HR Lead

Responsibilities:

HR Strategy & Leadership:

• Develop and implement HR strategies, policies, procedures, and initiatives aligned with the organisation's business objectives.
• Provide strategic HR advice and guidance to management and departmental leaders.
• Develop and continuously improve the organisation's employee lifecycle processes.
• Establish effective HR systems, structures, and processes that support organisational growth.
• Monitor HR trends and recommend best practices to improve employee performance and engagement.
• Serve as a trusted adviser to management on people-related matters.

Recruitment & Talent Acquisition:

• Lead the end-to-end recruitment process, from workforce planning and job analysis to onboarding.
• Develop job descriptions, recruitment plans, interview processes, and selection criteria.
• Source and attract qualified candidates through appropriate recruitment channels.
• Screen applications and coordinate interviews with hiring managers.
• Ensure recruitment decisions are based on competence, experience, cultural fit, and organisational requirements.
• Maintain an active talent pipeline for critical and recurring positions.
• Develop effective onboarding and induction programmes for new employees.

Employee Relations:

• Promote positive employee relations and a healthy workplace culture.
• Handle employee concerns, grievances, conflicts, disciplinary matters, and workplace issues professionally and confidentially.
• Advise managers on appropriate approaches to employee relations matters.
• Ensure fair, consistent, and documented application of company policies.
• Support management in resolving workplace disputes and maintaining employee morale.
• Conduct exit interviews and analyse employee turnover trends.

Performance Management:

• Design, implement, and manage effective employee performance management systems.
• Coordinate performance reviews, appraisals, goal-setting, and performance improvement plans.
• Work with managers to establish measurable performance objectives.
• Identify performance gaps and recommend appropriate interventions.
• Ensure performance management processes are consistent, transparent, and aligned with organisational goals.

Learning & Development:

• Identify employee training and development needs.
• Develop annual training and development plans.
• Coordinate internal and external training programmes.
• Support leadership development, coaching, mentoring, and career development initiatives.
• Evaluate the effectiveness and impact of training programmes.
• Promote continuous learning and professional development across the organisation.

Compensation, Benefits & Payroll Support:

• Support the development and administration of competitive compensation and benefits programmes.
• Maintain accurate employee compensation and benefits records.
• Work closely with Finance to ensure accurate and timely payroll processing.
• Monitor employee leave, allowances, benefits, deductions, and other HR-related payroll information.
• Conduct salary benchmarking and make recommendations where appropriate.
• Ensure compensation practices are fair, consistent, and aligned with the organisation's budget and market realities.

HR Policies & Compliance:

• Develop, review, update, and communicate HR policies and employee handbooks.
• Ensure HR practices comply with applicable employment laws, regulations, and statutory requirements.
• Maintain accurate and confidential employee records.
• Ensure proper documentation of contracts, disciplinary actions, promotions, transfers, leave, and other employee matters.
• Keep management informed about relevant changes in employment regulations and HR best practices.
• Support the organisation during internal and external HR-related audits when required.

Employee Engagement & Organisational Culture:

• Develop initiatives that improve employee engagement, motivation, wellbeing, and retention.
• Promote the organisation's values, culture, and employee value proposition.
• Organise employee engagement activities and internal communication initiatives.
• Conduct employee satisfaction or engagement surveys and develop action plans based on findings.
• Help create an environment where employees feel respected, valued, supported, and accountable.

HR Data & Reporting:

• Maintain accurate and up-to-date HR records and databases.
• Develop regular HR reports and dashboards for management.
• Monitor key HR metrics including: Employee turnover, Recruitment time, Absenteeism, Employee engagement, Performance, Training, Headcount, Staff costs, Retention
• Use HR data and insights to support management decision-making.

HR Team Management:

• Lead, supervise, coach, and develop members of the HR team.
• Allocate responsibilities and establish clear performance expectations.
• Monitor the effectiveness of HR service delivery.
• Build a responsive and professional HR function that supports employees and management.
• Ensure HR requests and employee concerns are handled promptly and professionally.

Requirements:

• Bachelor's degree or HND in Human Resources, Industrial Relations, Business Administration, Management, Psychology, or a related discipline.
• Professional HR certification such as CIPM, SHRM, HRCI, or an equivalent qualification is an advantage.
• Minimum of 4 years of progressive HR experience, preferably including experience in a supervisory or HR leadership role.
• Demonstrated experience managing recruitment, employee relations, performance management, HR policies, and people operations.
• Good knowledge of Nigerian employment practices and applicable labour regulations.
• Experience working with HR information systems or HR management software is an advantage.

Required Skills & Competencies

The ideal candidate should possess:

• Strong leadership and people-management skills.
• Excellent communication and interpersonal skills.
• Strong problem-solving and conflict-resolution abilities.
• High emotional intelligence and professional maturity.
• Strong knowledge of HR policies and practices.
• Excellent organisational and time-management skills.
• Strong analytical and decision-making skills.
• Excellent negotiation and influencing skills.
• Ability to maintain confidentiality and handle sensitive information.
• Strong attention to detail.
• Ability to work independently and as part of a team.
• Strong Microsoft Office/Google Workspace skills.
• Ability to prepare professional reports and presentations.
• Strong coaching and employee-development skills.
• Ability to manage multiple priorities in a fast-paced environment.

Key Performance Indicators (KPIs):

The HR Lead will be assessed against measurable outcomes, including:

• Quality and speed of recruitment.
• Employee retention and turnover rate.
  
• Time-to-fill vacancies.
• Employee engagement and satisfaction.
• Completion and effectiveness of performance reviews.
• Training and development effectiveness.
• Compliance with HR policies and employment requirements.
• Accuracy and completeness of employee records.
• Effectiveness of employee relations and conflict resolution.
• HR response time and service delivery.
• Successful implementation of HR initiatives.
• Overall contribution to organisational culture and employee productivity.

Personal Attributes

We are looking for someone who is:

• Professional and approachable.
• Ethical and trustworthy.
• Confidential and discreet.
• Proactive and solutions-oriented.
• Fair, objective, and emotionally intelligent.
• Confident enough to challenge management constructively when necessary.
• Comfortable working with employees at all levels.
• Results-oriented and accountable.
• Passionate about people development.
• Adaptable and capable of working in a changing business environment.

What We Offer:

• Competitive salary and benefits package.
• Opportunity to work in a growing and dynamic organisation.
• Professional development opportunities.
• Career growth and leadership opportunities.
• Collaborative and supportive work environment.
• Opportunity to build and strengthen the organisation's people and culture function.