Human Resources Manager

Responsibilities:

Talent Acquisition & Workforce Planning:

• Workforce Planning: Align headcount and skills requirements with business strategy, budgets, and ongoing and upcoming projects; forecast manpower needs and maintain the organisation structure.
• Recruitment & Selection: Manage end-to-end recruitment from requisition and sourcing to offer, including technical and competency-based assessments and engagement of recruitment partners.
• Tender & Project Support: Support the Bid and Tendering Team with CVs and credentials of high-quality personnel for tender submissions.

Employee Lifecycle Management:

• Onboarding & Induction: Run a structured onboarding process covering documentation, HSE induction, and role clarity so new hires connect quickly to the business vision.
• Employee Records & Administration: Manage confirmations, promotions, transfers and contract renewals, and maintain accurate HR records and HRIS data.
• Exit Management: Manage resignations, terminations, exit interviews, final settlements and clearance, and analyse attrition trends to improve retention. 

HR Policy, Compliance & Governance:

• Policies & Procedures: Develop, review and implement HR policies, the staff handbook and procedures; advise management on their application.
• Training & Succession: Deliver technical, HSE and leadership training; identify skills gaps with line managers and drive succession planning and career pathways.
• Statutory Compliance: Ensure compliance with the Nigerian Labour Act, Pension Reform Act, Employees’ Compensation Act, NSITF, ITF and other labour and local content requirements, including expatriate quota and immigration matters.
• HR Reporting & Analytics: Submit monthly HR progress reports with accurate data and track key metrics such as headcount, turnover, cost per hire, and training spend. Employee Relations & Workplace Culture
• Employee Relations: Handle grievances, conflict resolution and disciplinary procedures fairly and consistently, and liaise with unions and staff associations where applicable.
• Culture & Engagement: Maintain a positive, transparent and inclusive work culture, run engagement initiatives and champion change management. Performance, Learning & Development
• Performance Management: Implement performance management systems and oversee appraisal cycles linked to business objectives and rewards.

Compensation, Benefits & Employee Welfare:

• Compensation & Payroll: Conduct salary benchmarking and reviews to stay competitive in the oil and gas industry; support the Finance Team on payroll and statutory deductions.
• Benefits & Welfare: Administer HMO, pension and other benefits, and promote staff wellbeing, safety and work-life balance.

Requirements:

• Minimum of 5–7 years’ relevant HR experience, including at least 2 years in a managerial or supervisory HR role.
• Oil and gas industry experience (upstream, midstream, downstream, or oilfield services) is an added advantage.
• Proven experience across the full HR cycle: talent acquisition, employee relations, performance management, training, compensation and benefits, and HR compliance.
• Experience building HR policies, managing HR budgets, and partnering with senior leadership is an advantage.
• Strong knowledge of the Nigerian Labour Act, Pension Reform Act, Employees’ Compensation Act, and HR best practices.
• Proficiency in HRIS and payroll systems and MS Office, with strong skills in HR analytics and reporting.
• Understanding of oil and gas workforce dynamics, including shift and rotation work, contractor management, local content and HSE culture, is an advantage.
• Strong leadership, people management and business partnering skills, with sound judgement and integrity.
• Excellent communication, negotiation and conflict-resolution skills.
• Ability to handle confidential information with discretion and to manage multiple priorities in a fast-paced environment.
• Bachelor’s degree (B.Sc.) in Human Resource Management, Business Administration, or a related discipline; a Master’s degree is an advantage.
• Professional certification: CIPM is required; SHRM, CIPD, or HRCI certification is an advantage.

Work Mode: Full-time, on-site.

Application Deadline: 31st October 2026.