Job Description
- The Budget & Financial Analyst assists in managing Egbin’s budget preparation and monitoring process, including the preparation of relevant reports to support Management’s decision-making.
Key Duties and Responsibilities
- Assist in circulating the annual business planning guidelines and provide assistance to other budget holders during the planning process in conjunction with the performance and planning unit.
- Develop a consolidated budget pack for review and approval by the Management Account & Budget Manager.
- Monitor approved budget allocations, revenue, and expenditure and highlight variances for the attention of the Head, Management Account & Budget.
- Carry out primary review and validation of budget data presented by various units and or highlight major inconsistencies/shortcomings.
- Carry out initial review & analysis for consistency of data, validation with other operational information and present to the head of the section.
- Ensure the reporting of the monthly financial performance of each unit and business generating centres (BGCs)
- Carry out variance analysis of major performance parameters with that of budget forecasts, and highlight underlying business/operational causes of variation
- Carry out studies and research of relevant authoritative sources of macroeconomic data to gather basic information on budgetary assumptions.
- Prepare first drafts of relevant periodic and/ or ad hoc reports.
- Assist in generating monthly management accounts, business performance statements, noting major deviations from budget, and risk areas.
- Participate in the analysis of operational results and proffer recommendations to management.
- Obtain key insights on industry (competitors) and economic analysis, and recommend areas of improvement (If any).
- Provide analytic insight using trend analysis on key operational performance and accounting indices.
- Prepares draft financial forecast to aid business decision-making.
- Prepare monthly financial investment analysis and suggest best alternatives for fund based on economic performance.
- Perform any other duties as may be assigned by the Head of Budget, Planning and Business Performance.
- Implement data protection policies and practices of Egbin Power Plc.
- Ensure compliance with the NDPR and other data protection laws, and data protection policies.
- Undertake Data Protection Impact Assessment as applicable to curb the risk during data processing operations.
- Ensure awareness, understanding and application of QHSE policy and application of departmental objectives.
- Ensure awareness of the Integrated Management System (ISO 9001:2015, 14001:2015 &45001:2018) and implications of not conforming with the requirements.
- Understand and identify hazards, risks, environmental aspect and Impact as it is related to their jobs.
Educational Qualification and Work Experience
- Bachelor’s Degree or its equivalent in Accounting, Finance, Economics or any other related discipline.
- Candidates must possess an ACA qualification.
- Additional certifications such as CIMA, CPA, or ACCA are an added advantage.
- Three (3) to seven (7) years’ experience with at least two (2) years in Budget and Planning or similar field.
Skills and Competencies:
- Good understanding of trends, challenges, opportunities, regulations and legislations relating to the power sector.
- Good understanding of micro and macroeconomic indices and their impact on the business.
- Advance financial and accounting knowledge, including understanding of IFRS, finance best practices and other applicable reporting and accounting standards.
- Working knowledge of accounting packages and systems, including a standard ERP software.
- Very sound business acumen – financial and commercial knowledge.
- Good report writing and presentation skills.
- Ability to extract, manipulate and analyze large volumes of data and strong problem-solving skills
- Strong interpersonal, communication and negotiation skills
- High sense of responsibility, accountability and dependability
- Good oral and written communication skills
- Good problem-solving skills.
- High ethical standards and integrity.
- Proficiency in the use of MS Office tools.
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Description
- The Human Resource Advisor – Talent Acquisition will be responsible for managing the end-to-end recruitment process to ensure Egbin Power Plc attracts, hires, and retains the best talent.
- This role involves developing recruitment strategies, managing candidate pipelines, supporting employer branding initiatives, and ensuring a seamless candidate experience aligned with the company’s culture and operational needs.
Key Duties & Responsibilities
- Manage end-to-end recruitment: sourcing, interviewing, assessments, and onboarding.
- Partner with hiring managers to develop and execute recruitment strategies.
- Identify current and future talent needs, developing pipelines to meet workforce demands.
