Ongoing Recruitment at Alpha Mead Group

Key Result Areas:

Manpower Planning, Talent Acquisition & Onboarding

• Ensure organization-wide workforce planning at the beginning of every calendar or financial year, following the organization’s strategy for the year.
• Ensure the utilization of job descriptions to aid effective sourcing, recruitment, and selection processes and continually finetune recruitment and selection processes to fit best practices.
• Manage the recruitment, selection, onboarding, and orientation processes of the organization.
• Ensure recruitment strategies are consistent and cost-effective while leading to effective time-to-fill results.
• Review and update onboarding processes to ensure improved employee experience for new employees.

HR Regulatory Compliance

• Monitor and control adherence to internal policies, legal standards, and international best standards
• Monitor and ensure that HR complies with all related HR statutory regulatory requirements such as employee taxes, levies, pensions, etc.

Employee Engagement

• Drive initiatives that ensure a healthy working atmosphere across the organization and in all its locations.
• Develop, implement, and monitor programs that ensure a disciplined, civil, engaged, and productive workforce.
• Create and implement initiatives that promote a balanced interest of the employee and employer.

Learning and Development

• Create learning and development programs and initiatives that provide internal development opportunities for employees.
• Ensure training needs assessments are conducted accurately and supervise the development of in-house training solutions where necessary.
• Draw up an annual training plan in line with identified training needs, performance reports, organizational development plans, and approved budget.
• Plan, organize, source, select contract training vendors, and coordinate training activities.
• Supervise & coordinate the delivery and facilitation of all training.

Human Resource Information System (HRIS)

• Maintain employee records in line with HR, corporate, and regulatory requirements, as well as provide required information when required.
• Drive HR surveys and provide periodic HR data reports to assess and improve HR service delivery.

Stakeholder Management 

• Partners with the leadership team to understand and execute the organization's human resource and talent strategy, particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
• Develop, implement and regularly audit corporate plans for a variety of HR matters such as compensation, benefits, health and safety, succession, retention, etc.
• Report to senior management by analyzing data and using HR metrics.

Qualifications

• Bachelor’s degree in human resources, Psychology, Business administration, Social Science, or a related field
• Minimum of 6 - 8 years’ work experience in Generalist Human Resource Management, Talent Management, or related experience.
• Professional Membership: CIPM/SHRM/PHRi

Experience & Competency

• Good knowledge of labour laws, employment legislation, HR systems, processes, and procedure
• Experience in HR planning, implementation, and Organizational development.
• Good knowledge of HR verticals, and HR policy implementation scenarios.
• Good knowledge of HR data gathering, analytics, and reporting.
• Experience in employee program design, implementation, and engagement.
• Excellent written and oral communication /presentation skills
• Proven negotiation, consultation, and facilitation skills.
• Proficiency in the use of the Microsoft office suite
• Passion, drive, and resilience.
• Professional. confident, respect for self and others
• Accountable, responsible, and responsive

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Core Functions

• Act as an internal HR Consultant to the business; championing and overseeing the end-to-end HR elements of organizational programs or projects.
• Work with the HRBP to implement and administer HR procedures and processes. Make suggestions aiming for continuous improvement and adding value to the HR services

Service Delivery

• Guide on all HR-related issues and needs, including workforce planning, compensation, employee relations, performance management, talent management, change initiatives, organizational design, succession planning, and regulatory compliance.
• Support and advise line managers on the handling of disciplinary, grievance, capability, or performance issues

Change Management

• Implement HR plans to achieve the required change/restructure.
• Working closely with management to provide strategic input on implementing change.
• Managing change communication with all employees and stakeholders.

Staff Onboarding

• Support delivery of an effective employee onboarding process aiming to ensure a smooth and efficient employee induction and orientation.
• Ensure new hires have their induction materials and tools available before resumption

Benefit and Compensation

• Work with the Head of Human Resources in overseeing and managing HR projects such as employee engagement and wellness programs 
• Manage the development of the Benefits program and its adequate implementation and communication.
• Provide advice and guidance on employee leave benefits & entitlement such as maternity, paternity, annual, etc.
• Keep track of all HR transactions including salary payments, travel allowances, employee awards, and statutory payments

Learning & Development:

• Coordinate and track employee training and development programs, including e-learning platforms or specialized software.

Payroll Processing:

• Ensure details of new hires and existing staff are accurately inputted in the payroll input form for the month

Performance Management:

• Work with the HRBP to plan engagement activities and manage confirmation and quarterly performance appraisals within the business
• Collate performance data of site personnel and have them inputted into the Annual Appraisal tracker
• Manage the confirmation appraisal process for staff on probation

HR Data Management

• Ensure accurate employee records in the HR Systems and database.
• Prepare and administer employment-related documents, such as employment contracts, annexes, orders for termination/severance payments, and others.

Other Responsibilities

• Conduct exit interviews and prepare relevant reports to support the turnover analysis.
• Track disciplinary issues, verify and confirm warnings, and monitor improvement of undesirable behavior and misconduct
• Keep up to date with changes and developments in Human Resources policies, best practices, and employment law.

Qualifications

• Bachelor's Degree in Human Resources, Business Administration, or related field.
• Minimum of 3-5 years experience is required and the ideal candidate should have experience in all HR key areas
• Candidate should have a professional membership/certification such as CIPM, PHRi, SPHRi or SHRM
• In-depth knowledge of Nigerian Labor Law and other employment laws
• Sound knowledge of HRIS
• Ability to manage a large workforce across multiple locations.
• High standards of accuracy & precision with excellent organizational skills
• In-depth knowledge of Talent management and employee life cycles
• Knowledge of HR processes.
• Proven ability to think strategically & act tactically