Job Vacancy: Head Human Resource

Job Vacancy: Job title: Head Human Resource

Job description: JOB DESCRIPTION

JOB SUMMARY

The Head of HR should bring strategic leadership and technical expertise to human resources, with experience of a broad range of HR areas including resource planning and organisation design, talent and performance management, reward, and compliance. He/she will have experience of capacity planning and translating strategy and vision into operational objectives.

KEY RESPONSIBILITIES/ACCOUNTABILITIES

1. HR Strategy planning & structure

• Develop HR plans and strategies to support the achievement of the overall institutional business objectives.

• Function as a strategic business advisor to the executive/senior management team

• Position HR as a strategic business partner and creating measures to improve the perceptions of HR and its contribution to the bottom line.

• Evaluate opportunities and risks for Human Resource management in the business in the long term.

• Lead the HR budgeting process, including FTE and salary budgets · Recommend the annual salary increment rates across the organisation

2. HR Policy and Procedures

• Develop, implement, and monitor existing human resources policies, practices and procedures to meet the evolving needs of the organisation.

• Provide advice on interpretation and application of policies, regulations and rules and make recommendations on exceptions to policies, regulations, and rules.

• Advise the management on all aspects of human resources policies and procedures and provide proactive and innovative approaches to delivery of human resources services as well as to strategic and policy issues.

• Align HR policies across entities.

• Review policies for conformation with legal practices.

3. Capacity Building – Recruitment & Onboarding

• Oversee the development and streamline proactive HR recruitment systems and ensure placement of suitably qualified and skilled Human Resources.

• Identify and pursue innovative sources for target recruits.

• Forecast staffing needs in line with business expansion

• Identify recruitment needs and priorities, develop and implement recruitment strategies in conjunction with management.

• Monitor and ensure timely filling of posts in accordance with established policies and procedures.

4. Capability Building – Succession Planning, Staff Development & Talent Retention

• Provide leadership in ensuring the availability of a well-trained workforce capable of meeting current and future work requirements/business needs.

• Oversee the conduct of Training Needs Analysis and the preparation of the resultant Annual Training Plan.

• Build and oversee an impactful employee onboarding and orientation programme.

• Drive a performance-driven culture with a focus on human capital – talent management, coaching and mentoring, business partnering to enable and motivate teams.

• Identify and analyse staff development and career support needs and promote staff development and career support programmes.

• Provide advice to individual and/or groups of staff on career growth and progression.

• Manage the talent and succession planning process.

• Create and implement career development plans.

5. Performance management design, implementation & administration

• Guide and support all department heads in improving and monitoring performance culture in their respective areas.

• Review and improve existing performance management systems.

• Oversee the training on performance management and other performance related matters

• Provide support in managing poor performers.

• Ensure the performance appraisals are conducted smoothly.

6. Job Evaluation, Job Design and Compensation & Benefits

• Review and update existing salary and grading structures based on market surveys ·

• Review and maintain benefits and terms and conditions of employment, based on market parameters

• Manage internal and external equity in terms of remuneration ·

• Oversee the conducting of job evaluation exercise and salary survey exercises. Review, develop and design job content and job ratings.

7. Design transformation: building leadership for change

• Work with the CEO/business leader to develop a team which enables the CEO/business leader to incorporate changing the organisation as a key aspect of their role, and delegate aspects other than the change leadership role.

• Work with the CEO/business leader to develop a future oriented perspective as to how their organisation needs to change to continue to be successful and build a vision around this.

• Work with the CEO/business leader on maintaining a long-term orientation and commitment to transformation.

• Be willing to work as the ‘hidden hand’ of change, highly relevant to its success yet not highly visible.

• Recognise the critical and complex change role of middle managers, work to engage them in the change process and equip them to take up the leadership mantle for change in their parts of the organisation.

JOB REQUIREMENTS

• A good first Degree, in Human Resources or equivalent, from an accredited University Capabilities, Competencies and Experience

• Senior, highly experienced Human Resources Professional with a wide-ranging breadth of human capital and talent management expertise.

• Have a minimum of 15 years of experience, with at least 5 years in senior leadership role

• Be able to work with a variety of organisational leaders to build consensus around HR strategy and tactics.

• Have a demonstrated background in talent management and leadership management, as well as have a proven ability to attract and retain outstanding talent and assemble and motivate high performance teams.

• Ability to ensure credibility for the human resources function through his/her professional qualifications and leadership skills as well as project the highest level of integrity.

• Possess superior interpersonal communication and presentation skills as well as proven organizational skills are required.

• Proven working experience within FMCG and Technology industries would be an advantage

• Proven experience in developing, implementing, and ensuring compliance with HR Policies and Processes’.

• Experience and success in driving culture transformation.

• Experience in driving, managing, and implementing an organisational change & upgrade program

• Nigerian nationality or has worked extensively in Nigeria.

• Hands-on with a bias for action.

• An understanding of what world-class Human Resource systems and processes look like

Location: Lagos, Lagos State

Job date: Sun, 22 Oct 2023 03:31:31 GMT

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