Human Resource Officer (Learning and Development) at Dove Consulting

Key Responsibilities
Recruitment and Staffing:

• Handle end-to-end recruitment for full-time positions, including sourcing, screening, interviewing, and onboarding employees across farm, processing, and administrative departments.
• Collaborate with third-party vendors and agencies to manage the hiring, onboarding, and management of outsourced/contract staff (e.g., seasonal farmworkers, cleaning, security, or processing plant workers).
• Ensure a smooth onboarding process for both full-time and outsourced staff, providing them with necessary resources, induction into the company culture, and health and safety protocols.

Performance Management:

• Oversee performance management and appraisal processes for permanent staff, working with department heads to evaluate performance, set KPIs, and ensure alignment with agribusiness objectives.
• Ensure performance expectations and service-level agreements (SLAs) are met by outsourced staff, coordinating with third-party vendors for regular performance reviews and compliance with contractual terms.
• Provide feedback to both permanent and outsourced staff based on performance evaluations, implementing development plans or corrective actions where needed.

Employee Relations and Conflict Resolution:

• Foster positive relationships between permanent employees and management by addressing grievances, ensuring open communication, and mediating conflicts.
• Serve as the point of contact for outsourced staff, addressing issues such as complaints, contract disputes, and performance concerns with third-party service providers.
• Liaise with outsourcing agencies to resolve disputes, manage contract renewals, and ensure compliance with labor laws.

HR Policy Development and Compliance:

• Assist in developing and enforcing HR policies related to attendance, leave management, compensation, and employee benefits for full-time employees.
• Develop guidelines for the effective management of outsourced staff, ensuring they comply with company policies, safety regulations, and industry standards.
• Ensure both permanent and outsourced employees comply with Nigerian labor laws, health and safety regulations, and environmental standards related to agricultural operations.

Compensation and Benefits Administration:

• Assist with payroll processing for full-time employees, ensuring timely and accurate payment of salaries, bonuses, and allowances.
• Oversee payroll for outsourced staff, working with third-party vendors to ensure wages are paid in accordance with contractual terms and local labor laws.
• Administer benefits such as health insurance, pensions, and leave entitlements for full-time employees, while ensuring outsourced staff receive benefits as stipulated in their contracts.

Employee Welfare and Engagement:

• Implement employee welfare programs that address the needs of full-time employees, including housing (if provided), transportation, and access to healthcare services.
• Ensure that outsourced staff have access to basic welfare facilities such as clean drinking water, rest areas, and safety gear while working on-site.
• Organize engagement activities to foster a positive work culture for both full-time and outsourced staff, promoting inclusivity across all levels of the workforce.

Attendance and Leave Management:

• Monitor attendance and leave records for full-time employees, ensuring compliance with the company’s attendance policies.
• Track the attendance of outsourced staff, coordinating with third-party vendors to ensure that workers meet attendance requirements, especially during peak seasons.
• Manage leave applications for permanent staff and ensure that outsourced workers’ leave entitlements align with contractual agreements.

HR Analytics and Reporting:

• Maintain accurate records of both full-time and outsourced staff, including contracts, performance reviews, attendance, and training completion.
• Generate regular reports on HR metrics such as employee turnover, absenteeism, training outcomes, and labor cost management, providing insights for both permanent and outsourced workforce management.

Workforce Planning and Seasonal Labor Management -

• Plan and manage the recruitment of seasonal outsourced labor during planting and harvesting periods, ensuring an adequate supply of workers to meet the agribusiness’s operational needs.
• Work closely with farm managers to optimize the deployment of both full-time and outsourced staff, ensuring labor efficiency during peak agricultural seasons.

Requirements

• HND/BSC degree in Human Resources Management, Business Administration, Agricultural Management, or related fields.
• HR certifications (e.g., CIPM, SHRM) are an added advantage.
• 3-5 years proven experience in HR generalist roles, preferably within the agribusiness or FMCG sectors.
• Experience in managing both Sahred Services and general HR functions in a dynamic, labor-intensive environment.

Skills:

• Strong organizational and project management skills.
• Excellent interpersonal and communication skills, capable of engaging workers across different levels.
• Knowledge of HR software and Learning Management Systems (LMS) for managing employee development programs.
• Familiarity with Nigerian labor laws and HR best practices in agricultural settings.
• Problem-solving and conflict resolution capabilities.
• Adaptability and flexibility, particularly in managing the workforce in rural and remote locations