Human Resources Officer at Pricepally

Job Description

• The Human Resources Officer will support the development and administration of fair, consistent and legally compliant people practices for PricePally's programme workforce. The role will coordinate recruitment, onboarding, employee records, performance processes, staff welfare and routine employee relations across approved programme locations.
• The post-holder will help ensure that the programme has the right people, clear employment documentation, timely HR support and a respectful working environment. The Officer will maintain accurate and confidential records, guide managers and employees on approved procedures, and follow up people-related actions through completion.
• The role will promote equal opportunity, safeguarding, inclusion, duty of care and professional conduct throughout the employee lifecycle, with particular attention to transparent recruitment, reasonable accommodation, staff wellbeing and safe reporting channels.

TASKS AND RESPONSIBILITIES

Workforce Planning, Recruitment and Selection

• Support workforce planning by maintaining approved staffing plans, recruitment schedules, vacancy trackers and position documentation for programme roles.
• Coordinate transparent recruitment processes, including advertising, application management, shortlisting logistics, interview scheduling, assessment records and candidate communication.
• Ensure recruitment materials and selection processes apply approved job criteria, equal-opportunity principles, accessibility requirements and appropriate segregation of duties.
• Maintain complete recruitment files, including approvals, interview notes, scoring records, declarations, references and required pre-employment checks.
• Coordinate reasonable accommodation for applicants and help remove barriers affecting women, persons with disabilities, IDPs and other qualified candidates.
• Provide timely recruitment updates and escalate delays, conflicts of interest, documentation gaps or procedural concerns through approved channels.

Onboarding, Employee Lifecycle and Records

• Coordinate pre-employment documentation, offer administration, orientation schedules, policy acknowledgement and role-specific onboarding requirements.
• Maintain accurate and confidential personnel files covering contracts, identification, qualifications, next-of-kin details, benefits, leave, training and employment changes.
• Track probation, contract milestones, confirmations, renewals, transfers and exits, ensuring managers receive timely reminders and complete required actions.
• Support induction on organisational values, safeguarding, PSEA, inclusion, health and safety, data protection, security and the Code of Conduct.
• Coordinate orderly exit processes, including documentation, clearance, return of assets, final information updates and exit feedback.
• Ensure employee records are retained, accessed, shared and disposed of in accordance with approved confidentiality and data-protection requirements.

Performance Management, Learning and Development

• Administer approved goal-setting, probation review, performance review and development-planning cycles across programme teams.
• Provide managers and employees with templates, timelines and procedural guidance for objective and evidence-based performance discussions.
• Track completion of performance reviews, agreed development actions, improvement plans and mandatory learning requirements.
• Coordinate training-needs information and support the planning, logistics, attendance records and evaluation of approved learning activities.
• Maintain accurate training and competency records, including mandatory safeguarding, health and safety, inclusion and data-protection learning.
• Support fair and documented responses to performance gaps while ensuring employees are informed of expectations, support and applicable procedures.

Employee Relations, Welfare and Workplace Culture

• Provide a professional first point of contact for routine employee enquiries, directing complex or sensitive matters to authorised decision-makers.
• Support consistent application of HR policies, employment terms, attendance requirements, leave procedures and workplace standards.
• Maintain confidential records of employee concerns, grievances, disciplinary processes and management actions in accordance with approved procedures.
• Promote respectful workplace behaviour, collaboration, wellbeing and psychological safety through communication, orientation and staff-engagement activities.
• Monitor recurring people issues and prepare anonymised trend information to support timely management action and organisational learning.
• Support staff welfare, reasonable accommodation and referrals while maintaining appropriate confidentiality, boundaries and duty-of-care standards.

HR Administration, Attendance and Compliance

• Maintain accurate employee master data, attendance, leave and approved change records required for HR administration and payroll inputs.
• Prepare and validate routine HR reports, staff lists, contract trackers, leave summaries and other authorised workforce information.
• Coordinate timely submission of approved payroll changes, benefits information and supporting documentation to responsible finance or payroll personnel.
• Support compliance with applicable Nigerian labour requirements, organisational policies, employment agreements and authorised programme conditions.
• Provide complete and properly authorised HR documentation for audits, reviews and monitoring requests while protecting employee confidentiality.
• Identify record, process and compliance gaps, maintain corrective-action trackers and follow agreed actions through closure.

Inclusion, Safeguarding and Professional Conduct

• Promote equitable and inclusive people practices throughout recruitment, onboarding, performance management, development and employee support.
• Support practical reasonable accommodation and workplace adjustments in consultation with employees, managers and authorised specialists.
• Ensure employees know how to access confidential reporting, grievance, safeguarding and referral channels without fear of retaliation.
• Participate in relevant orientation and periodic training on safeguarding, PSEA, inclusion, health and safety, data protection and the Code of Conduct.
• Escalate safeguarding, harassment, discrimination, retaliation, conflict-of-interest and serious conduct concerns immediately through approved channels.
• Model discretion, impartiality, respectful communication, accurate record-keeping and appropriate professional boundaries in all HR interactions.

Safeguarding and Duty of Care

• Demonstrate visible leadership for a zero-tolerance approach to sexual exploitation, abuse, harassment, discrimination, bullying, retaliation and abuse of power or trust.
• Ensure safe, confidential and accessible reporting and referral pathways are established for staff, partners, participants and communities.
• Ensure safeguarding concerns are escalated immediately through approved channels and managed using survivor-centred, confidential and non-retaliatory practices.
• Promote safe programming through risk assessment, partner due diligence, informed consent, responsible data management and routine compliance checks.

Requirements

Competencies

• Strong knowledge of recruitment, onboarding, employee records, performance management, employee relations and general HR administration.
• Ability to apply HR policies and employment requirements consistently while exercising sound judgement and appropriate discretion.
• Demonstrated competence in confidential records management, HR tracking, document control and preparation of accurate workforce reports.
• Ability to coordinate people processes across functions and locations while meeting deadlines and maintaining dependable service standards.
• Strong understanding of equal opportunity, reasonable accommodation, safeguarding, respectful workplace practice and employee duty of care.
• Strong interpersonal, listening, writing, organisation, facilitation and practical problem-solving skills.
• Proficiency in Microsoft Office or comparable productivity tools; experience with HR information systems is an advantage.
• High integrity, impartiality, confidentiality, cultural sensitivity, emotional intelligence and commitment to inclusive development.

Experience

• At least five (5) years of progressively responsible experience in human resources, people operations, employee administration or a related field.
• Proven experience coordinating recruitment, onboarding, personnel records, performance processes, employee support and routine HR reporting.
• Experience working in a multi-location, externally funded, private-sector or development programme environment is desirable.
• Demonstrated experience handling confidential employee information and applying HR policies and employment procedures consistently.
• Experience supporting employee relations, staff welfare, learning activities, payroll inputs or HR compliance processes is an advantage.
• Experience applying gender equality, disability inclusion, reasonable accommodation and safeguarding principles in the workplace.
• Knowledge of the Nigerian employment context and relevant labour practices is strongly preferred.

Education

• Bachelor's degree in Human Resource Management, Business Administration, Industrial Relations, Psychology, Sociology, Law or another relevant discipline.
• A relevant postgraduate qualification or recognised professional HR certification is desirable.
• Membership or certification with the Chartered Institute of Personnel Management of Nigeria, or an equivalent professional body, is an advantage.