Human Resource Officer at Ren San & Co.

Job Summary

• The Human Resource Officer (HRO) will play a key role in ensuring the efficient and effective management of the organisation’s human capital.
• This role focuses on strengthening HR systems, promoting staff welfare, and fostering a culture of professionalism, accountability, and excellence.
• The HRO will manage core HR functions, including  recruitment, performance management, employee relations, policy administration, and capacity development.
• The role also requires providing strategic input to management on workforce planning and organisational development initiatives.
• Above all, the HRO must be a proactive, ethical, and emotionally intelligent professional who values integrity, confidentiality, and teamwork, and who demonstrates commitment to creating a supportive and high-performing workplace.

Key Responsibilities
Recruitment and Onboarding:

• Lead the end-to-end recruitment process, including job design, posting, shortlisting, interviewing, and reference checks.
• Prepare and issue offer letters, contracts, and onboarding materials for new staff.
• Coordinate induction programmes to ensure seamless integration of new employees into the organisation.
• Maintain an updated talent pool database for potential hires and consultants.

Employee Relations and Welfare:

• Serve as the first point of contact for employee concerns, complaints, and welfare matters.
• Facilitate the resolution of conflicts and grievances through fair and transparent processes.
• Promote open communication, inclusivity, and staff engagement across departments.
• Develop and support employee well-being initiatives, health and safety practices, and team-building activities.

Performance Management and Staff Development:

• Oversee the implementation of the organisation’s performance appraisal framework.
• Monitor staff performance, provide feedback, and support managers in addressing performance gaps.
• Identify training needs and coordinate staff development programmes to enhance competencies and career growth.
• Document and track professional development outcomes for continuous improvement.

Policy and Compliance Management:

• Support the review, update, and implementation of HR policies and procedures.
• Ensure organisational compliance with national labour laws, employment standards, and ethical practices.
• Maintain accurate and confidential personnel records for all employees.
• Conduct periodic policy awareness sessions to promote understanding and adherence among staff.

Payroll Administration and HR Operations:

• Work with the finance team to ensure accurate and timely preparation of the monthly payroll.
• Maintain attendance, leave management, and time-tracking systems.
• Oversee the administration of employee benefits, including health insurance, pension, and statutory deductions.
• Ensure accurate documentation and reporting of HR operations and workforce data.

Organisational Culture and Employee Engagement:

• Promote a work culture rooted in respect, transparency, accountability, and continuous learning.
• Develop strategies to improve employee motivation, morale, and retention.
• Support management in executing recognition programmes and culture-building initiatives.
• Encourage teamwork, inclusivity, and effective communication across the organisation.

Performance Expectations

• Demonstrates excellence, accuracy, and professionalism in all HR operations.
• Ensures all recruitment, onboarding, and administrative processes are timely and transparent.
• Maintains updated HR documentation and submits periodic reports to management.
• Promotes a positive and supportive work culture that aligns with the organisation’s values.
• Ensures compliance with all internal policies and legal regulations.
• Contributes to the organisation’s mission by ensuring that staff are motivated, productive, and well-supported.

Qualifications and Experience

• Bachelor’s Degree in Human Resource Management, Industrial Relations, Business Administration, or a related discipline (Master’s degree is an advantage).
• 3–5 years relevant experience in HR management, preferably within the non-profit, development, or corporate sector.
• Strong understanding of Nigerian labour laws, HR principles, and regulatory frameworks.
• Excellent communication, writing, and interpersonal skills.
• Proficiency in Microsoft Office, Google Workspace, and HR information systems.
• Experience managing recruitment, performance evaluation, and employee engagement initiatives.

Key Attributes:

• Professional, confidential, and trustworthy in handling sensitive employee information.
• Strong attention to detail with excellent organisational and time management skills.
• Emotionally intelligent, empathetic, and approachable.
• Proactive, self-driven, and solutions-oriented.
• Demonstrates fairness, integrity, and discretion at all times.
• Ability to work effectively both independently and collaboratively.
• Passionate about staff development, welfare, and institutional growth.