Human Resources (HR) Advisor at Genesis Group Nigeria Limited

Description

• As an HR Advisor, you’ll be the person employees actually want to speak with because you combine judgment, clarity, and empathy with a strong understanding of how the business works.
• You’ll handle the day-to-day people issues that keep a company moving, while also spotting patterns, risks, and opportunities before they become problems.
• Your work will directly influence how managers lead, how teams collaborate, and how employees experience the workplace.

Responsibilities

• Help HR managers handle sensitive conversations performance slips, conflict between team members, attendance issues, or sudden behaviour changes.
• Translate policies into practical advice they can act on the same day.
• Ask the right questions to understand what’s really happening, not just what’s being reported.
• Lead investigations (formal and informal) with fairness, clarity, and solid documentation.
• Manage ER cases without turning them into legal dramas keep them proportionate, timely, and human.
• Spot when an issue is drifting off-track and bring it back to reality.

Make Policies Make Sense:

• Review and rewrite policies so employees can actually understand themno copy-pastable corporate jargon.
• Train managers on how to apply policies in the real world, not just in theory.

Strengthen the Employee Experience:

• Map out employee pain points by listening, observing, and gathering data.
• Flag patterns early—turnover hotspots, morale drops, team friction and recommend practical fixes.
• Keep a pulse on culture shifts and emerging risks.

Keep HR Operations Clean, Accurate, and Insightful:

• Make sure employee data is correct, up-to-date, and useful for decision-making.
• Use HRIS tools confidently (not just for admin—actually extract insight).
• Produce clear reports that help leadership make smarter, faster decisions.

Partner With the Wider HR Team:

• Collaborate on people initiatives like onboarding refreshes, leadership development, DEI efforts, and performance cycles.
• Bring frontline intelligence to the table—what employees are asking for, what managers are struggling with, and what needs to change.

Requirements

• Candidates should possess relevant qualifications with experience.
• A track record of handling employee relations with good judgment—not just following a script.
• Confidence navigating grey areas and offering recommendations, not just options.
• Strong listening skills; you make people feel heard, even when you can’t tell them what they want to hear.
• The ability to translate HR language into manager-friendly guidance.
• Comfort working at speed—prioritising smartly when multiple issues hit at once.
• A calm, balanced style when emotions run high.
• Familiarity with employment law fundamentals (you don’t need to be a lawyer, but you should know the terrain).

What Success Looks Like:

• Employees feel respected and informed, even in challenging situations.
• Managers say you help them lead more confidently.
• HR cases are timely, well-documented, and proportionate.
• Leadership sees you as someone who spots risks early and offers practical solutions.
• The business spends less time fighting fires and more time building great teams.