Head HR Information System at Dangote

Job Summary

• Dangote Cement Plc is looking for motivated professionals who will own HR data quality, HRIS administration, data governance, reporting and analytics across Dangote Cement Plc.
• The role will support the clean-up, standardization and continuous improvement of employee master data across SAP HCM, SAP SuccessFactors and related HR platforms, ensuring accurate, reliable and decision-ready HR information is available to Management and HR stakeholders at the click of a button.
• The role is required to address group-wide HR data inconsistencies, strengthen data ownership, reduce manual reporting dependency, and deliver timely dashboards and analytics for workforce planning, compensation, organization structure, headcount, employee movements, recruitment, performance and other critical HR decisions.

Key Duties and Responsibilities

• HRIS Administration & Support: Administer SAP HCM, SAP SuccessFactors and related HR applications; maintain employee records, positions, grades, reporting lines, organizational structures, workflows and system parameters; monitor user/system issues and coordinate timely resolution with IT and vendors.
• Data Cleansing, Governance & Integrity: Lead periodic cleansing of employee, position, grade, job title, department, location, cost centre, employment type and reporting line data; develop validation checks, exception reports and correction trackers; reconcile HRIS records with approved HR and payroll documentation; maintain audit trails for changes, uploads, migration and corrections.
• Reporting, Analytics & Dashboards: Develop standard and ad-hoc reports, dashboards and workforce analytics covering headcount, turnover, recruitment, grade/location distribution, employee movements, absenteeism, workforce cost drivers and organizational trends; enable one-click or self-service reports where appropriate, subject to data security and access controls.
• Automation & Continuous Improvement: Identify manual, repetitive and error-prone HR data/reporting processes and recommend automation; support HR process digitization across recruitment, onboarding, employee movement, learning, performance management and employee lifecycle transactions; document current and future-state HRIS processes.
• User Support, Training & Change Enablement: Provide first-level HRIS support; develop user guides, data entry standards, FAQs and process notes; train HR users on correct SAP/SF usage, data discipline and reporting standards; promote accountability for timely and accurate data updates.
• Compliance, Security & Audit Support: Ensure confidentiality, integrity and controlled access to employee information; support audit requests relating to HR data, system access and transactions; document HRIS processes, system changes and reporting assumptions; escalate recurring data risks and control gaps.

Key Performance Indicators

• HR data accuracy rate.
• Timeliness of HR report delivery.
• HRIS user satisfaction score.
• Number of system issues resolved within SLA.
• Data quality and audit compliance results.
• Reduction in manual HR processes.
• User adoption rates for HR technology solutions.
• Successful completion of HRIS enhancement projects.

Education and Work Experience

• Bachelor's Degree in Human Resources, Information Technology, Computer Science, Management Information Systems, Statistics, Business Administration, or a related field.
• SAP SuccessFactors, SAP HCM exposure, HR Analytics, Microsoft Power BI/Data Analytics, CIPM, SHRM or HRCI certification will be an added advantage.
• Minimum of 15 years' experience in HRIS administration, HR operations, HR data management, HR analytics, HR technology support or HR digital transformation.
• SAP HCM/SF administration; HR master data governance; cleansing, reconciliation, validation and migration support; HR reporting, dashboards and workforce analytics; advanced Excel and Power BI; process automation; UAT, issue tracking, system support.
• High attention to detail; analytical and diagnostic problem-solving; confidentiality; stakeholder engagement; ability to influence data discipline across HR users/locations; ownership, follow-through and ability to deliver within timelines.