HR Manager at Global Profilers

Responsibilities:

 

 

Job Purpose
The individual will identify and evaluate the strategic business priorities in order to develop, integrate, deliver and manage fit-for-purpose HR strategies for the Business.
 

 

Main Responsibilities

 

• To strategically align talent in the Business Units to needs of the business through appropriate resourcing, selection and management of bench strength including the alignment of the organization & global strategies to local needs.
• To develop, manage and support strategic change initiatives.
• To assess the efficiency of the commercial structure, culture, people, capabilities and consult on ways to improve organizational effectiveness and to deliver its contract commitments.
• To manage the strategic measurement systems for improving individual contribution and driving overall organizational performance.
• To develop and manage policies and practices that foster positive working relationships between employees and the organization while meeting legal, social and organizational standards.
• To understand and apply key HR expertise areas to ensure effective delivery
• Ensure that the business has in place the most effective organization to deliver the business strategy by:
• Applying, in conjunction with line colleagues, the HR roadmap as part of the contract process.
• Developing organization and individual capability working with Talent/Line manager through effective change strategies
• Refine organization structures if necessary whilst ensuring that appropriate transition plans are in place
• Implementing Group HR processes policies and standards in a way that fits the Nigerian legislative and cultural environment. Translates company polices into designated client/Business unit base-specific HR actions.
• Ensure that Group can attract, motivate, develop and retain great talent, through effective resourcing (in concert with the Resourcing and Talent Unit), training & development, performance management and reward strategies as this related to designated client base.
• Ensure that the individual and collective relationships between the business and its people are healthy, open and collaborative through appropriate communication strategies and management behaviour.
• Act as a coach and source of advice on performance and development issues – intervening where necessary to improve management and team effectiveness
• Implementing group wide initiatives in the areas such as organization development, reward, and talent management to support all of the above
• Partner with designated client base in performance management and other HR processes: potential review and organization and people review (organization review, succession planning, and individual talent development plan). Supervise the administration of Performance Improvement plan to affected staff.
• Work with the Resourcing and Talent Unit to manage new employee probation process in the designated client base.
• Work with Strategy and Rewards Unit in implementing annual merit increments.
• Conduct exit interviews for all staff that voluntarily resigns from the business (mgt and non-mgt) and passes same to Resourcing and talent Unit.
• Assist designated functional heads to formulate team HR plans and ensure execution.
• Walk the floor –pays periodic visits to the various operation sites (factory or non-factory). Meets formally and informally with staff (management and non-management) in the designated client base.
• Coordinate transfers/redeployments within designated client-base.
• Work with all teams to ensure that competency levels are tracked with plans are in place to close gaps/upscale competencies
• Collaborate with Learning and Development (Resourcing and Talent Mgt Unit) on training for client base.

 

Responsibilities by Function
Strategic HR Direction

 

• Ensure that the business has in place the most effective organization to deliver the business strategy by:
• Understanding the business within its competitive environment
• Completing strategic environmental analysis
• Applying, in conjunction with line colleagues, the HR roadmap as part of the contract process
• Assisting Managing Director to formulate team HR plans and ensure execution
• Making timely strategic decisions

 

HR Change Facilitation

 

• Diagnose the need for change
• Develop organization and individual capability through effective change strategies
• Refine organization structures if necessary and ensuring appropriate plans are implemented

 

Organizational Effectiveness

 

• Implement group wide initiatives in the areas such as organization development, reward, and talent management to support all of the above
• Implement Group HR processes policies and standards in a way that fits the Nigerian legislative and cultural environment. Translate company polices into designated client base-specific HR actions.
• Walk the floor – pay periodic visits to the various operation sites (factory or non-factory). Meet formally and informally with staff (management and non-management) in the designated client base.
• Work with Strategy and Rewards Unit in implementing annual merit increments.
• Conduct exit interviews for all staff that voluntarily resigns from the business (mgt and non-mgt) and passes same to Resourcing and talent Unit.
• Coordinate transfers/redeployment within designated client-base

 

Performance Improvement

 

• Act as a coach and source of advice on performance and development issues – intervening where necessary to improve management and team effectiveness
• Partner with designated client base in performance management and other HR processes: potential review and organization and people review (organization review, succession planning, and individual talent development plan).
• Supervise the administration of Performance Improvement plan to affected staff.
• Work with the Resourcing and Talent Unit to manage new employee probation process in the designated client base.

 

Key Outputs/KPI

 

• Effectiveness of HR processes in the Business Units supported.
• Evidence of strategic HR contribution to the function
• Current industrial relations atmosphere
• Effective collaborations with Unions (Internal & External)
• Management of Change and changes that are on-going within the business
• Effective employee communications
• Effective IPA management with 100% completion year on year

 

Qualification and Experience:

 

 

• First Degree
• At least 6 years’ experience in Human Resource Management
• Breadth of insight especially around people
• Commercial understanding and experience
• Integrity and courage
• Consulting and problem solving skills
• Coaching and facilitation skills
• Strong customer and contracting orientation
• A well-developed organisational ‘antennae’
• Flexibility and open-mindedness - enjoying ambiguity and change
• Excellence in operational execution

 

Skills/Competencies

 

• Strong interpersonal, communication, networking and influencing skills
• Supply Chain understanding and experience
• Integrity and courage
• Consulting and problem solving skills
• Coaching and facilitation skills
• Strong customer and contracting orientation
• A collaborative style
• A well-developed organisational ‘antennae’
• Flexibility and open-mindedness - enjoying ambiguity and change