Group Head, Human Resources at Bradfield Consulting

Key Responsibilities

• The Human Resources Manager oversees all aspects of human resources (HR), its practices, and operations to meet the needs of the constantly evolving business.
• The role of HR Manager, is to localize and implement the Group’s current people programs and service delivery strategies, enhancing organizational decision-making and approaches for securing growth on a business-wide scale.
• The candidate is an active member of the Medical Directors’ Committee as well as a key executive partner and coach who is tasked with implementing strategic planning and initiatives, change management, and organizational design.

Leadership/Supervisory Role:

• The Human Resources Manager (HRM) working with the Group HR implements long-range strategic planning to anticipate the innovation of change initiatives that promote people productivity, organizational efficiency, and cost effectiveness.
• Accountable and provides overall leadership and guidance to HR functions by overseeing, HR budgeting, talent acquisition, employee Relations/ engagement, training and development, career development, performance management, establishing structures, HR legal framework, responsible for culture, values etc, across Lagoon Hospitals
• The HRM is responsible for ensuring that the business’s values are clearly communicated and understood at all levels of the business, clarifying on employee conduct that is necessary for realizing an engaging high performance culture within the business.
• Additionally, he/she ensures that the organizational design and rewards structure is reflective of a dynamic business environment and up-to-date modes of working in an increasingly competitive business environment.
• Where necessary, the HRM also intervenes and mediates conflicts in a manner that is reflective of the business and that leads to appropriate resolution.

Strategy:

• The HRM formulates, in conjunction with the Group Head HR, strategies that lead to quality and depth in the talent employed in the business and aligning workforce planning to business needs, growth and expansion while also developing the required skills needed to deliver the mission critical result.
• Developing and implementing comprehensive compensation and benefit strategies that are cost effective for the business, acts as the strategic business advisor to the Medical Directors and departmental heads about the workforce planning, engagement and associated costs.
• The HRM additionally functions as the strategic business advisor to the MDs and departmental heads in regard to key business and management issues.

Analytics:

• Collects, analyses and uses data for decision making. monitors, analyses, and identifies strategic needs, gaps, and risks using the data.
• In the analytical role, the HRM leverages on the ERP tools that identify, align, and build the business’s human capital capabilities to achieve overall business results and reach desired targets.
• The HRM further uses findings of analyses in resolving issues and driving the business’s agenda. HR

Budgeting:

• Conscientiously manage the staff cost, profitably drive each hospital facility staff cost as a percentage of revenue and in alignment with the staff cost budget.

Collaboration:

• This role is also highly collaborative and will collaborate with MDs and Group Head HR to drive the human capital agenda as a business partner to understand, analyse, and support the needs for the business, leading to the subsequent establishment of suitable strategies in alignment with the business agenda.
• The HRM also performs other operational duties as he/she deems fit for the proper execution of his/her duties or duties as assigned.

Learning & Development:

• The HRM has the responsibility of developing and improving the Knowledge, Skill and Attitude (KSA) of the workforce to remain successful.
• Develop and implement learning strategies and programs. Build the business management and leadership skills for a strong management team.
• Design e learning courses, career plans, workshops and more while also maintaining all learning activities under budgets

Knowledge:

• The HRM keeps up with the latest industry trends and best practices, ensuring optimal performance of the HR department, which in turn influences the performance of the various departments and the business at large.

Compliance with regulators:

• Ensuring that HR process and policies are in alignment with the hospital accreditation regulatory body i.e. Joint Commission International (JCI)
• Immigration process for international staff
• Employee relation/ engagement- out of work bonding activities,
• Employee survey, compensation survey, coordination of townhall meeting,
• A team lead on HR Quality measurable elements, etc.
• Watch the labor space to ensure compliance with regulatory framework

Requirements
Education:

• First degree in humanities or social sciences and a master’s degree in human resources related discipline.
• Registered member of the chattered Institute of personnel management of Nigeria (CIPMN), chattered Institute of personnel development (CIPD) and other related professional membership certifications

Experience:

• A candidate for this position will have had at least 10 years of working experience in a senior Human Resources position, preferably as a Head of HR & Administration, HR Business Partner, Manager Training and Development, or Talent Acquisition Manager.
• The candidate will also have had proven and successful experience delivering innovative HR programs within a fast paced, evolving, and wide organizational setting.
• The candidate must also have had success managing a human resources team through a program and all the way to its completion and attainment of objectives.
• He/she will also have a demonstrated ability and experience advising andinfluencing business leaders, providing insights that lead to key decision makingwithin the business.
• A suitable candidate will also have had experience in policyformulating, development, and implementation of key HR strategies andprocedures.
• The candidate will additionally demonstrate strong businessacumen and general management experience and capabilities that enable himto effectively assess the internal business environment and delivertransformative change as necessary.