Human Resource Business Partner (HRBP) at Finpact Consulting

Reports to: Managing Partner 

Job Summary

The Human Resource Business Partner (HRBP) will provide support in planning, maintaining, and improving the overall coordination, administration, performance, and evaluation of the organization’s human resources (HR). He/she will also provide support in the recruitment, selection process, and induction of the organization’s human resources. 

MAIN DUTIES AND RESPONSIBILITIES 

Organizational Growth and Development

• Plans, organizes and controls all activities of the HR department. Participate in developing departmental goals, objectives and systems. 
• Develops, recommends and implements personnel policies and procedures; prepares and maintains handbook on policies and procedures
• Maintains organizational charts and employee directory.
• Develops and improves communications with external and internal stakeholders 
• Recommends new approaches, policies and procedures to effect continual improvements in efficiency of the department and services performed.
• Ensures compliance with all federal, state and local employment laws. 
• Identifies and takes actions to mitigate potential risks. 
• Provides leadership and direction to the development and implementation of HR programs and services. 
• Provides an employee – oriented high-performance culture that emphasizes empowerment, quality, productivity and standard. 
• Coordinates and monitors all activities in the people and business team to ensure efficiency and effectiveness in the quality of work.

 Recruitment

• Identifies vacant positions and establishes a selection criterion based on the job description drafted
• Drafts job descriptions along with the job specifications 
• Places job advert on relevant social media, website, job sites and chat groups • Conducts recruitment for all full time, part time and freelancer’s employees; works with supervisors to screen and interview candidates.
•  Coordinates and supervises the administration of online and in-house test and ensures in- house test/questions are updated regularly. 
• Coordinates the preparation of interview questions for all positions and ensures standard questions are administered for all positions.
• Evaluates test and interview scores in equity and professionalism 
• Ensures interview reports are prepared to a high and acceptable standard
• Conducts reference check for all positions 
• Ensure all letters including offer letters, contract letters, acceptance letters and request letters are prepared to a high standard and sent timely 
• Follow up with candidates to ensure mail are received and they fully understand the terms and conditions stated therein. 
• Coordinates the on-boarding process for new employees; informs team leads of new employees, ensures IT team creates necessary account(s), online files and provide laptops/desktops as applicable 
• Ensures on-boarding checklist is used for all new intake and strictly adhered to
•  Ensures new enrollees are well settled, follows up with challenges or observations where necessary and finds resolutions Performance Management • Develops performance management plans, objectives and selects a performance management system suitable for the organizational needs 
• Creates templates and agree on a performance review time frame. Ensures proper implementation of the review process. 
• Conducts performance review process monthly and follow up with team leads and team member to ensure deadlines are met. 
• Ensures performance feedback is communicated to team members and management monthly
• Develops performance improvement plan for the organization 
• Identifies full time employees due for confirmation and commences confirmation processes
• Prepares confirmation letters or extension of probation letters to employees Learning and Development 
• Identifies training needs and Draws training plans and schedules
• Identifies the impacts of the training needs on the organizational growth and development 
• Compiles training costs for or from all employees
• Coordinates and follows up on all internal and external trainings
• Coordinates all human resources training programs, provides necessary information and materials to employees including employee handbooks Employee Relations 
• Acts as a middle man in the implementation and improvement of communication between employees and management. 
• Provides assistance to employees in necessary areas with regards to policy, procedures, grievances etc. Ensures all complaints and concerns are resolved.
• Liaises with organizations preferred HMO on registrations, queries, concerns and entitlements needed. Ensure health talks and general check-up is conducted. 
• Coordinates and ensure the office is clean and conducive for employee to work
• Ensures employee are provided with the required and necessary tools and equipment to carry out their tasks 
• Prepare and updates health and safety policy, ensures this is enforced/implemented in the organization
• Coordinates events/celebrations and encourage a work life balance Human Resources Administration 
• Ensures the organization value, beliefs and positive culture is integrated into the organization day to day activities. 
• Develops and maintains a database of all employee information. 
• Ensures changes to employee information is updated on the database 
• Coordinates and maintains an employee filing system for easy retrieval of documents both soft and hard copies 
• Develops a leave administration database and updates the database regularly with leave information
• Ensures hand over notes are prepared before commencement of leave by employee 
• Ensures the timely payment of leave allowance(s) to employees entitled to leave allowance
• Develop an attendance management system, ensure the attendance sheet is updated daily. 
• Constantly follow up with employees who are absent or late. 
• Coordinates activities of the People and Business team. 

Ensures departmental lapses are minimal 

• Regularly updates HR documents and Templates
• Ensure all documents are prepared to a high standard including offer letters, contract of employment, acceptance letters, rejection letters, monthly performance clearance etc

 Exit Process

• Ensures organizational policies, processes and procedures are adhered to in the exit process from both the employee and employer 
• Conducts exit interviews, clearance and follows up with handover notes. 

Requirements: 

• Broad knowledge and experience in employment law, compensation, benefits administration, organizational planning and development, employee relations, recruitment, selection and onboarding
• Experience with drafting HR-related documents, procedures and memos
• Must have excellent skills in the use of all Microsoft office tools, especially Microsoft Excel and PowerPoint.
• Must have previous experience in recruitment and onboarding systems management
• Must have excellent analytical skills and good reasoning abilities and sound judgment.
•  Must be detail-oriented and meticulous in approach to tasks.
• Must have strong oral and written communication skills. 
• Must have excellent interpersonal skills and experience managing interpersonal conflicts.
• Must exhibit a high level of initiative, flexibility and creativity. 

Qualifications: 

• Minimum of a Bachelor’s degree in Human Resource Management/Business or related field.
• 3-5 years of professional experience with at least 3 years of progressive and hands-on HR generalist experience evident in multiple human resource disciplines specifically Recruitment, Selection, Orientation, Onboarding and Talent Management. 
• At least three years’ experience in recruiting for the private and/or not for profit sectors. 
• Proven experience recruiting for multiple positions within a multi-project/program environment. 
• In-depth knowledge of HR and employment laws in Nigeria. 
• Membership of relevant professional body (CIPM) and/or Masters in a HR-related field are added advantages.