develop and maintain effective working relationships with business unit managers and employees and work closely with them to implement solutions to meet their current and future business needs
  • Serve as employee advocate when involved in the design and/or implementation of HR programs

3. Operational Delivery

  • Facilitate effective succession planning process and ongoing development conversations, partnering with executives to identify and proactively develop the next generation of leaders.
  • Coach and advise line managers on organizational effectiveness and general HR issues, and provide basic Employee Relations guidance prior to escalating cases to appropriate parties.
  • Monitor the performance management cycle throughout the year, promote manager and employee participation in performance management activities, and engage them to meet performance management deadlines and schedules.
  • Resolve HR operations issues/problems for the business unit and liaise with Centers of Excellence / HR Shared Services for information as necessary.
  • Liaison between the business and Learning experts to identify talent business needs (learning, etc.)
  • Act as an employee champion and change agent, delivering effective talent management solutions that maximize employee engagement.

Qualifications, Experience / Skills

  • A Degree in Human Resources, Industrial Psychology or equivalent
  • A minimum of 5 – 8 of HR generalist experience 
  • Recruitment process knowledge, understanding and experience
  • Effective Communication (Written and Verbal)
  • Solid HR administration experience
  • Multiple stakeholder project facilitation
  • Implementation of relevant Centers of Excellence’ solutions to address key business challenges
  • Broad and comprehensive understanding of Human Resources concepts and principles
  • Knowledge and experience of the business and its intricacies

Behavioural Competencies  

  • Problem Solving 
  • Result Orientation
  • Attention to Detail 
  • Time Management
  • Planning & Organizing
  • Resilience
  • Ideas Generation
  • Technical Competencies  
  • Organisational Development and Design
  • Talent Management and Succession Planning 
  • Regulatory Governance and Compliance (Labour; Employee Relations and Transformation)
  • Organisational Culture Enhancement
  • Business Partnering/Consulting
  • Recruitment 
  • Business Acumen

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