• Jobs at Best Search Recruitment

  • Posted on: 18 May, 2015 Deadline: Not Specified
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  • Best Search Recruitment was founded by two International Recruiters from The U.K and Denmark. The two founders have 30 years combined recruitment and business experience within various Industry sectors in Europe, Asia and Africa, including FMCG, Oil & Gas, Automotive, Manufacturing, Telco, Pharma, Chemicals...

    Best Search Recruitment is founded on solid international best practices and procedures combined with in-debt knowledge of local Human Resource needs. We strive to be the best in everything we do ensuring our services add value to our clients. We aim to deliver the best candidates to the most highly sought after roles, while meeting our clients highly skilled needs. Our professional focus is identifying exceptional talent within the industries we serve matching talented individual's skills and experiences to the right career opportunities. We have also consistently acted as a solution provider for global companies seeking the right candidates for their hard to fill roles.

    Senior Manager, Organisational Effectiveness

     

    Job description

    • Extract value from what we already have through divisional focused commercial activities such as: divisional business optimisation projects, contracts review and negotiation, capital/budget efficiency activities within division, etc.
    • Innovation – identifying and taking advantage of new business opportunities, e.g., through stimulating new business opportunities, divisional products launched, division product/process innovation, structural changes within division, etc.
    • Maintain leadership in the ICT/Digital industry by influencing state/local legislations & policies, participating in local level industry think-tanks, building & extending national B-2-B and similar relationships, etc.
    • Enhance/expand the organisation’s role in the larger national and ecosystem through participation as a thought leader, executing local CSR projects, involvement in local industry non-ICT policy & think-tank activities etc.
    • Divisional people leadership activities: coaching, staff development and motivation through intra staff coaching, employee networks mentorship/support, own division employee engagement projects, faculty roles, inter/intra talent mentorship, etc.
    • Generic activities necessary for positive business outcomes such as: supporting recruitment, thought leadership as internal (interview/disciplinary) panel member, influencing next level leaders (e.g., at BPR) etc.
    • Develop and maintain organization structures using approved principles of Organisation Design and ensure they support organizational effectiveness and reflect the business activities and tasks carried out within the Units.
    • Manage the establishment of jobs and carry out evaluations in accordance with established Job Evaluation process. Track and monitor headcount levels, ensuring associated financial provisions are incorporated into the budget.
    • Review the application of HR policies across the organization and regularly assess impact, validity of these policies and recommend improvement actions /appropriate policies to ensure fairness, uniformity and consistency of HR’s Policy Framework.
    • Periodically review the adequacy of organisation’s Competency Management Model, ensuring continual update of Job Competency Profiles (JCPs) in line with changes in job activities and job families.
    • Track corporate, departmental and employee competencies to enhance capability development programs.
    • Develop an approach for deploying career development in line with approved Career Development Framework, leveraging job family groupings and creating career paths and mobility opportunities, for deployment by Talent, Careers and Learning teams.
    • Develop/adopt a Culture Management Framework to promote the right environment for employee harmony, ethics and work attitude.
    • Oversee the implementation of culture initiatives including participation in corporate council meetings and manage the year on year performance of all dimensions of the Group Culture Audit.

    Requirements:

    • First Degree
    • MBA is desirable
    • Professional Qualification from a recognized HR Body
    • Minimum 10 years’ experience including:
    • Manager track record of 5 years or more; with at least 3 years in relevant sector/ industry
    • Worked across diverse cultures and geographies advantageous
    • Work experience preferably in the Consulting, Research & Business Development or Human Resources profession.
    • 2/3 years’ experience in organizational effectiveness and design

    go to method of application »

    Senior Manager, Performance Management

     

