Human Resources Manager at Contemporary Group Limited

Role Overview

• We are seeking a highly competent and strategic Human Resources Manager to establish and strengthen the company's internal people, performance, and organisational culture systems.
• The successful candidate will be responsible for building a professional Human Resources function that supports the growth, discipline, productivity, engagement, and long-term development of the organisation. This is not intended to be a purely administrative HR position.
• The Human Resources Manager will work closely with senior management and departmental leaders to strengthen internal culture, clarify roles and responsibilities, improve employee performance, establish professional HR systems, attract and retain strong talent, and ensure employees are properly supported and held accountable. The successful candidate must understand the true strategic role of Human Resources within a growing professional organisation.

Responsibilities
HR Strategy and Organisational Development:

• Develop and implement a Human Resources strategy aligned with Contemporary Group's growth objectives.
• Review the company's existing organisational structure and recommend improvements.
• Work with management to clearly define departments, reporting lines, roles, and responsibilities.
• Identify organisational and staffing gaps.
• Support management in workforce planning.
• Develop HR systems capable of supporting the company's expansion and increasing project portfolio.
• Support the transition from informal people-management practices to structured and professional HR systems.
• Act as a trusted adviser to management on people and organisational matters.

Culture Development:

• Assess Contemporary Group's existing internal culture.
• Work with management to clearly define the values, behaviours, and professional standards expected from employees.
• Develop initiatives that strengthen accountability, professionalism, collaboration, communication, and ownership.
• Ensure employees understand the company's expectations and workplace standards.
• Identify and address behaviours that negatively affect productivity or internal culture.
• Develop employee engagement initiatives.
• Build systems for recognising employee contribution and performance.
• Support management in creating a workplace culture where employees understand how their individual work contributes to the company's success.

Recruitment and Talent Acquisition:

• Develop and manage the company's recruitment process.
• Work with departmental heads to define workforce and staffing requirements.
• Prepare professional job descriptions and candidate specifications.
• Manage recruitment agencies and external recruitment partners.
• Develop candidate sourcing strategies.
• Coordinate interviews and candidate assessments.
• Conduct reference and background verification processes.
• Support management in selecting high-quality candidates.
• Ensure recruitment decisions are based on capability, experience, cultural fit, and organisational need.
• Develop structured onboarding programmes for new employees.

Performance Management:

• Design and implement a professional performance management system.
• Establish clear performance expectations for employees.
• Work with departmental heads to develop measurable Key Performance Indicators.
• Coordinate employee performance reviews.
• Ensure managers provide structured employee feedback.
• Track performance improvement actions.
• Develop Performance Improvement Plans where required.
• Identify consistent high performers.
• Identify underperformance and ensure it is addressed professionally and fairly.
• Support management in making evidence-based decisions regarding promotion, development, disciplinary action, and employee retention.

Employee Relations:

• Act as a professional point of contact for employees regarding workplace matters.
• Manage employee concerns, grievances, and workplace conflicts.
• Conduct employee investigations where required.
• Ensure employee matters are handled confidentially and professionally.
• Advise management on disciplinary procedures.
• Ensure disciplinary actions are fair, documented, and consistent with company policy and applicable employment requirements.
• Build trust between employees and management while maintaining professional standards and organisational discipline.

HR Policies and Procedures:

• Review existing HR policies and procedures.
• Develop or update the Employee Handbook.
• Establish clear policies covering recruitment, attendance, leave, performance management, employee conduct, disciplinary procedures, grievances, workplace harassment, confidentiality, conflict of interest, use of company resources, remote or flexible work where applicable, and employee separation.
• Ensure employees understand company policies.
• Maintain consistent implementation of HR policies.

Employee Records and HR Administration:

• Establish and maintain professional employee personnel records.
• Maintain accurate employee documentation.
• Track employee contracts, probation periods, confirmations, leave, and employment status.
• Ensure employee records are confidential and properly managed.
• Develop HR reporting systems.
• Maintain workforce data and employee statistics.
• Support payroll and employee compensation administration in coordination with Finance.
• Monitor attendance and leave administration.

Learning and Employee Development:

• Conduct training needs assessments.
•  Work with departmental leaders to identify employee development gaps.
• Develop annual employee learning and development plans.
• Coordinate technical, management, leadership, and professional development programmes.
• Track employee training and professional certifications.
• Support succession planning for critical company positions.
• Develop graduate and junior talent development programmes where appropriate.
• Support mentoring and internal knowledge transfer.
• Ensure employees have opportunities to develop professionally where aligned with company needs.

Management and Leadership Support:

• Work closely with the Managing Director and senior management.
• Support departmental heads in becoming stronger people managers.
• Provide guidance on employee performance and workplace matters.
• Ensure managers understand their responsibilities toward their teams.
• Support management succession and leadership development planning.
• Identify leadership and management capability gaps within the organisation.
• Provide objective HR insight to management.

Compensation and Employee Benefits:

• Support management in reviewing company salary structures.
• Conduct compensation benchmarking where required.
• Develop recommendations regarding employee benefits.
• Ensure compensation and benefit structures remain competitive, sustainable, and aligned with employee performance.
• Support the development of salary grades and job levels.
• Maintain confidentiality around compensation matters.

Employment Compliance:

• Ensure company HR practices are aligned with applicable Nigerian labour and employment requirements.
• Monitor changes in employment-related obligations affecting the company.
• Maintain appropriate employment documentation.
• Support management in reducing employment and employee-relations risk.
• Coordinate with external legal advisers when specialist employment advice is required.

HR Reporting:

• Prepare regular HR management reports covering workforce numbers, recruitment status, employee turnover, attendance, leave, performance reviews, employee relations matters, training and development, staffing gaps, HR risks, organisational culture observations, and recommended management actions.

Key Performance Indicators
Performance in this role may be assessed against:

• Implementation of a functional internal HR structure.
• Quality and speed of recruitment.
• Employee retention.
• Employee engagement.
• Completion of performance reviews.
• Reduction in unresolved employee-relations matters.
• Implementation of HR policies.
• Workforce reporting accuracy.
• Employee development initiatives.
• Management satisfaction with HR support.
• Improvement in role clarity and accountability.
• Strengthening of internal company culture.

Qualifications and Experience

• Bachelor's Degree in Human Resources Management, Industrial Relations, Business Administration, Psychology, Management, or a related discipline.
• Master's degree is an advantage.
• 7-10 years of progressive Human Resources experience.
• At least 3 years in a supervisory, HR Business Partner, or HR management capacity is preferred.
• Demonstrable experience establishing or strengthening HR systems.
• Strong experience in performance management.
• Strong recruitment and talent management experience.
• Experience in organisational development and culture-building is highly desirable.
• Professional HR certification through CIPM Nigeria or another recognised HR professional body is strongly preferred.
• Experience in construction, architecture, engineering, professional services, real estate, or project-based organisations is an advantage.

Core Competencies:

• High emotional intelligence.
• Strong professional judgement.
• Confidentiality and integrity.
• Excellent communication skills.
• Strong interpersonal skills.
• Organisational courage.
• Ability to hold difficult conversations professionally.
• Strong understanding of employee performance.
• Culture-building capability.
• Strong organisational and administrative discipline.
• Strategic thinking.
• Problem-solving.
• Ability to work with senior management.
• Ability to earn employee trust without compromising organisational standards.