Job Description
Job Description
• To provide strategic leadership for the Group’s human resources function by developing and implementing people strategies, policies, systems and practices that support business growth, operational excellence and a high-performance culture across all Group companies.
• The role is responsible for ensuring that the Group attracts, develops, engages and retains high-calibre talent while maintaining strong HR governance, regulatory compliance and effective workforce management.
Key Responsibilities
Group HR Strategy and Leadership:
• Develop and implement a Group-wide HR strategy aligned with the Group’s business objectives and growth plans.
• Establish consistent HR policies, standards, processes and governance frameworks across all subsidiaries and business units.
• Advise the Group MD/CEO and senior leadership on workforce, organizational and people-related matters.
• Provide strategic HR support for business expansion, restructuring, mergers, acquisitions and new business initiatives.
• Drive a strong performance-oriented, ethical and collaborative organizational culture across the Group.
Workforce Planning and Organization Development:
• Lead Group-wide workforce planning and manpower budgeting.
• Assess current and future talent requirements and develop strategies to close workforce gaps.
• Support organizational design, restructuring, succession planning and leadership development.
• Review organizational structures, reporting lines and role responsibilities to ensure effectiveness and scalability.
• Develop workforce analytics and HR metrics to support management decision-making.
Talent Acquisition and Employer Branding:
• Establish Group-wide recruitment and selection standards to attract high-quality talent.
• Oversee recruitment for critical, senior and specialist positions across the Group.
• Develop talent pipelines and succession plans for key positions.
• Strengthen the Group’s employer value proposition and employer brand.
• Ensure effective onboarding and integration of new employees.
Performance Management:
• Develop and manage a robust Group-wide performance management framework.
• Ensure that employees have clear objectives, KPIs and performance expectations.
• Coordinate performance reviews, performance improvement plans and talent reviews.
• Promote a culture of accountability, meritocracy and continuous performance improvement.
• Support management in addressing underperformance fairly and consistently.
Compensation, Benefits and Rewards:
• Develop and maintain competitive compensation and benefits structures across the Group.
• Conduct salary benchmarking and periodic compensation reviews.
• Establish appropriate grading, salary bands and reward frameworks.
• Oversee payroll governance and ensure accurate and timely employee compensation.
• Develop incentive and recognition programs that support business performance and employee retention.
Learning, Development and Succession:
• Develop Group-wide learning and development strategies based on organizational and individual capability gaps.
• Establish leadership and management development program.
• Support professional development, certifications, coaching and mentoring initiatives.
• Develop succession plans for critical roles and high-potential employees.
• Measure the effectiveness and business impact of training program.
Employee Relations and Engagement:
• Provide leadership on employee relations, grievance management, disciplinary matters and workplace conflict resolution.
• Promote positive employee-management relationships and a healthy workplace culture.
• Develop employee engagement and retention initiatives.
• Monitor employee satisfaction, engagement trends and key workforce risks.
• Ensure consistent and fair application of HR policies across Group companies.
HR Policies, Compliance and Governance:
• Develop, review and maintain the Group’s HR policies, procedures and employee handbook.
• Ensure compliance with applicable Nigerian employment laws, regulations and statutory requirements.
• Monitor HR practices across subsidiaries to ensure adherence to Group standards.
• Maintain appropriate HR documentation, records and controls.
• Identify and mitigate people-related legal, operational and reputational risks.
HR Systems, Analytics and Reporting:
• Lead the implementation and effective utilization of HRIS and other HR technology solutions across the Group.
• Establish reliable HR data and reporting systems.
• Prepare periodic HR reports and dashboards covering headcount, turnover, recruitment, compensation, performance, absenteeism, training and other key indicators.
• Use people analytics to identify trends, risks and opportunities and support evidence-based management decisions.
HR Team Leadership:
• Lead, coach and develop the Group HR team and HR personnel across business units.
• Establish clear objectives, performance expectations and accountability for the HR function.
• Build HR capability and promote consistent professional standards across the Group.
• Ensure HR teams provide responsive, commercially focused and employee-centred support to business leaders.
Strategic Business Partnership:
• Partner with business unit heads and senior management to translate business objectives into effective people strategies.
• Provide HR input into business planning, budgeting and strategic decision-making.
• Support leadership teams in managing organizational change and transformation.
• Serve as a trusted adviser to management on people, organizational and employment matters.
Requirements
• Bachelor’s Degree in Human Resources, Business Administration, Industrial Relations, Management, Psychology or a related discipline.
• A Master’s degree in Human Resources, Business Administration, Management or a related field is an advantage.
• Professional membership/certification with CIPM, SHRM, HRCI or an equivalent professional body is required/preferred.
• 8–12 years’ progressive HR experience, with significant experience in a managerial or strategic HR leadership role.
• Demonstrated experience managing HR across multiple business units, subsidiaries or locations.
• Strong knowledge of Nigerian employment legislation, HR best practices and contemporary people management.
• Experience in workforce planning, talent management, compensation, performance management, employee relations and HR governance.
• Strong HR analytics, reporting and HRIS capability.