- Collaborate with the training team to design and implement development programs.
- Assist in HR policy development and act as an internal HR consultant to department heads.
- Design and analyse surveys to measure engagement and support continuous improvement.
- Support the Head of Talent Management with additional strategic and operational tasks.
- Drive employer branding initiatives to position Egbin Power Plc as an employer of choice.
- Maintain and update recruitment databases, ensuring accurate candidate records.
- Coordinate and participate in career fairs, campus recruitment, and other talent outreach programs.
- Ensure compliance with company policies and labour regulations during recruitment and selection processes.
- Support onboarding programs to ensure smooth integration of new hires.
- Develop recruitment metrics and prepare reports to track hiring performance and effectiveness.
- Coordinate and manage internal job posting and talent mobility processes to provide employees with opportunities for career growth and progression across the organisation.
- Administer promotion assessments and talent review processes, ensuring promotion decisions are aligned with established criteria, performance outcomes, and organisational workforce plans.
- Partner with employees and line managers to identify career pathways, communicate advancement opportunities, and support the development of talent pipelines for critical and future roles.
- Assist in succession planning and talent pipeline development.
- Coordinate movement of identified successors into development roles or acting assignments to strengthen leadership continuity and reduce key-person risk.
- Handle candidate communications professionally to ensure a positive candidate experience.
- Awareness, understanding and application of Quality & HSE policies on assigned jobs
- Perform other duties as assigned by the Head, Talent Management.
Education and Work Experience
- Bachelor’s Degree in Human Resources, Business Administration, or a related field.
- A professional qualification in HR (e.g., CIPM, SHRM) is required.
- 5 - 6 years’ experience in recruitment or talent acquisition, preferably within the energy or industrial sector.
Skills and Competencies:
- Strong knowledge of recruitment strategies, tools, and platforms.
- Excellent interpersonal and relationship management skills.
- Strong communication and presentation abilities.
- Good business writing and negotiation skills.
- Ability to manage multiple recruitment projects simultaneously.
- High ethical standards, integrity, and confidentiality in handling candidate information.
- Proficiency in HRIS and applicant tracking systems.
- Well-developed problem-solving and decision-making skills.
- Good administration and organisational skills
- Strong relationship management and interpersonal skills.
- Very good communication and presentation skills.
- Good business writing skills.
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Job Description
- The Head, HR Operations, will lead the day-to-day employee-related activities to ensure an efficient, engaged, and productive workforce and contribute to the organisation's success.
- The role is responsible for overseeing the implementation of approved HR policies and processes related to employee requests, employee relations, and disciplinary matters, ensuring that all cases are handled promptly, consistently, transparently, and fairly for all stakeholders.
Key Duties and Responsibilities
HR Operations & Policy Management:
- Ensure HR policies, procedures, and employee handbooks are readily accessible across the organisation and provide clarification to employees and managers as required.
- Oversee the consistent implementation of HR operational policies and ensure alignment across all divisions and locations.
- Provide guidance to HR Business Partners and HR representatives deployed across business units to ensure effective service delivery and compliance with company policies.
Employee Relations & Industrial Relations:
- Manage the employee relations framework, ensuring fair, consistent, and transparent handling of grievances, disputes, and disciplinary cases.
- Oversee the disciplinary process and provide well-informed recommendations to management in line with company policy and labour regulations.
- Build and maintain strong relationships with employees, unions, and other stakeholders to proactively address concerns and foster a positive work environment.
- Stay abreast of labour laws, industrial relations trends, and regulatory changes, ensuring timely updates and compliance within the organisation.
HR Information Systems & Data Management:
- Ensure accurate and timely capture of employee data in the HR Information System (HRIS).
- Collaborate with other HR functions to maintain data integrity, completeness, and consistency across HR systems.
- Conduct periodic audits to identify and resolve discrepancies in employee records and HR data.
Employee Lifecycle Management:
- Oversee leave management processes, ensuring effective tracking and continuity of business operations during employee absences.
