Human Resource Business Partner (HRBP) at Egbin Power Plc

Job Description

• The HR Business Partner (HRBP) works closely with business units to align people strategies with organisational goals.
• The role delivers HR programmes, drives workforce planning, supports talent and career development, ensures policy compliance, and fosters employee engagement while serving as a trusted advisor to both employees and management.

Key Duties and Responsibilities

• Business Partnering & Strategy.
• Collaborate with business leaders to understand workforce needs and provide tailored HR solutions.
• Support the execution of the Business Partnering strategy to ensure HR practices drive organisational goals. 
• Provide insights to management on people-related issues, organisational development, and talent risks.

Strategic Workforce Planning & Talent Management:

• Lead workforce planning initiatives to ensure optimal staffing levels across business units.
• Support succession planning and career development frameworks to strengthen the talent pipeline.
• Facilitate staff confirmation processes in line with policy and performance standards.

HR Solutions & Programme Delivery:

• Design and deliver HR solutions for business units, covering resourcing, training, engagement, and retention.
• Support HR programme rollouts by adopting a line-approach delivery model, ensuring effective execution within business units.
• Coordinate recruitment processes, from job posting to onboarding, to ensure seamless talent acquisition.

Service Standards & Monitoring:

• Monitor compliance with HR service standards and address deviations promptly.
• Drive continuous improvement in HR processes, ensuring alignment with organisational goals.
• Ensure timely and accurate HRIS data entry, analytics, and reporting. • Employee Lifecycle Management.
• Manage onboarding and induction programmes for new hires to ensure smooth integration. 
• Oversee exit management processes, including exit interviews and clearance.
• Maintain accurate employee records and databases for effective HR administration.
• Implement data protection policies and practices of Egbin Power Plc.
• Undertake Data Protection Impact Assessment as applicable to curb the risk during data processing operations • Ensure awareness, understanding and application of QHSE policy on assigned jobs, ensure the integration of the IMS requirements.
• Ensure compliance with the NDPR and other data protection laws, and data protection policies. 
• Engage, direct and support persons /units/departments to understand and identify hazards, risks, environmental aspect and Impact as it is related to their jobs.
• Ensure that the Integrated Management System (ISO 9001:2015, 14001:2015 & 45001:2018) achieve its intended results within departmental processes.

Employee Engagement & Advisory:

• Provide career advisory and coaching services to employees to support professional growth.
• Lead employee engagement initiatives to foster a motivated and inclusive workplace.
• Manage and communicate employee-focused initiatives, such as birthday announcements and other engagement activities.

Learning & Development:

• Identify training needs in collaboration with business leaders.
• Partner with the Learning & Development team to design, deliver, and evaluate training programmes.
• Support capability-building initiatives to align employee skills with organisational priorities.

Requirements
Education and Work Experience:

• Bachelor’s Degree or its equivalent in a Social Sciences or related discipline.
• Relevant post-graduate qualification / MBA will be an added advantage.
• Professional certification in HR Management, e.g. Chartered Institute of Personnel Management (CIPM), is a must-have.
• Minimum of six (6) years relevant work experience.

Skills and Competencies:

• Good knowledge of the power sector in terms of trends, challenges, opportunities, regulations, legislation, etc.
• Ability to think strategically and holistically and to appreciate the systematic impact of various issues and solutions.
• Good knowledge and understanding of key HR process areas and their linkages.
• Sound knowledge of relevant applications to support HR operations.
• Good administration and organisational skills.
• Strong relationship management and interpersonal skills.
• Very good communication and presentation skills.
• Very good business writing skills.
• Advanced people management skills.
• Excellent negotiation and influencing skills.
• Well-developed problem-solving skills.