HR Manager at Graceco Limited

Job Purpose:

The HR Manager will lead the entire HR process and will provide leadership for the HR team, serves as champion for staff and ensure fairness in the employment relation for both parties.

REQUISITE QUALIFICATIONS / EXPERIENCE

• B.Sc (1st Class or 2nd Class) in Industrial Relations/Human Resources Management or related courses
• Must be certified; SHRM-CP/SP or PHR
• Associate Member – The Chartered Institute of Personnel Management, Nigeria
• Minimum of 4 years’ experience as HR Generalist in well structured environment
• preferably manufacturing environment

REQUIRED SKILLS / ATTRIBUTES

• Strong oral and written communication skills
• Good team player
• Strong interpersonal and people management skills and negotiating skills
• Good understanding of the employee recruitment process
• Strong sense of professionalism, integrity, sound judgment and tact
• Ability to maintain confidentiality
• Proficiency in the use of Human Resources and Employee Self Service enterprise
• wide packages
• Have sound knowledge of Nigeria labour law
• Have experience managing 200-300 staff
• Sound knowledge of HR Metrics
• Strong assertive skill and process driven
• High emotional intelligence and Pro-activeness
• Have experience coordinating Graduate trainee program and Training school
• Experience in payroll management
• Possess sound computer skill; Excel, Power point, MS-word

Responsibilities:

HR Strategy Development

• Design an HR mission, vision and strategic plan that supports and enables the company's business goals; communicate and advocate to senior management
• Design, communicate and lead the implementation of people initiatives that support the company's business strategy and enhance the effectiveness of the workforce
• Develop and communicate HR effectiveness metrics and measurements; review metrics with and recommended actions to senior management on a regular schedule

Policy Development

• Develop and implement HR policies to suit changing business needs
• Update the company's HR policies and procedures in line with business strategy and plans.
• Interpret and discuss HR policies and procedures with managers and employees.

Reward Strategy

• Establish the company's benefits strategy and policy in line with company goals; ensure alignment of all new benefits programs
• Ensure the company's reward strategy and programs are designed to attract and retain employees
• Partner with senior management to approve new or changed recognition programs in line with overall rewards strategy
• Ensure short- and long-term incentives are aligned with company compensation strategy

Performance Management

• Oversee the company's employee performance evaluation process and brief senior management on the outcome of the process
• Oversee the performance review  process and establish and monitor progress toward key success metrics for the performance evaluation process
• Review HR metrics related to employee pay increases that stems from the appraisal exercise, ensuring budget allocation meets organizational goals.

HR Analytics

• Explain the links between HR analytics and business performance
• Gather and analyze data from Human Resource Information other appropriate sources.
• Present HR scorecard to business managers, providing practical analysis that they can easily consider and utilize.
• Set goals for HR metrics at company level, present performance against goals, and propose action plans to address any concerns.
• Analyze lagging indicators, partnering with business management to research the root cause of any areas of concern and create action plans to address.

Change Management

• Develop and implement change management plans in line with business direction.
• Facilitate forums to discuss the goals and impact of the change in partnership with senior management.
• Advise managers on their roles in the implementation of a change and an associated change management plan

Learning & Development Strategy

• Establish and communicate a vision for how the learning function adds value, improves business performance and enables execution; partner with senior management to advocate performance improvement through learning
• Communicate industry trends and company priorities and their impact on the company's workforce development to the Human Resources (HR) organization and senior management
• Communicate the critical workforce development priorities to the HR organization and to senior management
• Establish an overall agenda and direction for the learning and development function with key metrics for evaluating its impact on employee and business performance

Organizational Development

• Partner with senior management to approve and support organizational design activities designed to optimize organizational capability and alignment with company goals
• Design a change in organizational structure that impacts a large organization or the whole company, in partnership with senior management
• Lead senior management through an assessment of the alignment of organizational culture with mission and goals; lead efforts to realign culture with goals and mission when needed

Recruitment & Manpower Planning

• Oversee the entire recruitment strategy for the company
• Improve the Employee Value proposition and company employee retention strategies