Human Resource Manager at International Energy Services Limited (IESL)

JOB PURPOSE / OBJECTIVE

• The Human Resources Manager serves as a strategic leader responsible for developing, directing, and executing comprehensive HR strategies that align with the company’s overarching business goals.
• This position leads key HR initiatives that drive productivity, compliance, and workforce excellence— overseeing talent acquisition, employee relations, compensation, and regulatory adherence.
• Leveraging deep industry expertise, the HR Manager will cultivate a culture of high performance, employee engagement, and continuous development.
• The ideal candidate will bring a minimum of 15 years of progressive HR experience, ideally within the oil and gas or related industries, to sustain a motivated, capable, and compliant workforce.

KEY RESPONSIBILITIES

Talent Acquisition and Recruitment

• Develop and implement effective talent acquisition strategies to meet current and future staffing needs, including partnerships with recruitment agencies and educational institutions for talent pipelines specific to the oil and gas industry.
• Manage the full recruitment lifecycle, ensuring a smooth candidate experience and prompt fulfillment of staffing requirements.

Workforce Planning:

• Assess and manage workforce requirements in line with the organization's budget and strategic objectives.
• Collaborate with department heads to anticipate and meet resource demands proactively.

Performance and Talent Management:

• Promoting the performance culture and encouraging line managers and employees to take ownership of individual and team performance.
• Train and/or upskill Line Managers and Employees on the management of performance in order to build organizational capacity to perform and deliver the firm's strategy.
• Ensure adherence to Performance Management cycles in order to drive a high-performance organization.
• Partner with business to develop and manage the succession pipeline.
• Apply HR systems and practices to support the business in sourcing, developing, and driving the productivity of employees.
• Intervene between line managers and employees on performance-related disputes.
• Support the business in managing career conversations between employees and line managers in order to ensure delivery of the employee value proposition and retention of critical talent.

 JOB PROFILE

• Employee Engagement & Change Management:
• Providing expert advice and support to line managers & employees on all HR-related issues as appropriate.
• Proactively developing and promoting feedback mechanisms for employees to influence the continuous improvement of HR services and processes.
• Act as the lead Change Champion for any business transformation activities

Lead employee engagement diagnostic processes

• Partner with the business leadership to implement plans that shift the dial on a positive employee experience
• Apply HR legislation & policies when advising Line managers and employees in order to maintainharmony within the workplace.

Compensation, Benefits, and Payroll Management

• Oversee the design, implementation, and management of competitive compensation and benefits programs to attract and retain top talent.
• Manage the payroll function, ensuring accurate and timely processing of payroll in compliance with company policies and applicable regulations.
• Collaborate with finance to ensure proper payroll reconciliation and reporting, maintaining payroll records and ensuring compliance with tax requirements.
• Conduct regular market analysis to ensure that salary structures, benefit packages, and payroll practices remain competitive within the industry.
• Ensure that payroll, compensation, and benefits programs comply with relevant legal standards and company policies.

Strategic HR Development and Management

• Champion the articulation and development of the Human Resources (HR) strategy and ensuring alignment with the Line of Service’s overall strategy and business objectives.
• Participate in strategy sessions in order to identify the emerging Human Resources requirements.
• Oversee the key HR focus areas (i.e. career management and succession planning, training and development, employee welfare, performance management, and HR administration) in collaboration with the Project Director.
• Partner with business to develop and implement holistic HR solutions that empower the business to achieve its objectives
• Plan, manage and execute HR activities in line with the HR Calendar
• Provide day-to-day performance management guidance to the business through coaching, career development, counseling, and disciplinary actions.
• Ensure that all staff-related policies, procedures, and practices comply with local regulatory requirements, reflect best practices, and are in line with Group policies.
• Lead the continuous review and assessment of the effectiveness and efficiency of the department’s policies, procedures, and processes and identify improvement opportunities.
• Oversee candidate sourcing and selection, ensuring equity and fairness and that the right caliber of individuals is employed into the firm.
• Employee Relations and Conflict Resolution
• Foster a positive, inclusive work environment by addressing and resolving employee relations issues, grievances, and conflicts in a fair and timely manner.
• Provide guidance to management and employees on HR policies, best practices, and labor law compliance.
• Serve as a mediator to bridge management-employee relations, ensuring open communication and transparency.

Legal Compliance and HR Policy Management

• Handling of disciplinary and grievances matters in areas of responsibility
• Collaborate with the legal team to interpret human resources administrative policies, advising employees and management on complaint investigation, progressive discipline, and employee grievances

HR Data Analysis and Reporting

• Generate and deliver accurate and meaningful people reports monthly, to the Head of Human Capital.
• Generate insights that drive the effective management of employees in order to ensure productivity and attainment of business goals.
• Connect HR data with business data to demonstrate an aspect of the firm that business leaders should be informed about to help them make decisions.

Compliance and Governance:

• Execute tasks in adherence to all relevant regulatory and business practices.
• Active risk management by applying and promoting a culture of ongoing detection and resolution of Statutory and regulatory compliance breaches

Stakeholder Management:

• Build and manage objective working relationships with various stakeholders with the aim of being recognized as a trusted advisor and living the IESL values.
• Communicate effectively and ensure closed-loop feedback to stakeholders, to maintain and enhance the HR team brand of client-centricity.

Education

• A first degree or equivalent in Social Science, Human Resources Management, Business Administration, Industrial Psychology, or any related field is required.
• A master's degree is advantageous.

Experience Required:

• Minimum of 15years post NYSC (with at least 10 years in a supervisory/managerial role in the Oil & Gas sector), generalist experience in human resource management, with a demonstrable working knowledge of end-to-end employee lifecycle management in multiple human resource disciplines.
• An active membership of HR Professional Bodies such as Chartered Institute of Personnel Management (CIPMN), CIPD, etc. is a strong preference.

Skills and Competencies

• Strategic Thinking: Ability to develop and execute HR strategies that align with the organization’s goals and business model, particularly in the oil and gas industry.
• Strong Communication Skills: Excellent verbal, written, and presentation skills with the ability to engage effectively with employees at all levels.
• Leadership and Team Management: Proven ability to lead, mentor, and develop an HR team, fostering a culture of accountability and high performance.
• Problem-Solving and Conflict Resolution: Expertise in addressing and resolving complex employee relations issues, utilizing diplomacy and sound judgment.
• Data-Driven Decision Making: Proficient in using HR metrics to measure the effectiveness of HR strategies and support business decisions.
• Compliance and Regulatory Knowledge: In-depth understanding of labor laws and industry regulations specific to the oil and gas sector.
• Adaptability and Resilience: Ability to manage change effectively, especially in a dynamic and often high-pressure environment.