HR Manager at Tempkers Limited

Job Summary

• We are looking for an experienced and commercially minded HR Manager to lead the organization's people management function and build HR systems that support a high-performing, accountable, and professional workforce.
• The successful candidate will be responsible for translating organizational objectives into effective people strategies, strengthening HR policies and processes, managing employee relations, driving performance management, overseeing recruitment and workforce planning, and providing management with clear insights into workforce performance and organizational needs.
• This is a hands-on leadership role for an HR professional who can combine sound judgment with strong execution. The ideal candidate should be comfortable managing sensitive employee matters, advising leadership, holding managers and employees accountable to workplace standards, and improving HR processes as the organization grows.

Key Responsibilities

HR Strategy & People Management:

• Develop and implement HR strategies, policies, and processes aligned with organizational objectives.
• Lead the day-to-day HR function and ensure consistent application of HR policies across the organization.
• Advise management on people-related matters, workforce issues, organizational structure, and employee management.
• Review existing HR processes and introduce practical improvements that strengthen efficiency, accountability, and employee experience.
• Establish clear HR standards and ensure managers understand and apply them consistently.

Performance Management:

• Design, implement, and continuously improve the organization's performance management framework.
• Establish clear performance expectations, review processes, KPIs, and documentation standards.
• Monitor performance trends and provide management with actionable workforce insights.
• Support managers in addressing underperformance through structured performance improvement processes.
• Identify high-performing employees and support appropriate development, recognition, and career progression.
• Build a culture where performance, accountability, professionalism, and continuous improvement are clearly understood and consistently reinforced.

Recruitment & Workforce Planning:

• Lead recruitment and talent acquisition activities for critical and general workforce needs.
• Partner with management to identify staffing requirements and develop appropriate workforce plans.
• Develop effective recruitment processes that attract qualified candidates while maintaining appropriate hiring standards.
• Oversee interviews, assessments, selection, offers, and onboarding processes.
• Develop talent pipelines for key positions and anticipate future workforce requirements.
• Review staffing levels, role structures, and workforce capabilities as organizational needs evolve.

Employee Relations & Workplace Culture:

• Act as a trusted HR adviser to management and employees on workplace matters.
• Manage employee relations issues, grievances, disciplinary matters, and workplace conflicts professionally and fairly.
• Ensure appropriate documentation and due process are followed when handling employee issues.
• Develop initiatives that strengthen employee engagement, communication, collaboration, and retention.
• Promote a workplace culture built around professionalism, respect, accountability, and performance.
• Identify workplace risks and recommend appropriate interventions before issues escalate.

HR Policies, Compliance & Governance:

• Develop, review, and maintain the organization's employee handbook, HR policies, procedures, and guidelines.
• Ensure HR practices are consistent with applicable employment laws and regulatory requirements.
• Maintain appropriate standards for employee documentation, contracts, disciplinary records, and personnel files.
• Protect the confidentiality and integrity of sensitive employee and organizational information.
•  Keep management informed of significant HR risks, workforce trends, and policy requirements.

HR Operations & Reporting:

• Oversee employee records, attendance, leave, payroll inputs, benefits administration, and other HR operational processes.
• Ensure HR records and databases are accurate, complete, and up to date.
• Prepare and present regular HR reports and workforce dashboards to management.
• Track key workforce metrics including headcount, turnover, attendance, recruitment, retention, performance, and employee engagement.
• Use HR data to identify trends, operational gaps, and opportunities for improvement.

Learning & Development:

• Identify organizational and individual training needs through performance reviews and workforce analysis.
• Develop and coordinate relevant learning and development initiatives.
• Support managers in building employee capabilities and strengthening internal talent.
• stablish practical development pathways for employees with strong potential.
• Evaluate the effectiveness of training and development activities.

Leadership & Collaboration:

• Work closely with senior management and department heads on workforce planning and organizational development.
• Provide HR guidance to managers on employee management, performance, discipline, and workplace conduct.
• Lead and develop the HR team, ensuring clear responsibilities, effective processes, and high service standards.
• Drive cross-functional HR initiatives that improve employee productivity and organizational effectiveness.
• Represent the HR function with professionalism, sound judgment, and discretion.

Requirements

• Bachelor's Degree in  Human Resource Management, Business Administration, Industrial Relations, Psychology, Public Administration, or a related discipline.
• Professional HR certification such as CIPM, SHRM, HRCI, or an equivalent qualification is an advantage.
• Minimum of 6 years of progressive experience in  Human Resources, with demonstrated experience in a supervisory or managerial capacity.
• Proven experience  managing core HR functions including employee relations, performance management, recruitment, HR administration, and workforce planning.
• Experience developing or improving HR policies, processes, and performance management systems.
• Strong knowledge of employment practices, HR administration, and workplace relations.
• Strong proficiency in Microsoft Office, particularly Excel and Word.
• Experience using HRIS or employee management systems is an advantage.
• Must be a resident in or willing to work in, Abuja, FCT.

Leadership Competencies:

• Strong people leadership and management capability.
• Excellent judgment and decision-making skills.
• Strong employee relations and conflict-resolution abilities.
• Excellent communication, negotiation, and interpersonal skills.
• Strong analytical and workforce planning capabilities.
• High level of integrity, discretion, and professional maturity.
• Strong ability to influence management and build trust with employees.
• Excellent organizational and project-management skills.
• Ability to handle sensitive and confidential matters appropriately.
• Ability to operate strategically while remaining hands-on with HR operations.
• Strong reporting, presentation, and documentation skills.

What We Are Looking For

• We are looking for an HR professional who understands that effective HR is more than maintaining employee records and processing routine requests.
• The ideal candidate will be able to build systems, advise leadership, manage difficult conversations, improve employee performance, strengthen workplace culture, and ensure that people-related decisions support the organization's wider objectives.
• You should be confident enough to challenge poor practices, diplomatic enough to manage sensitive situations, and practical enough to turn HR policies into processes that actually work.