Jobs at Simba Group

Role Overview

• The HR & Administrative Executive provides end-to-end support across HR operations, HR technology, and general administrative functions.
• The ideal candidate is proactive, detail-oriented, tech-savvy, and demonstrates exceptional interpersonal and coordination skills to ensure smooth HR and administrative service delivery.

Key Responsibilities

• Manage day-to-day HR operations including recruitment coordination, onboarding, leave management, and employee documentation.
• Maintain and update employee data on HRIS platforms.
• Coordinate employee engagement and welfare initiatives.
• Support HRBP in implementing learning & development and performance management initiatives.
• Assist with policy communication, documentation, and compliance monitoring.
• Provide administrative support in organizing company events, meetings, and staff welfare activities.
• Ensure administrative policies and procedures are properly documented and communicated.

Qualifications & Requirements

• Bachelor’s Degree in Human Resources, Business Administration, Industrial Relations, or related discipline.
• 2–5years of experience in HR and administrative roles.
• Proficiency in HR technology and HRIS platforms.
• Excellent communication and interpersonal skills with ability to build strong stakeholder relationships.
• Strong organizational and multitasking abilities, with keen attention to detail.
• Knowledge of Nigerian labor laws and HR best practices.
• High degree of professionalism, discretion, and integrity

Key Competencies:

• HR & Administrative Operations, HRIS / HR Tech Systems, Employee Relations & Communication, Time Management & Attention to Detail, Stakeholder Management, Organizational Support.

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Role Overview

• The HR Business Partner (HRBP) acts as a strategic partner to business leadership, driving people and culture initiatives that enable performance, capability, and growth within the BusinessDivision.
• The ideal candidate will be an experienced HR professional who combines strategic thinking with operational excellence, thrives in a dynamic technical environment, and demonstrates strong relationship and stakeholder management skills.

Key Responsibilities

• Partner with business leaders to translate organizational strategy into actionable HR initiatives that drive performance, engagement, and retention.
• Serve as a trusted advisor on all people matters, including talent management, employee relations, performance development, and organizational design.
• Support workforce planning, succession management, and capability-building initiatives across technical and commercial functions.
• Effective collaboration to deliver on talent acquisition, learning, compensation, and employee experience strategies.
• Champion a performance-driven culture through effective goal setting, coaching, and feedback processes.
• Analyze HR metrics and dashboards to identify trends, risks, and opportunities, and provide insights for decision-making.
• Drive change management and employee engagement activities that align with business transformation and growth objectives.
• Ensure compliance with labor laws, company policies, and ethical standards across the employee lifecycle.

Qualifications & Requirements

• Bachelor’s Degree in Human Resource Management, Industrial Relations, Business Administration, or related field.
• Postgraduate qualification (MBA, MSc HRM, or related) or professional certification (CIPM, SHRM, CIPD) is a strong advantage.
• 4–7 years of progressive HR experience, with at least 2 years in a HRBP or generalist advisory role supporting business units.
• Strong business acumen, with ability to link people strategy to organizational performance.
• Excellent interpersonal, influencing, and stakeholder management skills across multiple levels.
• Proficiency in HR systems.
• Strong analytical, presentation, and report-writing skills.
• Experience within an energy, power, engineering, or manufacturing environment is a distinct advantage.

Key Competencies:

• Strategic HR & Business Alignment
• Change Management & Organizational Development
• Talent & Performance Management
• Data-Driven HR Decision-Making
• Employee Engagement & Relations
• Communication & Stakeholder Management.