    Job description

    • Extract value from what we already have through divisional focused commercial activities such as: divisional business optimization projects, contracts review and negotiation, capital/budget efficiency activities within division, etc.
    • Innovation – identifying and taking advantage of new business opportunities, e.g., through stimulating new business opportunities, divisional products launched, division product/process innovation, structural changes within division, etc.
    • Maintain leadership in the ICT/Digital industry by influencing state/local legislations & policies, participating in local level industry think-tanks, building & extending national B-2-B and similar relationships, etc.
    • Enhance/expand the organisation’s role in the larger national and ecosystem through participation as a thought leader, executing local CSR projects, involvement in local industry non-ICT policy & think-tank activities etc.
    • Divisional people leadership activities: coaching, staff development and motivation through intra staff coaching, employee networks mentorship/support, own division employee engagement projects, faculty roles, inter/intra talent mentorship, etc.
    • Generic activities necessary for positive business outcomes such as: supporting recruitment, thought leadership as internal (interview/disciplinary) panel member, influencing next level leaders (e.g., at BPR) etc.
    • Continuously review performance management trends, contribute tthe development of strategy and provide advisory services tline management and supervisors with respect tperformance management and recognition
    • Enable and support operational transformation across the business and define key performance indicators tmeasure success at the Enterprise, Divisional and Individual levels.
    • Ensuring clear and shared understanding of business performance drivers and KPI alignment.
    • Ensuring alignment between the investment in people through the IPF process and improvement in business performance.
    • Proactively measuring and tracking performance tsustain Business performance (EBITDA per Employee, GCA Result, etc.)
    • Proactively monitoring and tracking poor performance improvements
    • Identify and deploy metrics timprove business performance.
    • Implement and coordinate employee performance management and recognition activities within organisation including performance target setting campaigns and appraisal system improvement feedback.
    • Oversee the Performance Appraisal and Agreement component of the IPF Framework for all employees.
    • Conduct spot checks on business deliverables and proactively escalate issues tthe organisation’s leadership team where required.

    Desired Skills and Experience

    • First Degree
    • MBA is desirable
    • Professional Qualification from a recognized HR Body
    • Minimum 10 years’ experience including:
    • Manager track record of 5 years or more; with at least 3 years in relevant sector/ industry
    • Worked across diverse cultures and geographies advantageous
    • Work experience preferably in the Consulting, Research & Business Development or Human Resources profession.
    • 2/3 years’ experience either in performance, career, reward, learning or talent management

    go to method of application »

    Senior Manager, Talent & Career Management

     

    Job description

    • Extract value from what we already have through divisional focused commercial activities such as: divisional business optimisation projects, contracts review and negotiation, capital/budget efficiency activities within division, etc.
    • Innovation – identifying and taking advantage of new business opportunities, e.g., through stimulating new business opportunities, divisional products launched, division product/process innovation, structural changes within division, etc.
    • Maintain leadership in the ICT/Digital industry by influencing state/local legislations & policies, participating in local level industry think-tanks, building & extending national B-2-B and similar relationships, etc.
    • Enhance/expand the organisation’s role in the larger national and ecosystem through participation as a thought leader, executing local CSR projects, involvement in local industry non-ICT policy & think-tank activities etc.
    • Divisional people leadership activities: coaching, staff development and motivation through intra staff coaching, employee networks mentorship/support, own division employee engagement projects, faculty roles, inter/intra talent mentorship, etc.
    • Generic activities necessary for positive business outcomes such as: supporting recruitment, thought leadership as internal (interview/disciplinary) panel member, influencing next level leaders (e.g., at BPR) etc.
    • Develop and ensure consistent deployment of the organisation’s career and talent management strategy in line with Group standards.
    • Develop structures to determine return on investments on career and talent management interventions towards fine-tuning the processes to be more effective.
    • Develop a functional and effective Talent Pipeline and Succession Planning strategy / framework for the organisation
    • Partner effectively with the Business Partners to retain the organisation’s top talents
    • Review trends in career & talent management and develop Talent Management Framework and Strategy in alignment with corporate strategy.
    • Provide periodic analytical reports on the performance of Career & Talent Management initiatives.
    • Drive the implementation of Strategic Workforce Planning
    • Oversee the successful implementation of internal mobility programmes and skill enhancement schemes including project participation, job rotation, secondment, etc., and create an effective system to monitor and track the performance of staff on these initiatives.
    • Facilitate annual talent review sessions, assess talent readiness and identify pool of talent within the organisation and translate to talent development and succession/retention plans.
    • Manage the Mentoring & Coaching Framework and ensure clear definition of criteria for identifying participants and ensuring consistency in the implementation of the Framework.

