Human Resources Business Partner at VFD Group

Job Purpose

• To serve as a strategic partner to assigned business units by aligning people management practices with business objectives, driving workforce effectiveness, strengthening organisational culture and ensuring effective implementation of HR policies, processes and initiatives.
• The role provides proactive HR advisory support to business leaders, improves employee experience, supports talent development and succession planning, and ensures that people-related decisions contribute to organisational performance, productivity and business growth.

Key Responsibilties
Strategic HR Business Partnership:

• Partner with business leaders to understand business priorities and translate them into appropriate people strategies and HR interventions.
• Provide HR advisory support to line managers on workforce matters, organisational effectiveness and people management decisions.
• Conduct regular business reviews and engagement sessions with assigned business units to identify workforce challenges and recommend solutions.
• Support organisational restructuring, role profiling, manpower planning and workforce optimisation initiatives.
• Provide people-related insights and recommendations to management to support business decisions.

Talent Acquisition and Workforce Planning:

• Collaborate with the Talent Acquisition team to identify  recruitment needs and ensure timely closure of approved vacancies.
• Support workforce planning, manpower budgeting and resource allocation in line with business requirements.
• Monitor recruitment effectiveness, onboarding experience and quality of hire within assigned business units.
• Identify critical talent gaps and support internal mobility, talent retention and succession planning initiatives.
• Ensure effective integration of new employees through structured onboarding and follow-up processes.

Performance Management and Organisational Development:

• Drive the implementation of the Group's performance management framework across assigned business units.
• Ensure timely development, upload, approval and monitoring of employee KPIs and performance objectives.
• Support line managers in setting SMART objectives, conducting performance reviews and managing performance-related issues.
• Monitor employee development plans and coordinate relevant learning and leadership development interventions.
• Identify performance gaps and facilitate appropriate coaching, mentoring and improvement plans.

Employee Relations and Engagement:

• Serve as the primary HR contact for employees and line managers within assigned business units.
• Manage employee relations matters, workplace concerns and grievances, ensuring timely resolution and appropriate escalation.
• Drive employee engagement initiatives, including surveys, feedback sessions, wellness programmes and recognition activities.
• Monitor employee satisfaction, engagement and retention indicators and implement appropriate improvement interventions.
• Support the development of positive workplace relationships, collaboration and adherence to organisational values.

HR Governance and Policy Compliance:

• Ensure effective implementation and compliance with approved HR policies, procedures and employment regulations.
• Advise managers and employees on the interpretation and application of HR policies and guidelines.
• Identify policy breaches, employee-related risks and potential labour issues, recommending appropriate corrective actions.
• Maintain proper documentation of employee relations cases, disciplinary matters and other HR interventions.
• Support the review and continuous improvement of HR policies, procedures and people management frameworks.

HR Operations, Reporting and Digital Transformation:

• Coordinate HR service delivery for assigned business units, ensuring requests and employee issues are appropriately managed within agreed service timelines.
• Ensure accurate and up-to-date employee information and personnel records.
• Monitor the adoption and effective utilisation of approved HR systems and digital workflows.
• Prepare and submit periodic HR reports, workforce analytics and management dashboards to support decision-making.
• Identify opportunities to improve HR processes, reduce manual activities and enhance service delivery.

Change Management and Stakeholder Management:

• Support the implementation of organisational changes, restructuring and other strategic people initiatives.
• Facilitate effective communication and employee alignment during organisational transitions.
• Build effective working relationships with business leaders, employees and central HR functional teams.
• Coordinate the implementation of Group-wide HR initiatives across assigned business units.
• Promote consistency in HR practices while recognising the unique operational requirements of individual business units.

Qualification & Experience

• Bachelor's Degree in Human Resources Management, Business Administration, Industrial Relations, Psychology or a related discipline.
• A postgraduate qualification in Human Resources Management or Business Administration will be an advantage.
• Professional membership or certification from CIPM, SHRM, HRCI or other recognised HR professional bodies.
• Minimum of 7 years' relevant experience, with at least 5 years in an HR Business Partner or comparable HR generalist role.
• Demonstrable experience supporting business leaders, managing employee relations, performance management, talent development and workforce planning.
• Experience working with HR information systems and people analytics tools.
• Knowledge of Nigerian labour laws, statutory employment requirements and HR best practices.