Head Human Resource Manager at Citygate Global

Role Summary

• This role requires an experienced Head, Human Resource Manager with HR Generalist experience to manage, strategize for, and oversee all aspects of our Human Resource Management.
• The Head, of Human Resources, heads the HR department and is responsible for Strategic planning in all employee matters and bridging the gap between employees and the Leadership.
• The Head, HR consults on decisions impacting all management levels, to foster sustainable transformation within the company.
• The Head, HR Manager is a member of the organization's Executive Management Team and reports directly to the Deputy Group Managing Director (DGMD), and the Group Managing Director (GMD). You will also work with various teams within the Organization.

Key Responsibilities
Business Alignment 10%:

• Develop and implement HR strategies and initiatives aligned with the overall business strategy.
• Support current and future business needs through the development, engagement, motivation, and preservation of human capital.

Leadership 10%:

• Develop and monitor overall HR strategies, systems, tactics, and procedures across the organization.
• Partners with the leadership team to understand and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
• Provide support and guidance to HR Team, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.

Recruitment and Selection 10%:

• Manages the talent acquisition process, which may include identifying vacancies, recruitment, interviewing, testing, and hiring qualified job applicants, and collaborating with departmental managers to understand skills and competencies required for openings.
• Ensuring background Checks are conducted for employees including certificate verification and other related verification as required by the Job role.

Employee Onboarding 10%:

• Introducing new employees to the organization and ensuring that employee onboarding is carried out and completed.

Learning and Development 10%:

• Create learning and development programs and initiatives that provide internal development opportunities for employees.
• Implementing training and development agenda, identifying areas that need attention and improvement.
• Assess training needs to apply and monitor training programs and employee development.
• Ensure Compliance with all ITF filing and registrations for Learning and Development process.
• Proactively ensure the development of second-line leaders and empowerment, and transparency in operations.

Performance Management 10%:

• Job Descriptions: Implement and annually updates and rewrites job descriptions as necessary.
• Performance Management:Monitor employee performance in relation to the set target and advice staff that fall short of the target.
• Coaching:Coaching on performance management issues and processes.
• Performance Appraisal: Oversee and manage a performance appraisal system that drives high performance and rewards high-performing staff.

Finance Responsibilities 10%:

• Budget Preparation and Monitoring: To prepare a yearly HR Budget for implementation and ensure adequate monitoring of the budget viz-a-viz business needs and goals and to ensure that budgets are not exceeded.
• Compensation & Benefits: Analyze trends in compensation and benefits. Research and propose competitive base and incentive pay programs to ensure the organization attracts and retains top talent. Define Total Reward System: Benefits, including Leave schedules, etc.

• Payroll Management: To prepare and manage the payroll and prompt payment of staff salaries on the due date. Maintain payment plan and benefits program.

Employee Engagement 10%:

• Develop best practices approach for minimizing employee turnover.
• Bridge management and employee relations by addressing demands, managing absence, grievance, sickness, etc, and measuring employee satisfaction, identifying areas that require improvement.
• Oversees employee disciplinary meetings, terminations, and investigations and ensures effective implementation of the disciplinary and grievance procedure for all employees.
• Nurture a positive working environment.
• Create an empowered and enjoyable workplace, and performance-based culture and implement the best people management practices.
• Managing Employee Separation Process including exit interviews and handling referrals and allied matters.

Policies and Compliance Responsibilities 5%:

• HR Policy Management:Periodic reviews and updates of HR policies and practices to maintain compliance and reflect the true state of the organization at any given time. This includes strategizing, directing, and ensuring timely and correct implementation of new policies and procedures which are in line with the business goals.
• Staff Handbook: Develops and implements handbook policies and procedures and maintains handbook on policies and procedures.
• Government Regulations: To ensure compliance with all federal, state, and local government regulations related to Human Resource Management including ITF, Pension, Tax, and Labor Laws amongst others, and recommended best practices.
• Legal Compliance: Ensure legal compliance throughout human resource management.

Operational Responsibilities 5%:

• Records Management: Maintain human resource database records by designing a filing and retrieval system, and keeping past and current records.
• Strategic Planning: Draft a Strategic Plan for Human Resources in conjunction with Senior Management & Heads of Department and ensure deliverables within an agreed time frame.
• Operations: Leading day-to-day operations by directing and coordinating activities consistent with established goals, objectives, and policies set by the Board of Directors.
• Staff Management: Day-to-day management of the employee for optimal performance in line with corporate objectives and the laid down HR Policies
• Organization Culture & Cultural Development: Review the current organizational structures with a view to developing a structure that will enable employees to perform optimally and contribute positively to the growth of the organization.

Stakeholders Responsibilities 10%:

• Stakeholder Guidance on HR: Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Quarterly Reports:You are to present a comprehensive quarterly report to the Board of Directors, this report should cover all aspects of Human Resource Management. Additionally, you will be preparing weekly reports and monthly reports as required from time to time.
• HR Metrics Utilization:Report to management and provide decision supported through HR metrics and insights.
• In addition, you will be responsible for other duties as may from time to time be assigned to you by the Board of Directors.

Job Requirements

• Education – Must have a minimum of B.Sc / HND degree in Social Sciences, Management Sciences, Or other related field of study. MBA or a MSc. degree would be an added advantage
• Experience – Must have minimum of 5 - 8 years’ experience working as a Head, HR Manager or HR Leadership role in a Microfinance or Commercial Bank. Having a minimum of 3-4 years of that experience as a HR Generalist.
• Professional Certification – The candidate is expected to have certification of membership from any of these professional bodies– CIPM, HRCI, or SHRM.

Core Competencies for Success in This Role:

• Adept with developing and implementing strategic business plans.
• Thorough knowledge of Human Resources functions
• Demonstrable Proficiency in Microsoft Office Suite is required.
• Strong analytical and problem-solving skills.
• Excellent communication, negotiation, and presentation skills.
• Strong analytical, critical thinking, and problem-solving skills.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Excellent organizational skills and attention to detail.
• Ability to prioritize tasks and to delegate them when appropriate.
• Ability to act with integrity, professionalism, and confidentiality.
• Crisis Management Skills.
• Resource Allocation & Cost Management Skills.
• Thorough knowledge of employment-related laws and regulations.
• Demonstrable experience with Human Resources metrics.
• Knowledge of HR systems and databases
• Proficiency with or the ability to quickly learn the organizations HRIS and talent management systems.
• Strong planning, organizational and time management abilities
• Leadership, team management, developing and mentoring abilities