    Requirements:

    • First Degree
    • MBA is desirable
    • Professional Qualification from a recognized HR Body
    • Minimum 10 years’ experience including:
    • Manager track record of 5 years or more; with at least 3 years in relevant sector/industry
    • Worked across diverse cultures and geographies advantageous
    • Work experience preferably in the Consulting, Research & Business Development or Human Resources profession.
    • 2/3 years’ experience in either performance, career, reward, learning or talent management

    go to method of application »

    Program Manager

     

    Company A high level and structured mentoring programme for entry/mid-career professional women to aid progression and help them achieve their career aspirations; and also influence the institution of gender friendly policies in organizations. Our goal is to initiate and promote the emergence of a highly motivated, and talented female work force that are not only valuable role models but are agents of positive cultural and policy changes within their respective organizations. The following goals and targets have accordingly been set:

    • Bringing together a steady pool of successful career and progressive entry / mid level women to be mentors and mentees respectively.
    • Providing one-on one guidance and practical counselling, ensuring documented feedback and follow up.
    • Designing and implementing programs that provide first class, practical career and business guidance.
    • Designing and driving gender-sensitive policies for implementation by senior professionals in their respective organizations. We will give the required intellectual and moral support to fruition.
    • Ensuring that Institutional organizations adopt progressive gender targets in the context of a merit based system. We will build a formidable network of focused women who will facilitate a new chapter of the female experience in the work place & business in Nigeria.
    •  
    • It will go beyond the formalised capacity building approach adopted by many gender empowerment groups. We will support a highly personalised engagement mechanism and ensure feedback from both parties. Our vision will however not be fully realized if it does not strive to impact work place practices to reflect the gender dynamics of the contemporary organisation. Therefore, we will also drive the institutionalization of gender sensitive policies using the same approach adopted for the mentoring program- articulation of the issues/ one on one engagement/feedback. The issue has now gone beyond encouraging women to pursue a career world it is now about helping women to reach their full potential and balance by providing the necessary guidance to women at critical times in their careers and providing the frame work for organizations to play their part.
    • Job Summary The responsibilities of the Program Manager include identifying, attracting and coordinating the mentors and mentees, establishing the design, monitoring and evaluation of existing procedure of the NGOs projects, improving and developing new projects, if appropriate. As part of the Senior Management Team the Programs Manager will be involved in developing the strategic plan for the NGO.                                                                                                                   

    Responsibilities

    • Provide leadership, expertise, and ongoing support to supervisors, mentors, and mentees;
    • Develop materials and training, deliver and evaluate trainings for mentors, mentees and supervisors;
    • Develop base of supervisor understanding and support ;
    • Annually evaluate and revise mentor program to increase its effectiveness;
    • Analyze costs and demonstrate program benefits;
    • Provide leadership in knowledge, methods, and materials related to mentoring;
    • Provide support to mentors in assuming and growing in their roles and responsibilities;
    • Provide and promote observations of people at work among mentors and mentees;
    • Attend and/or present on mentoring at relevant professional conferences;
    • Schedule time willingly with mentors, mentees, and supervisors ;
    • Get involved in solving specific problems with work conflicts, in mentoring pairs, with supervisors; and other persons who are not program participants ;
    • Monitor the effectiveness of program activities throughout the year ;
    • Solicit feedback from mentees, mentors, and supervisors;
    • Visit all mentees at work and provide feedback to them on their work and professional growth;
    • Assist all mentees in submitting documentation for their Professional Development Goals and Plan.

    Qualifications

    • Degree or equivalent in International Development, Programs Management or related field. Masters preferable.
    • Experience in managing project cycles.
    • Creativity and innovation in creating new projects.
    • Significant work experience with a non profit organization involved in mentoring programmes for entry/mid-career professional women. Fund raising experience is vital to this role.
    • Strong English skills (spoken and written).
    • Strong interpersonal skills and mentoring skills to work effectively with supervisors, mentors, and mentees;
    • A track record that demonstrates energy and creativity, and the ability to successfully prioritize and manage competing priorities.
    • Demonstrated success in project planning, financial management, program monitoring, and report writing.
    • Excellent verbal and written communication skills, including public speaking and presentation skills.
    • Experience in data processing (Microsoft Word), spreadsheet (Microsoft Excel), E-mail, and Internet browser software.

    go to method of application »

    REGULATORY AFFAIRS ASSOCIATE

     

    Summary

    As the Regulatory Affairs Associate you will ensure the compliant registration of new and maintain registration of existing drugs according to global registration requirements whilst developing regulatory project strategies.

