Human Resources Manager at Golborn

About the role

• We are looking for a proactive, commercially aware and results-driven Human Resources Manager to lead our people operations and support the company's growth. The successful candidate will be responsible for developing and implementing HR policies, leading talent acquisition, managing employee performance, supporting organisational development and establishing scalable HR systems. This is a hands-on management position requiring someone who can develop HR strategy and also execute day-to-day HR responsibilities. We are particularly interested in professionals with experience building HR functions in growing technology companies, consulting firms or other fast-paced organisations.

Key responsibilities

HR strategy and organisational development

• Develop and implement an HR strategy aligned with the company's business objectives and growth plans.
• Establish and maintain comprehensive HR policies, procedures, employee handbooks and operational guidelines.
• Support organisational design, workforce planning and the development of appropriate reporting structures.
• Work with departmental heads to identify staffing requirements, competency gaps and future workforce needs.
• Develop annual HR operational plans, budgets and implementation schedules.
• Establish a performance-driven organisational culture that promotes accountability, collaboration and professional excellence.
• Advise management on organisational development, workforce effectiveness and people-related business risks.

Talent acquisition and workforce planning

• Lead end-to-end recruitment across commercial, technical, administrative and executive functions.
• Develop job descriptions, candidate profiles, recruitment plans and appropriate selection criteria in collaboration with hiring managers.
• Coordinate vacancy announcements, candidate sourcing, screening, interviews, assessments and reference checks.
• Develop structured recruitment processes that support fair, merit-based and efficient hiring.
• Manage employment offers, employment contracts, onboarding and probation processes.
• Build talent pipelines for critical positions and support succession planning.
• Monitor recruitment performance, hiring costs and workforce requirements.

Performance management

• Design and implement a company-wide performance management framework aligned with organisational objectives.
• Work with departmental heads to develop measurable KPIs and individual performance targets.
• Coordinate probation reviews, quarterly performance evaluations and annual appraisals.
• Develop appropriate performance reporting templates, dashboards and evaluation procedures.
• Support managers in addressing performance gaps and implementing performance improvement plans.
• Establish processes for recognising high-performing employees and supporting professional development.
• Ensure performance reviews are properly documented and completed within agreed timelines.

Learning, development and employee engagement

• Conduct periodic training needs assessments across the organisation.
• Develop annual learning and development plans aligned with departmental requirements and company priorities.
• Coordinate internal and external training programmes, professional certifications and leadership development initiatives.
• Establish employee development plans and support career progression.
• Design and implement employee engagement and retention initiatives.
• Support the development of a positive workplace culture that encourages innovation, accountability and collaboration.
• Monitor training effectiveness and evaluate the impact of learning investments.

Compensation, benefits and HR administration

• Administer employee compensation, allowances and benefits in accordance with approved company policies.
• Coordinate payroll inputs and verification with the Finance team.
• Manage employee health insurance, leave administration and other approved benefits.
• Maintain accurate and confidential employee records.
• Support periodic salary reviews, compensation benchmarking and the development of appropriate salary structures.
• Coordinate employee confirmation, promotion, transfer and separation processes.
• Prepare regular HR operational reports for management.

Employee relations and regulatory compliance

• Ensure HR practices comply with applicable Nigerian employment legislation and regulatory requirements.
• Develop and implement appropriate disciplinary, grievance and dispute resolution procedures.
• Advise management on employee relations, workplace conduct and employment risks.
• Coordinate employee welfare, workplace health and safety initiatives.
• Maintain confidentiality and appropriate protection of employee information.
• Ensure employment contracts, HR documentation and internal policies are properly maintained and periodically reviewed.

HR technology and process improvement

• Evaluate, recommend and implement appropriate HR management systems.
• Digitise and streamline recruitment, onboarding, leave administration and performance management processes.
• Develop HR dashboards and people analytics to support management decisions.
• Identify opportunities to automate repetitive HR activities and improve operational efficiency.
• Establish appropriate data management, reporting and access-control procedures.
• Continuously evaluate and improve the effectiveness of HR processes.

Essential requirements

• Bachelor's degree in Human Resources Management, Business Administration, Industrial Relations, Psychology or a related discipline.
• Minimum of five years' progressive professional experience in HR, including responsibility for managing core HR functions.
• Professional certification or membership with CIPM or an equivalent recognised professional body.
• Demonstrated experience in talent acquisition, performance management, employee relations and HR operations.
• Strong working knowledge of Nigerian employment legislation and applicable regulatory requirements.
• Experience developing and implementing HR policies, systems and procedures.
• Demonstrated ability to work with departmental heads to establish KPIs and manage employee performance.
• Strong communication, interpersonal, analytical and conflict-resolution skills.
• Proficiency in Microsoft Office and familiarity with HR information systems.
• Ability to handle confidential employee information with discretion and professionalism.

Desirable qualifications and experience

• Postgraduate qualification in Human Resources, Business Administration or a related field.
• Experience in a technology company, professional services firm or growing organisation.
• Demonstrated experience establishing or restructuring an HR function.
• Experience implementing HR management systems and performance management frameworks.
• Knowledge of organisational design, change management and compensation structures.
• Experience developing employee engagement, talent retention and leadership development programmes.

Key competencies

• Talent acquisition and people management The ability to attract, develop and retain high-performing professionals across technical, commercial and corporate functions. Performance management and accountability Strong capabilities in developing measurable KPIs, managing performance reviews and improving employee productivity. Organisational development The ability to build effective HR structures, policies and systems that support organisational growth. Professional judgement and regulatory compliance Sound judgement in employee relations, employment compliance, confidentiality and workplace matters. Operational excellence and HR technology The ability to streamline HR processes, introduce appropriate automation and use people analytics to support management decisions.