• Fresh Opportunities at Global Profilers

  • Posted on: 21 October, 2015 Deadline: Not Specified
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  • Globalprofilers is an international recruitment & HR consultancy company, we are providing a wide range of recruitment and selection services to local and international companies in Africa. Our Team of dedicated consultants offers businesses to get the right and best talent across wide range of sectors and professions.

    Africa is experiencing an economic boom in all sectors. It is a dynamic as well as complex & diverse market. Our Specialized approach is backed by deep understanding of all aspects of business and industry in this challenging and growing market whilst retaining our global standards in talent acquisition and HR services.

    Head Internal Audit

     

    Responsibilities:

     

     

    Job Summary

     

    The individual is to manage the Internal Audit function of the Organization. To ensure that the Internal Audit Function provides an independent assessment of the adequacy of Organizations’ internal systems and controls, including the systems for appropriate identification and evaluation of risk and for ensuring compliance with all applicable law and regulation. To draw any weaknesses or shortcomings noted to the attention of management.

     

    Responsibilities

     

    • To apply a risk-based approach to the review of the systems and controls of the Organization through the development of an annual programme of audit review work.
    • To discuss the findings of audit reviews with management on a constructive basis in order to develop the most appropriate, proportionate solutions to issues arising.
    • To report the results of audit reviews, including management responses and proposed action plans to address issues arising, to the Management
    • To perform follow-up work ensuring management progress actions within the agreed time scales and to escalate failure to progress actions as the Head of Internal Audit deems appropriate.
    • To perform ad hoc investigations and reviews at the request of the Audit Committees.
    • To manage the co-sourcing arrangement with the external auditors as required.
    • The Head of Internal Audit must be approved by the FSA to perform the controlled function “CF28 – Internal Audit”.
    • To provide an independent challenge to the business view of risk as articulated via the framework.
    • To promote risk management best practice across the Organization

     

    Qualification and Experience:

     

     

    • At least 5 – 7 years’ experience at one of the Big 4. Subsequent transitional experience at a reputable company at mid – senior Management level
    • ICAN, ACCA or its equivalent
    • B.Sc or BA of grade 2:2 or above
    • Knowledge of specific IT packages e.g. MS Office, CAATs, Visio
    • Experience in the management of audit departments and staff
    • Thorough understanding of the principles and application of good corporate governance, business and operational risk and control processes and procedures

     

    Skills/Competencies

     

    • Interacting and Communicating
    • Problem Solving and Decision Making
    • Managing Change and Innovation
    • Personal and Team Development
    • Client Focus and
    • Delivering Excellence
    • Leading and Inspiring Professional manner
    • Assertiveness
    • Strong influencing and negotiating skills
    • Attention to detail
    • Works well under pressure
    • Highly developed investigative skills
    • Good time management
    • Ability to use own initiative
    • Strong analytical skills

    go to method of application »

    HR Manager

     

    Responsibilities:

     

     

    Job Purpose
    The individual will identify and evaluate the strategic business priorities in order to develop, integrate, deliver and manage fit-for-purpose HR strategies for the Business.
     

     

    Main Responsibilities

     