    Responsibilities

    • Strategic planning and co-ordination of submission of drug registration applications in a timely manner and follow through the application during the evaluation phase to achieve approval in line with planned registrations
    • To ensure that documents for new registration and re-registration are got to ensure submission is achieved by due dates
    • To ensure that submissions for license renewal are done in good time before license expiry so as to achieve approvals and to avoid top line impact due to license expiry
    • To enhance and facilitate approval of new products and re-registration of already approved products as at when due

    Requirement/Competencies

    • At least 3 years experience of a broad range of regulatory work in the Pharmaceutical industry.
    • Capable of working independently and creatively to achieve objectives.
    • Ability to direct and lead a team when required to do so to meet goals and timescales dictated by the market demand.
    • Technical competence and good problem solving and analytical skills.
    • Ability to communicate effectively.
    • Good inter-personal skills to establish and develop working relationships internally and externally.
    • Ability and willingness to travel and attend meetings and seminars to keep abreast of current and future regulatory requirements.

     

    go to method of application »

    Operations Shift Manager

     

    Summary:

    To maximise the performance of the operations by directing the shift daily, weekly and monthly activities, providing leadership, motivation, training and development of the workforce executing against customer requirements, agreed KPI's and operational performance. To assist in the the operational and budgetary responsibilty of the warehouse. Optimisation of warehouse throughput and lead times.

    General Accountabilities:
    Delivery of key Operational performance measures

    - Managing Operations within the budget as set by the Client

    Meet and exceed operational service levels.

    - Through the achievement of contractual Key Performance indicators.

    Drive and develop team culture.

    - Encourage and reward constructive internal competitiveness to the benefit of client, and individual employees.
    Compliance with statutory and company policies and procedures
    - Through Management team ensure compliance with statutory and company policies on :
    - Health and Safety
    - Labour relations
    - Legislative
    - Environmental issues
    - Including regular monitoring to ensure these areas are maintained at a high level of compliance.

    Human Resources

    - Ensure appropriate staffing levels
    - Ensure high level of competence in staff
    - Manage Industrial relations by ensuring that appropriate disciplinary actions are taken.

    Change Management

    • Quality Control
    • Budget Management
    • Delivery of KPI's (Key Performance Indicators)
    • Effective leadership and management of the operational and administrative teams
    • Delivery of safe, secure, clean and fair work environment for team members
    • Team Building and Morale Management
    • Ensure compliance to SOP's (Standard Operating Procedures)
    • Responsibility for all issues relating to Health & Safety and the Environment
    • Maximise accuracy, productivity, and space utilization
    • Translate, analyse and deliver customer needs through effective operations
    • Ensure daily or weekly workload planning and volume forecasting routines are accomplished
    • Maintained stock control procedures and continuously review to enable the daily reconciliation of theoretical and physical stock
    • Maintain appropriate information / reporting systems to monitor Depot performance on an ongoing basis
    • Ensure daily/weekly workload planning and volume forecasting routines are accomplished.

    Local Accountabilities:

    • Continuous improvement
    • Vendor Management
    • Planning, Organising, Control
    • Customer Service
    • Management Information Systems
    • Performance Management of subordinates
    • Financial Management
    • Management of Infrastructure
    • Housekeeping
    • Staff Discipline and adherence

    Performance Indicators:

    • Achievement of operational performance as defined by customer contract and KPIs
    • Achievement of financial targets
    • Achievement of personal development objectives
    • Customer satisfaction
    • Team member satisfaction (annual survey)
    • Health & Safety Record
    • Credible and up to date succession plan
    • Implementation of First Choice

    Requirements:

    • Educated to university degree level or equivalent professional qualifications
    • Tertiary qualification (Logistics, Business)
    • Customer Management at a senior level
    • Experienced change manager
    • Succession planning & development of key managers
    • IT literate
    • People Management
    • Person needs good understanding of distribution
    • 2-4 years in warehousing/logistics/FMCG environment
    • Knowledge of clients requirements and customers needs
    • Key Performance Indicator development
    • Workload Planning
    • 3 years practical management experience
    • Excellent HR and IR skills
    • Knowledge and experience of the SAP WM system

    go to method of application »

    Marketing Manager

     

    Job Responsibilities:

    • To manage and administer the marketing and team of the company’s to clients as well as close prospective sales offers.
    • Lead, motivate and support the company’s team of marketers in the day-to-day work.
    • Proactively manage the site teams through self-monitoring performance.
    • Achieving all the KPI's as detailed within the contract project agreements.
    • Budgetary control for the delivery of engineering services including monthly valuations and variations together with the financial management of planned future works from point of order to processing of invoice.
    • Attending regular client progress review meetings, as and when required.
    • Ability to manage and develop a department which may include administration and finance of the department.

