Human Resources Manager

Responsibilities:

Human Resource Strategy & Manpower Planning:

• Develop and implement HR strategies, policies and initiatives that support the Company's business objectives.
• Conduct manpower planning in line with production, sales, administration and operational requirements.
• Review the Company's organisational structure and recommend staffing adjustments where necessary.
• Ensure that each department has the right number and quality of employees required to achieve its targets.
• Identify current and future workforce requirements and develop appropriate recruitment and succession plans.
• Maintain an updated organisational chart and employee database.
• Provide management with HR reports, workforce analysis and recommendations for decision-making.

Recruitment & Selection:

• Manage the end-to-end recruitment process, from manpower requisition through sourcing, screening, interviewing, selection and onboarding.
• Develop appropriate recruitment strategies for technical, production, sales, administrative and managerial positions.
• Ensure that recruitment decisions are based on competence, experience, qualifications and organisational fit.
• Coordinate interviews and selection panels with relevant departmental heads.
• Conduct reference and background checks where required.
• Ensure that new employees receive proper appointment documentation and onboarding.
• Maintain a talent pipeline for critical and hard-to-fill positions.

Employee Onboarding & Integration:

• Develop and maintain an effective onboarding programme for new employees.
• Ensure new employees understand the Company's policies, rules, values, job expectations and reporting structure.
• Coordinate documentation, induction and departmental introduction for new hires.
• Monitor new employees during their probationary period and ensure timely confirmation or other appropriate action.\
• Ensure that employees are properly integrated into their respective departments.

Employee Relations & Industrial Relations:      

• Maintain healthy and professional relationships between management and employees.
• Handle employee grievances, complaints, conflicts and workplace disputes promptly and fairly.
• Manage disciplinary procedures in accordance with Company policy and applicable labour laws.
• Prepare queries, warning letters, suspension letters, termination letters and other HR correspondence where necessary.
• Promote constructive management-employee relations and support peaceful resolution of workplace disputes.
• Liaise with trade unions, employee representatives and relevant authorities where applicable.
• Ensure compliance with applicable Nigerian labour laws and industrial relations requirements.
• Monitor issues that may affect employee morale, productivity or industrial peace and advise management appropriately.

Attendance, Time Management & Discipline:

• Monitor employee attendance, punctuality, absenteeism and compliance with working hours.
• Ensure effective administration of the Company's attendance and time-management systems.
• Review attendance records and identify persistent cases of lateness, absenteeism or other violations.
• Implement approved sanctions and disciplinary measures consistently and fairly.
• Prepare periodic attendance and disciplinary reports for management.
• Ensure that departmental heads take appropriate action regarding attendance and performance issues.
• Promote a culture of punctuality, accountability and workplace discipline.

Performance Management:

• Develop, implement and monitor the Company's performance management system.
• Ensure that employees have clear Job Descriptions, KPIs and performance expectations.
• Work with departmental heads to establish measurable departmental and individual KPIs.
• Coordinate periodic performance reviews and appraisal exercises.
• Monitor employee performance and identify underperformance at an early stage.
• Develop Performance Improvement Plans (PIPs) for employees who fail to meet agreed performance standards.
• Advise management on confirmation, promotion, transfer, training, reward or disciplinary action based on performance.
• Ensure that performance management is objective, transparent and aligned with business objectives.

Compensation, Payroll & Benefits:

• Coordinate the preparation and review of monthly payroll.
• Ensure that salaries, allowances, deductions and approved benefits are accurately processed.
• Maintain accurate employee compensation records.
• Monitor salary structures and make recommendations where internal or external salary disparities are identified.
• Ensure proper administration of leave, allowances, benefits and other employee entitlements.
• Review payroll reports before submission for management approval.
• Ensure statutory deductions and relevant remittances are properly administered.
• Provide management with compensation and workforce-cost analysis when required.

Training & Development:

• Conduct training needs assessments across departments.
• Develop and implement annual training and development plans.
• Coordinate internal and external training programmes.
• Organise Knowledge Sharing Sessions (KSS) and other employee development initiatives.
• Evaluate the effectiveness of training programmes.
• Maintain accurate training records for all employees.
• Identify high-potential employees and support their career development.
• Develop succession plans for critical positions.

Employee Welfare & Engagement:

• Develop initiatives that promote employee welfare, motivation and engagement.
• Coordinate employee welfare activities and respond appropriately to employee concerns.
• Monitor employee morale and identify factors affecting engagement and productivity.
• Coordinate staff welfare initiatives, celebrations and approved employee engagement programmes.
• Promote a positive, respectful and professional workplace culture.
• Ensure appropriate handling of employee welfare cases and sensitive HR matters.

HR Policy & Compliance: 

• Develop, review and update HR policies, procedures and employee handbooks.
• Ensure that HR practices are consistent with Company policies and applicable Nigerian employment laws.
• Ensure proper documentation of all HR processes and employee transactions.
• Maintain confidentiality and integrity of employee records.
• Ensure compliance with statutory employment requirements.
• Advise management on labour law, employee relations and HR-related risks.
• Ensure that employment contracts, Job Descriptions and other employee documentation are properly maintained.

Succession Planning & Talent Management:

• Identify critical positions and key employees within the organisation.
• Develop succession plans for critical roles.
• Identify high-performing and high-potential employees for career development.
• Recommend appropriate development, mentoring and training interventions.
• Reduce organisational dependence on individual employees by developing internal talent pipelines.

Hr Reporting and Records:

• Maintain accurate and up-to-date personnel records.
• Ensure proper documentation of recruitment, employment, leave, training, performance, disciplinary and exit processes.
• Prepare monthly and periodic HR reports for management.
• Provide HR analytics covering headcount, turnover, absenteeism, recruitment, payroll, training and employee performance.
• Maintain confidentiality of all employee and Company information.
• Ensure HR files are properly organised and readily accessible for authorised purposes.

Exit Management:

• Manage resignation, retirement, termination, dismissal and other employee exit processes.
• Conduct exit interviews where appropriate and identify recurring issues.
• Ensure proper clearance and handover procedures before final settlement.
• Coordinate the preparation of final entitlements in line with Company policy and applicable law.
• Maintain accurate records of employee exits and turnover trends.

Collaborating with other Departments:

• Work closely with Production, Quality Assurance, Sales, Finance, Supply Chain, Maintenance, HSE and other departments to address workforce requirements.
• Support departmental heads in managing employee performance and conduct.
• Provide HR guidance to managers and supervisors on employee-related matters.
• Ensure HR initiatives support production efficiency, sales growth, quality standards and overall business performance.

Requirements:

• A minimum of 4 years of experience
• A minimum of a degree in a related field