Human Resources Business Partner - L&D at Terragon Group

Job Descriptions
The HR Business Partner is required to:

• Provide a professional and strategic consultancy and advisory service to Business Units and staff.
• Custodian, owner and driver of the Terragon Learning & Development process.
• Work with key stakeholders to develop a group wide L&D strategy, focusing on all aspects on the employee journey.
• Identify training and development needs within an organization through job analysis, appraisal schemes and regular consultation with business managers and human resources departments.
• Design and expand training and development programs based on the needs of the organization and the individual.
• Deliver the strategy in conjunction with the wider business and ensuring that all L&D needs across the organization are regularly assessed and reviewed.
• Ensure all training needs is established in the business aligned to the organizational mission and objectives.
• Ensure we deliver of our core competence and statutory/regulatory training.
• To lead on design and delivery of the organizations leadership and management programs.
• To lead a key initiatives program on developing our L&D agenda with utilization of the succession/grooming levy and other resources as appropriate.
• To manage the group L&D budgets and external supplier relationships ensuring quality, cost and ethical investments are made and providing robust reporting on ROI and ROE of all activity.
• To lead on key organizational people, change programs, providing OD, L&D and engagement diagnostics and solutions.
• Develop a suite of measurement KPIs that clearly demonstrate the impact and experience of learning within all delivery models.
• To develop and improve our competency framework in the organization, developing key programs of work that improve the capability of our overall business.
• To act as the key driver in our L&D agenda acting as a L&D and People Champion.
• Maintains organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection conducting and analyzing exit interviews; recommending changes.
• Facilitate Career Management implementation.
• Maintains the work structure by updating job requirements and job descriptions for all positions.
• Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.
• Maintains employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the processing of benefit claims; obtaining and evaluating benefit contract bids; awarding benefit contracts; designing and conducting educational programs on benefit programs.
• Drive key initiatives on Employee Relations and HR-Employee collaborations.
• Drive Staff Engagement Initiatives e.g. Village Meetings, Team-building sessions et al.
• Assist to drive Culture Transformation Projects.
• Design when required different process tools i.e. templates, worksheets, reporting documents, forms et al.
• Assist to ensure that all conflicts are resolved within stipulated time -Coordination of staff Disciplinary matters and grievances.
• Provide supervision, coordination and development of Welfare Management system.

Educational Qualifications, Certifications and Experience

• Minimum university Degree in Human Resources, Business Administration, Behavioural Science, or Management. Preference would be given to applicants with HR consulting background from the big 4.
• Professional qualification of CIPMN, CIPD, SHRM is an added advantage.
• Experience in setting and managing budgets.
• Proven experience leading the development of L&D strategies, initiatives, policies and programmes.
• Proven project management skills to ensure effective delivery of project outcomes.
• Ability to persuade and influence mangers regarding the most appropriate approach within a given situation.
• Proven experience at building strong relationships with managers at all levels within the organisation.
• 3 - 5 years’ experience in working as HR Generalist.

Competencies

• Must be familiar with local labour and Nigerian employment law and practices.
• Effective interpersonal and communication skills.
• Team work and interpersonal skills for liaising with clients and colleagues.
• Excellent written and oral communication skills.
• Interpersonal skills that enable you to work with people at all levels, motivate others and change people's attitudes when necessary.
• Written and spoken communication skills that allow you to inform and advise others clearly.
• Problem-solving and negotiation skills.
• Initiative and the ability to offer new ideas.
• Organisational and planning skills to manage your time and to meet deadlines and objectives.
• Conflict Management.
• Creating and Implementing Strategic business policies and procedures.
• Eloquence in A-Z of Talent Management.
• Ability to make effective and persuasive speeches and presentations on controversial or complex topics to top management, public groups, and/or boards of directors.