    Requirements

    • Mature determined, resilient character with integrity, reliability and resourcefulness. Able to work with people at all levels from Directors to workmen. Good man management skills, good health, strong engineering background, clean driving license. Including:
    • Ability to deliver sales revenue for the organization
    • Fluency in MS Project, MS Office, AutoCAD Applications
    • Sales or Marketing back ground with a minimum of 6 years cognate experience
    • Relevant B.Sc or HND
    • Previous sales experience nationwide.

    go to method of application »

    After Sales Manager

     

    Overall Role
    Manage the daily operations of the workshop. This includes but is not limited to inventory forecasting, personnel management, business development, service coordination, RFQ, executing customer purchase orders and Liaison with customers and all documentation associated with these activities.

    Key Responsibilities

    • Interactions: Internal: All subordinate employees with the After Sales department. External: All company points of contact related to Service and Maintenance of vehicles (Fleet and workshop managers for instance)
    • Workshop Responsibilities: Quality assurance and quality control, After Sales Business Development. Administration and technical proficiency in vehicle repairs/service
    • Spare parts Responsibilities: Monitor and control consignment and in house stock
    • Technical Responsibilities: Knowledge of Renault Trucks products repairs and services.
    • Technical Training: Develop, customize and execute training programs
    • Financial Responsibilities: forecasting and accounts receivable management.
    • HR Responsibilities: Personnel management for all subordinate employees. Implement all HR policies within the team.
    • Travel Requirements: Can be required to travel or move within or outside Nigeria.

    Person Specification
    Education:

    • Automotive certifications (with Renault Trucks brand is a plus.)
    • Ability to quickly develop product knowledge.

    Knowledge, Skills and Experience:
    Essential

    • Self-starter/self-sufficient. Able to make well thought out timely decisions.
    • Proven mechanical background on automotive (trucks or cars) or heavy equipment.
    • Displayed an ability to climb automotive ranks.
    • Overseas experience, specifically in developing nations, with experience setting up and developing business activities and customer markets.
    • Experience with fleets support management.

    Desirable

    • Prior experience as an automotive after sales manager.
    • Experience in Customer relationship.
    • Experience in developing country environments.
    • Knowledge of Renault Trucks, Mack or Volvo brand products.
    • Knowledge of trucks or buses products.
    • Strong spoken and written English skills
    • Working and developing multi-national workforce.

    Competencies

    • Leadership – Forward thinking and proactive with judgment, direction setting and achieving of targets. Able to lead management and operational teams, creating a climate in which team members have a desire for results and are able to realize their potential.
    • Management – Able to identify direction for self and others, motivating and effectively managing staffing and resource requirements. Capacity to use judgment and evaluate situations in order to make decisions following through to appropriate action and results
    • Achieving Results – Results driven, able to make sound judgments over competing priorities, use initiative and actively assess the course of action to set and accomplish targets.
    • Flexibility – Adapts easily to change and responds flexibly to a changing and evolving environment, provides momentum when driving change and involves others when building plans for change.
    • Resilience - Ability to work under pressure and manage personal effectiveness in face of challenge. Demonstrates an approach to work that is characterized by commitment, energy and motivation.
    • Teamwork – Able to build and maintain effective working relationships with a diverse and multi-cultural workforce in a variety of locations, working cooperatively with others. The ability to build and contribute to a team as well as work independently within a given framework

     

    go to method of application »

    Administration Officer/Assistant

     

    Job Responsibilities:

    • To manage and supervise the administration department under the supervision of the Admin Manager
    • Lead, motivate and support the company’s team of staff in the day-to-day work.
    • Proactively manage the site teams through self-monitoring performance.
    • Achieving all the KPI's as detailed within the contract project agreements.
    • Budgetary control for the delivery of engineering services including monthly valuations and variations together with the financial management of planned future works from point of order to processing of invoice.
    • Attending regular client progress review meetings, as and when required.
    • Ability to manage and develop a department which may include administration and finance of the department.
    • All other duties assigned by the Admin Manager

    Requirements

    • Mature determined, resilient character with integrity, reliability and resourcefulness. Able to work with people at all levels from Directors to workmen. Good man management skills, good health, strong engineering background, clean driving license. Including:
    • Ability to run a small office with up to 15 staff without supervision
    • Fluency in MS Project, MS Office, AutoCAD Applications
    • Administrative back ground with a minimum of 6 years cognate experience
    • Relevant B.Sc or HND

     

    Method of Application

    Interested and qualified candidates should kindly forward their CVs to: oero@bsr.re

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