- Manage the employee exit process, ensuring structured, compliant, and well-coordinated offboarding procedures.
Employee Engagement & Communication:
- Oversee internal employee communication initiatives, including town halls, surveys, newsletters, focus groups, and one-on-one engagement sessions.
- Promote effective communication channels that support employee engagement and organisational alignment.
Health & Employee Welfare Administration:
- Coordinate employee health-related programs, including healthcare service providers, HMOs, and wellness initiatives.
- Support health awareness and employee well-being programs across the organisation.
Reporting, Planning & Budgeting:
- Provide periodic reports on HR Operations performance, trends, and key metrics to the Head of Human Resources.
- Prepare and manage the unit’s budget inputs and contribute to the overall HR departmental budget planning process.
- Develop and implement annual HR Operations work plans aligned with organisational objectives.
Leadership & Governance:
- Coach, mentor, and conduct performance evaluations for direct reports to support continuous development and performance improvement.
- Approve operational expenditures within delegated authority limits.
- Perform any other duties as assigned by the Head of Human Resources.
Compliance, Data Protection & QHSE:
- Ensure compliance with Nigeria Data Protection Regulations (NDPR) and other applicable data protection laws and policies.
- Conduct Data Protection Impact Assessments (DPIAs) where necessary to mitigate risks in HR data processing.
- Ensure full adherence to Quality, Health, Safety, and Environment (QHSE) policies and integration of Integrated Management System (IMS) standards (ISO 9001:2015, ISO 14001:2015, ISO 45001:2018) into HR operations.
- Promote awareness of hazards, risks, and environmental impacts in relation to HR operational activities and ensure compliance within assigned responsibilities.
Education and Work Experience
- Bachelor’s Degree in Human Resources, Social Sciences, Humanities, or a related discipline
- Professional HR Certification (e.g, CIPM, SHRM, HRCI) is required.
- Minimum of 10 years relevant HR experience, with at least 3 years in a managerial HR Operations or HR Generalist leadership role, preferably within the power, energy, or industrial sector.
Technical Competencies:
- Strong understanding of HR operations, policies, and employee lifecycle management.
- Deep knowledge of employee and industrial relations practices.
- Working knowledge of labour laws and regulatory compliance frameworks.
- HR Information Systems (HRIS) and data management proficiency.
- Understanding of HR service delivery models and process optimisation.
- Budgeting and HR operational planning.
Leadership & Behavioural Competencies:
- Strategic and systems thinking.
- Strong leadership and people management skills.
- Excellent communication and stakeholder engagement skills.
- Strong negotiation and influencing abilities.
- High level of integrity and ethical standards.
- Strong problem-solving and conflict resolution skills.
- Excellent organisational and planning abilities.
- Business writing and presentation skills.
- Good administration and organisational skills.
- Strong leadership, relationship management and interpersonal skill
- Very good communication and presentation skills.
- Advanced leadership and people management skills, including the ability to manage teams effectively.
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Job Description
- The Human Resource Advisor – Learning & Development & Performance Management is responsible for designing, implementing, and continuously improving Egbin Power Plc’s learning, development, and performance management frameworks.
- The role ensures that employees possess the required skills, knowledge, and competencies to achieve organisational objectives while fostering a high-performance culture through effective performance management processes, capability development initiatives, and continuous learning interventions.
Key Duties and Responsibilities
Learning & Development:
- Develop and implement the organisation's Learning & Development (L&D) strategy in alignment with Egbin Power Plc’s business objectives, mission, and vision.
- Conduct periodic Training Needs Analysis (TNA), competency assessments, and skills gap analyses to identify development priorities.
- Design, develop, and deploy learning interventions, including classroom training, e-learning, blended learning, coaching, mentoring, and leadership development programs.
- Develop digital learning content, including e-learning modules, videos, and mobile learning materials using relevant authoring tools.
- Coordinate and facilitate employee induction and onboarding programs to support the successful integration of new hires.
