Human Resources Business Partner at The Elevation Church

About the Job

• The HR Business Partner (HRBP) is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflect the business objectives of the organization.
• Aligned to specific directorates across TEC, the HR Business Partner (HRBP) works closely with their allocated partner teams to provide a comprehensive, professional, and customer-focused HR service covering a broad range of generalist and strategic activity. The HRBP will also support the implementation of the People strategy having a clear understanding of TEC’s strategy and objectives.

Responsibilities
HR Strategy:

• Supports the Head of Human Resource (HR)with embedding TEC’s organizational strategies at various departments and levels.
• Provides support and input on workforce planning, business unit restructures, and succession planning.
• Actively participates and supports the Head of HR in the annual budget planning process with all the relevant stakeholders.

Recruitment & Selection:

• Advises Line managers on recruitment and selection, including the development of job descriptions, person specifications, job evaluation, and the selection processes.
• Builds relationships with suppliers (recruitment agencies) to ensure service levels are maintained.
• Ensures that the TEC vision and values are evident at all stages of recruitment and that these are understood by the hiring managers and recruiting agents.
• Manages applicant responses and ensures that appropriate interview invitations are sent out.
• Ensures that interviews are arranged, interview paperwork checked, prepares interview guides, and sits on interview panels.
• Co-ordinates the attendance of volunteers on interview panels.
• Prepares contracts of employment for successful hires.

Talent Management and Organizational Development:

• Work closely with the Head of HR to design, implement, and coordinate HR programs.
• Works in partnership with the operational management teams to identify opportunities and areas of improvement to support improved organizational and people performance in line with business needs.

Employee Services and Administration:

• Manages employee leave administration.
• Ensures effective Employee Record Management and adherence to data privacy laws.
• Manages and provides data on Employee resumption & exits.
• Maintains Employee loans process, ensuring zero exposure to the organization.
• Ensures remittance to appropriate pension institutions as provided by employees and management of data and process.
• Manages all payroll schedules, reports, and loan deductions
• Processes all payroll reports.
• Computes staff exit entitlements before onward review by the Head of Human Resource.

Employee Relations:

• Provides HR advice and support to managers in relation to HR policies and procedures, absence and health issues, maternity, conduct, grievance, and disciplinary issues, and a broad range of employee relations matters.
• Supports the Head of HR on investigations into disciplinary issues and grievances.
• Management of casework, relating to sickness absence. This includes monitoring monthly sick absence trigger points, providing appropriate advice and guidance to line managers on recommendations for action.
• Monitors probationary periods including the generation of the end of review paperwork.
• Carries out exit interviews.
• Referring up to the Senior HR Business Partner or Head of Human Resources any complex employee relations cases.

HR Project Management:

• Supports the implementation of identified HR projects to ensure the HR department supports TEC in the achievement of its strategy. Ensuring also that projects are delivered on time and within budget.
• Ensures the delivery of quality HR services to all internal customers, acting as a primary source of contact for queries (both internal and external).

Policy Updates:

• Supports in undertaking research on employment law best practice guidance.
• Development, review, and implementation of new and existing policies and procedures.

Qualifications

• A Bachelor's degree from an accredited university
• A professional qualification of CIPMN, CIPD, SHRM,
• A minimum of 5 years of progressive Human Resources experience in a combination of related functional areas (Employee Relations, Compensation, Performance Management, Training, Benefits, HR Administration) with at least 3 years in a Human Resource Generalist role.

Functional & Technical Skills:

• HRIS software experience.
• Demonstrated success in working through employee relations issues, and HR Operations tasks.
• Working knowledge of HR policy and employment practices in line with the Nigerian Labour laws.
• Ability to use Microsoft Word, Excel, PowerPoint, and HR databases for the purpose of creating and updating reports, and presentations.

Attitude & Behavioural Skills:

• A high degree of professionalism and maturity.
• Very good interpersonal and presentation skills.
• Strong People skills- Building Collaborative Relationships.
• Strong oral and written communication skills.
• Creative, forward thinker.
• Excellent interpersonal skills.
• Highly organised with the ability to handle conflicting demands to meet deadlines with minimum supervision.
• Ability to demonstrate confidentiality and sensitivity in dealing with HR issues, especially when handling sensitive situations and information.
• Flexible and adaptable with the ability to work within a changing environment and respond to different demands with a sense of urgency.