    • To strategically align talent in the Business Units to needs of the business through appropriate resourcing, selection and management of bench strength including the alignment of the organization & global strategies to local needs.
    • To develop, manage and support strategic change initiatives.
    • To assess the efficiency of the commercial structure, culture, people, capabilities and consult on ways to improve organizational effectiveness and to deliver its contract commitments.
    • To manage the strategic measurement systems for improving individual contribution and driving overall organizational performance.
    • To develop and manage policies and practices that foster positive working relationships between employees and the organization while meeting legal, social and organizational standards.
    • To understand and apply key HR expertise areas to ensure effective delivery
    • Ensure that the business has in place the most effective organization to deliver the business strategy by:
    • Applying, in conjunction with line colleagues, the HR roadmap as part of the contract process.
    • Developing organization and individual capability working with Talent/Line manager through effective change strategies
    • Refine organization structures if necessary whilst ensuring that appropriate transition plans are in place
    • Implementing Group HR processes policies and standards in a way that fits the Nigerian legislative and cultural environment. Translates company polices into designated client/Business unit base-specific HR actions.
    • Ensure that Group can attract, motivate, develop and retain great talent, through effective resourcing (in concert with the Resourcing and Talent Unit), training & development, performance management and reward strategies as this related to designated client base.
    • Ensure that the individual and collective relationships between the business and its people are healthy, open and collaborative through appropriate communication strategies and management behaviour.
    • Act as a coach and source of advice on performance and development issues – intervening where necessary to improve management and team effectiveness
    • Implementing group wide initiatives in the areas such as organization development, reward, and talent management to support all of the above
    • Partner with designated client base in performance management and other HR processes: potential review and organization and people review (organization review, succession planning, and individual talent development plan). Supervise the administration of Performance Improvement plan to affected staff.
    • Work with the Resourcing and Talent Unit to manage new employee probation process in the designated client base.
    • Work with Strategy and Rewards Unit in implementing annual merit increments.
    • Conduct exit interviews for all staff that voluntarily resigns from the business (mgt and non-mgt) and passes same to Resourcing and talent Unit.
    • Assist designated functional heads to formulate team HR plans and ensure execution.
    • Walk the floor –pays periodic visits to the various operation sites (factory or non-factory). Meets formally and informally with staff (management and non-management) in the designated client base.
    • Coordinate transfers/redeployments within designated client-base.
    • Work with all teams to ensure that competency levels are tracked with plans are in place to close gaps/upscale competencies
    • Collaborate with Learning and Development (Resourcing and Talent Mgt Unit) on training for client base.

     

    Responsibilities by Function
    Strategic HR Direction

     

    • Ensure that the business has in place the most effective organization to deliver the business strategy by:
    • Understanding the business within its competitive environment
    • Completing strategic environmental analysis
    • Applying, in conjunction with line colleagues, the HR roadmap as part of the contract process
    • Assisting Managing Director to formulate team HR plans and ensure execution
    • Making timely strategic decisions

     

    HR Change Facilitation

     

    • Diagnose the need for change
    • Develop organization and individual capability through effective change strategies
    • Refine organization structures if necessary and ensuring appropriate plans are implemented

     

    Organizational Effectiveness

     

    • Implement group wide initiatives in the areas such as organization development, reward, and talent management to support all of the above
    • Implement Group HR processes policies and standards in a way that fits the Nigerian legislative and cultural environment. Translate company polices into designated client base-specific HR actions.
    • Walk the floor – pay periodic visits to the various operation sites (factory or non-factory). Meet formally and informally with staff (management and non-management) in the designated client base.
    • Work with Strategy and Rewards Unit in implementing annual merit increments.
    • Conduct exit interviews for all staff that voluntarily resigns from the business (mgt and non-mgt) and passes same to Resourcing and talent Unit.
    • Coordinate transfers/redeployment within designated client-base

     

    Performance Improvement

     

    • Act as a coach and source of advice on performance and development issues – intervening where necessary to improve management and team effectiveness
    • Partner with designated client base in performance management and other HR processes: potential review and organization and people review (organization review, succession planning, and individual talent development plan).
    • Supervise the administration of Performance Improvement plan to affected staff.
    • Work with the Resourcing and Talent Unit to manage new employee probation process in the designated client base.

     

    Key Outputs/KPI

     

    • Effectiveness of HR processes in the Business Units supported.
    • Evidence of strategic HR contribution to the function
    • Current industrial relations atmosphere
    • Effective collaborations with Unions (Internal & External)
    • Management of Change and changes that are on-going within the business
    • Effective employee communications
    • Effective IPA management with 100% completion year on year

     

    Qualification and Experience:

     

     

    • First Degree
    • At least 6 years’ experience in Human Resource Management
    • Breadth of insight especially around people
    • Commercial understanding and experience
    • Integrity and courage
    • Consulting and problem solving skills
    • Coaching and facilitation skills
    • Strong customer and contracting orientation
    • A well-developed organisational ‘antennae’
    • Flexibility and open-mindedness - enjoying ambiguity and change
    • Excellence in operational execution

     

    Skills/Competencies

     

    • Strong interpersonal, communication, networking and influencing skills
    • Supply Chain understanding and experience
    • Integrity and courage
    • Consulting and problem solving skills
    • Coaching and facilitation skills
    • Strong customer and contracting orientation
    • A collaborative style
    • A well-developed organisational ‘antennae’
    • Flexibility and open-mindedness - enjoying ambiguity and change

    Method of Application

    Interested and suitably qualified candidates should visit Global Profiler's Career Page

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