- Deliver group and individual training sessions covering technical, operational, leadership, and corporate competencies.
- Evaluate learning effectiveness and measure the impact and return on investment (ROI) of training initiatives using established metrics and reporting frameworks.
- Collaborate with business leaders and key stakeholders to identify learning priorities and ensure alignment of learning initiatives with business needs.
- Support the design and implementation of competency frameworks and capability development programs.
- Manage learning vendors, training consultants, and external service providers to ensure quality and cost-effective delivery of learning solutions.
- Provide coaching and mentoring support to facilitate workplace learning and knowledge transfer.
- Maintain and optimise the Learning Management System (LMS) and learning records to support reporting and compliance requirements.
Performance Management:
- Implement and administer the organization's performance management framework, ensuring consistency, transparency, and alignment with organizational goals.
- Coordinate all stages of the performance management cycle, including goal setting, mid-year reviews, annual performance evaluations, moderation sessions, and performance improvement plans.
- Provide guidance and support to supervisors, team leads, and employees on performance management policies, processes, and best practices.
- Monitor probationary performance reviews and ensure timely completion and appropriate actions in line with policy requirements.
- Track and report performance management compliance across the organisation and escalate exceptions where necessary.
- Serve as the system administrator and subject matter expert for performance management systems and related HR technologies.
- Generate periodic performance reports, dashboards, and analytics to support management decision-making.
- Facilitate performance calibration sessions to ensure fairness, consistency, and objectivity in employee evaluations.
- Collaborate with managers and employees to develop, track, and monitor Individual Development Plans (IDPs) and Personal Development Plans (PDPs).
- Liaise with relevant stakeholders to ensure learning and development interventions address identified performance gaps.
- Support the administration and tracking of employee movements, including promotions, redeployments, acting assignments, and other talent decisions arising from performance outcomes.
Governance, Reporting & Compliance:
- Develop and maintain reports and dashboards on learning effectiveness, training participation, performance management compliance, and employee development outcomes.
- Ensure compliance with organisational HR policies, data protection regulations, and governance requirements.
- Implement data protection policies and practices in accordance with applicable laws and organisational standards.
- Conduct Data Protection Impact Assessments (DPIAs) where applicable to mitigate risks associated with employee data processing.
- Ensure compliance with Quality, Health, Safety, and Environment (QHSE) policies and the Integrated Management System (ISO 9001:2015, ISO 14001:2015, and ISO 45001:2018).
- Perform any other duties as assigned by the Head, Talent Management and Organisational Development.
Education & Work Experience
- Bachelor’s Degree in Human Resources Management, Business Administration, Psychology, Social Sciences, or a related discipline.
- Professional HR certification, such as CIPM, SHRM, HRCI, or equivalent, is required.
- Minimum of 5–6 years of relevant HR experience, with significant exposure to Learning & Development and Performance Management.
- Experience in Training Needs Analysis (TNA), competency framework development, and learning effectiveness measurement.
- Experience administering performance management systems and facilitating performance review processes.
- Proficiency in Learning Management Systems (LMS), HRIS, and performance management platforms.
- Experience in stakeholder management, project management, and change implementation initiatives.
- People management experience will be an added advantage.
Technical Competencies:
- Learning & Development Strategy and Implementation
- Training Needs Analysis (TNA)
- Instructional Design and Content Development
- Learning Management Systems (LMS)
- Performance Management Systems and Processes
- Goal Setting and Performance Measurement
- Competency Framework Development
- Learning Analytics and ROI Measurement
- HRIS and Data Reporting
- Project and Vendor Management .
Behavioral Competencies:
- Strategic Thinking
- Business Acumen
- Stakeholder and Relationship Management
- Coaching and Mentoring Skills
- Strong Communication and Presentation Skills
- Analytical and Problem-Solving Skills
- High Ethical Standards and Integrity
- Attention to Detail
- Confidentiality and Data Privacy Awareness
- Strong Organisational and Follow-through Skills
- Adaptability and Continuous Learning Mindset.
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