Jobs at Resource Intermediaries Limited

Responsibilities

• Map out driving routes ahead of time to determine the most expedient trip
• Pick up clients from the place and at the time they’ve requested
• Collect payments and issue receipts
• Assist clients with loading and unloading their luggage
• Listen to traffic and weather reports to stay up-to-date on road conditions
• Adjust the route to avoid heavy traffic or road constructions, as needed
• Answer clients’ questions about the area and local places of interest
• Ensure the car seats are clean and comfortable for all riders
• Schedule regular car service appointments and report any issues
• Book car wash and detailing services to maintain interior and exterior cleanliness of the car

Requirements and skills

• A high school diploma
• Proven experience as a Driver
• A valid driver’s license
• A clean driving record
• Minimum visual acuity of 20/50 (or corrected to 20/50)
• Familiarity with GPS devices
• Knowledge of area roads and neighborhoods
• Ability to lift heavy packages and luggage
• Availability to occasionally take weekend and night shifts
• A polite and professional disposition
• Ability to remain calm in stressful driving situations (e.g. at rush hour)

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Position Summary

• The L&D Specialist will drive the planning, design, execution, and measurement of talent development initiatives across the organization.
• This role is centered onlearning impact, data-driven improvement, and digital learning innovation—requiring both HR insight and the technical agility to leverage modern learning tools for measurable business outcomes.

Key Responsibilities
Training Needs Analysis & Strategy:

• Partner with business units and HRBPs to identify competency gaps through data, feedback, and strategic priorities.
• Conduct structured Training Needs Assessments (TNAs) and develop annual learning plans aligned with organizational goals.

Program Design & Facilitation:

• Design and deliver engaging in-house training sessions, onboarding programs, and functional workshops.
• Collaborate with subject matter experts and external vendors to deliver specialized interventions.
• Ensure all programs are designed using adult learning principles and instructional design best practices.

Learning Operations & Administration:

• Manage the corporate training calendar, attendance tracking, and end-to-end coordination of learning logistics.
• Maintain detailed and audit-ready training records, feedback reports, and learning archives.

Evaluation & Reporting:

• Conduct post-training evaluations, analyze learning impact using KPIs, and prepare monthly L&D dashboards for management.
• Use feedback and performance data to iterate and improve content relevance and delivery effectiveness.

Learning Technology & Digital Enablement:

• Administer and manage content on Learning Management Systems (LMS) or digital learning platforms.
• Curate, design, and upload learning content (videos, job aids, toolkits) to support self-paced development.
• Utilize presentation tools (PowerPoint, Canva) and virtual delivery tools (Zoom, Teams) to drive blended learning initiatives.

Qualifications

• Bachelor’s Degree in Human Resources, Business Administration, Industrial Relations, Psychology, or related field.
• Professional certifications (CIPM, SHRM-CP, HRCI-PHR) arehighly desirable.
• 2 – 3 years of relevant experience in Learning & Development, ideally within a structured corporate HR environment.
• Experience with instructional design and facilitating training across multiple levels.

Core Competencies:

• Training Design & Delivery:Ability to build and facilitate effective learning programs.
• Communication & Presentation:Clear, professional, and engaging communication style.
• Analytical Thinking:Strong in evaluation, data interpretation, and impact reporting.
• Tech-Savvy:Confident in using MS PowerPoint, Excel, Canva, and learning platforms.
• Detail-Oriented:Structured approach to documentation, reporting, and learner tracking.
• Collaborative Spirit:Works well across teams and supports shared HR initiatives.

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Job Description

• Responsible for delivering high-impact HR solutions in alignment with business strategy, this role functions as astrategic advisor, change enabler, and performance catalystfor senior leadership.
• The HRBP is expected to demonstratebusiness intelligence, data-backed insight, and stakeholder dexterity, with a strong ability to influence, lead, and operationalize people strategies that drive organizational growth.

Responsibilities
Strategic HR Partnership:

• Serve as a trusted business partner to senior leadership, enabling alignment between talent strategies and enterprise goals.
• Advise on organizational design, workforce planning, talent optimization, and business unit transformation.
• Lead strategic interventions on succession planning, leadership development, and cultural alignment.

Talent & Performance Management:

• Drive annual performance management cycles and facilitate continuous feedback mechanisms.
• Identify talent gaps and collaborate with the L&D team to design and implement targeted development programs.
• Support capability development plans that enhance team productivity and leadership depth.

Workforce Planning & Recruitment Support:

• Collaborate with the Talent Acquisition team to deliver on manpower planning requirements.
• Guide hiring managers through job scoping, competency-based interviewing, and onboarding integration.

People Analytics & Reporting:

• Analyze HR metrics (attrition, engagement, productivity, cost-to-hire) to provide actionable insights.
• Prepare HR dashboards and executive-level reporting that support data-informed decision-making.

Compliance & Policy Governance:

• Ensure end-to-end compliance with Nigerian labour laws and company-wide HR policies.
• Periodically review, update, and implement HR procedures in alignment with industry standards.

Requiremets

• Bachelor's Degree in Human Resources, Business Administration, Industrial Relations, Psychology, or a related field.
• Professional certifications such asCIPM, SHRM-CP/SCP, or HRCI-PHR/SPHRare highly desirable.
• Minimum of 5 years progressive HR experience, with at least 3 years in a true HR Business Partnering or strategic HR role.
• Demonstrated success operating inmultinational or complex business environments.
• Strong understanding of HR technology tools and digital HR systems (HRIS, ATS, performance platforms).