HR Manager at Revenstrat Integrated Services

Job Summary

• The HR Manager for our retail operations will oversee and refine all HR functions to align with the company’s strategic objectives. This role focuses on talent acquisition, employee relations, performance management, and compliance, with a particular emphasis on fostering a high-performing, customer-focused culture within the retail environment.

Key Responsibilities

Recruitment and Talent Acquisition

• Develop and implement recruitment strategies tailored for the retail sector to attract top talent.
• Manage the end-to-end hiring process, including job postings, candidate screening, interviews, and onboarding.
• Collaborate with store managers to identify staffing needs, understand seasonal demands, and address skills gaps.

Employee Onboarding and Offboarding

• Ensure an efficient and welcoming onboarding process for new store and corporate staff, promoting a smooth integration.
• Oversee exit processes, conducting exit interviews to derive insights for organizational improvements.

Employee Relations and Engagement

• Foster a positive work atmosphere through employee engagement initiatives and open communication channels.
• Serve as a mediator to resolve employee grievances promptly and fairly, supporting a healthy team dynamic.
• Develop and execute strategies to maintain high morale and engagement across retail and administrative teams.

Performance Management

• Oversee and refine performance management processes, including regular feedback, performance appraisals, and career planning.
• Work with store managers to address performance issues, implement improvement plans, and increase productivity.

Policy Development and Compliance

• Ensure HR policies are compliant with Nigerian labor laws and tailored to the unique demands of the retail environment.
• Regularly update and communicate HR policies, and keep staff informed of relevant labor law changes.
• Maintain accurate and updated employee records in compliance with legal and organizational standards.

Learning and Development

• Develop and implement training programs to address skills gaps, focusing on customer service excellence and sales growth.
• Promote continuous learning opportunities that align with career progression and organizational goals.

Compensation and Benefits

• Manage compensation and benefits packages to attract and retain quality retail staff.
• Perform salary benchmarking and review benefit offerings to stay competitive in the retail market.

HR Analytics and Reporting

• Track and analyze key HR metrics, such as turnover rates, hiring efficiency, and employee satisfaction.
• Provide data-driven insights to inform strategic HR decisions and optimize workforce planning.

Key Performance Indicators (KPIs):

Recruitment Metrics:

• Time-to-hire: Measure the average duration to fill retail and administrative roles.
• Quality of hire: Assess the performance of new hires within their first retail season or probation period.
• Offer acceptance rate: Track the percentage of job offers accepted by candidates.

Employee Retention and Satisfaction:

• Turnover rate: Monitor employee attrition, both voluntary and involuntary, and strategize on retention.
• Satisfaction score: Conduct regular employee engagement surveys.
• Absenteeism rate: Track the impact of unplanned absences on retail operations.

Performance Management:

• Appraisal completion rate: Ensure timely completion of performance reviews.
• Improvement in performance ratings: Track the year-on-year growth in employee performance.
• Training impact score: Measure training effectiveness through assessments and observed retail performance improvements.

Compliance and Policy Adherence:

• Compliance rate: Ensure HR processes adhere to labor laws and regulatory standards.
• Policy adherence: Monitor policy compliance through regular audits and feedback.

Learning and Development:

• Training completion rate: Track the percentage of staff completing required training.
• Upskilling metrics: Measure the number of employees gaining new retail-relevant skills.
• Promotion rate: Track internal career advancement resulting from development programs.

HR Operations Efficiency:

• HR query response time: Measure the average time taken to address HR-related queries.
• Cost efficiency: Track reductions in HR-related operational expenses.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or a related field; a Master’s degree or HR certification (e.g., SHRM, CIPM) is preferred.
• Minimum of 4 years of HR experience, including 2 years in a managerial role within the retail sector.
• Strong knowledge of Nigerian labor laws and HR best practices relevant to retail operations.
• Excellent interpersonal and communication skills, with the ability to work strategically and tactically.
• Proficient in HR software and Microsoft Office Suite.