Human Resources Manager at International Energy Services Limited (IESL)

Main Responsibilities:

Talent Acquisition and Recruitment

• Develop and implement effective talent acquisition strategies to meet current and future staffing needs, including partnerships with recruitment agencies and educational institutions for talent pipelines specific to the oil and gas industry.
• Manage the full recruitment lifecycle, ensuring a smooth candidate experience and prompt fulfillment of staffing requirements.

Workforce Planning

• Assess and manage workforce requirements in line with the organization's budget and strategic objectives.
• Collaborate with department heads to anticipate and meet resource demands proactively.

Performance and Talent Management

• Train and/or upskill Line Managers and Employees on the management of performance in order to build organizational capacity to perform and deliver the firm's strategy.
• Ensure adherence to Performance Management cycles in order to drive a high-performance organization.
• Partner with business to develop and manage the succession pipeline.
• Intervene between line managers and employees on performance-related disputes.

Employee Engagement & Change Management:

• Proactively developing and promoting feedback mechanisms for employees to influence the continuous improvement of HR services and processes.
• Act as the lead Change Champion for any business transformation activities
• Lead employee engagement diagnostic processes

Compensation, Benefits, and Payroll Management

• Manage the payroll function, ensuring accurate and timely processing of payroll in compliance with company policies and applicable regulations.
• Collaborate with finance to ensure proper payroll reconciliation and reporting, maintaining payroll records and ensuring compliance with tax requirements.
• Conduct regular market analysis to ensure that salary structures, benefit packages, and payroll practices remain competitive within the industry.
• Ensure that payroll, compensation, and benefits programs comply with relevant legal standards and company policies.

Strategic HR Development and Management

• Champion the articulation and development of the Human Resources (HR) strategy and ensuring alignment with the Line of Service’s overall strategy and business objectives.
• Participate in strategy sessions in order to identify the emerging Human Resources requirements.
• Plan, manage and execute HR activities in line with the HR Calendar
• Provide day-to-day performance management guidance to the business through coaching, career development, counseling, and disciplinary actions.

Employee Relations and Conflict Resolution

• Foster a positive, inclusive work environment by addressing and resolving employee relations issues, grievances, and conflicts in a fair and timely manner.
• Provide guidance to management and employees on HR policies, best practices, and labor law compliance.
• Serve as a mediator to bridge management-employee relations, ensuring open communication and transparency.

Legal Compliance and HR Policy Management

• Handling of disciplinary and grievances matters in areas of responsibility
• Collaborate with the legal team to interpret human resources administrative policies, advising employees and management on complaint investigation, progressive discipline, and employee grievances

HR Data Analysis and Reporting

• Generate and deliver accurate and meaningful people reports monthly, to the Head of Human Capital.
• Generate insights that drive the effective management of employees in order to ensure productivity and attainment of business goals.
• Connect HR data with business data to demonstrate an aspect of the firm that business leaders should be informed about to help them make decisions.

Stakeholder Management

• Build and manage objective working relationships with various stakeholders with the aim of being recognized as a trusted advisor and living the IESL values.
• Communicate effectively and ensure closed-loop feedback to stakeholders, to maintain and enhance the HR team brand of client-centricity.

Educational Qualifications and Experience

• A first degree or equivalent in Social Science, Human Resources Management, Business Administration, Industrial Psychology, or any related field is required. A master's degree is advantageous.
• Minimum of 15years post NYSC (with at least 10 years in a supervisory/managerial role in the Oil & Gas sector), generalist experience in human resource management, with a demonstrable working knowledge of end-to-end employee lifecycle management in multiple human resource disciplines.
• An active membership of HR Professional Bodies such as Chartered Institute of Personnel Management (CIPMN), CIPD, etc. is a strong preference.