Group Human Resources Manager at PricewaterhouseCooper (PwC)

Reference Number: 130-PEO01097
Location: Lagos
Department: People & Change Nigeria
Job type: Permanent

Job Description

• We are looking to hire a competent Group HR Manager.
• This role is responsible for leading, planning, directing, and coordinating the activities of the HR function.
• The role will be responsible for articulating and implementing the organisation’s HR Strategy.
• He/she will also consult with top management on strategic planning and serve as a link between management and employees.

Roles & Responsibilities
HR Strategy & Corporate Culture:

• Articulates and executes the HR strategies, policies and processes in line with the company’s business strategy and pertinent labour laws
• Communicates approved strategies, policies and procedures to business leaders and staff; ensures compliance and adoption
• Facilitates the development and communication  of the corporate culture and  values for the business

Change Management:

• Drives organizational change and restructuring efforts
• Work closely with transformation leads on managing the change management work plan and budgets for external resources
• Coordinates communication to impacted stakeholders including executive leadership (scope, budget, risk and resources of the project)

Talent Management:

• Develops and articulates a strong employee value proposition that will position the company as an employer of choice
• Develops a systematic plan to attract talent. Liaises with stakeholders; business leaders, career fairs, recruitment agencies, corporate communications e.t.c
• Develops and reviews succession plan for all executive and critical roles in the group. Identifies and prepares high potential talents

Performance Management:

• Ensures Business Leaders are trained on the appropriate performance management tools
• Reviews performance reviews and communicates outcomes to Business Leaders and employees
• Institutes quality control measures by coordinating performance levelling meetings, recommending grade distributions e.t.c so as to maintain integrity of the exercise
• Conducts quarterly and annual performance reviews using a balanced score card method which cascades the group strategy to business units
• Reports and advises leadership on outcome of performance reviews and their implications for operational performance, rewards, succession management and employee engagement

Requirements

• Minimum of 15 years relevant experience with at least 5 years leading and providing direction on HR issues to Executive Management
• Minimum of first degree in Social Sciences, Humanities, Business Administration or any relevant discipline is required
• Professional certification in Human Resources from the Chartered Institute of Personnel Management (CIPM) Nigeria or its overseas equivalent (e.g. HR Certification Institute (HRCI), Chartered Institute of Personnel Development (CIPD)
• MBA or Master's degree in a related discipline is an added advantage

Additional Information

Other Responsibilities include
Training & Development:

• Works with the Heads of Departments and Line managers, to design and implement staff training and development strategies. Ensures identified needs are addressed with suitable training interventions
• Provides oversight for the training academy by ensuring that the academy runs smoothly. Provides appropriate instructional, administrative and resource support

Compensation/ Reward Management:

• Leads the development, implementation, and administration of compensation and benefits programs, policies, and procedures.
• Manages common compensation functions, including survey participation, salary structure development, incentive plan design, and associated analysis
• Assists Managers in communicating company’s total compensation/reward to employees
• Determines and effectively administers the compensation and benefits changes associated with personnel transactions including merit increases, promotions, transfers, demotions e.t.c

Policy Development, Interpretation and Administration:

• Develops relevant HR policies to meet business needs
• Communicates approved HR policies organisation wide through relevant channels
• Audits HR policies implementation and interpretation across all business units and departments to ensure consistency and accuracy
• Ensures HR policies and programmes are in compliance with relevant laws and meet global ethical standards

Regulatory Compliance:

• Understands and advises management about relevant legislative and regulatory provisions to ensure compliance

Employee Relations:

• Counsels business leaders on appropriate strategies and tactics for industrial/employee relations, including management-labour union relations, joint consultative committees, direct communication schemes such as “town hall meetings”, etc.

Field 5 - Technical Competencies:

• Corporate and HR planning, Strategy and implementation
• Change Management and Organisational design
• Resourcing and Talent Management
• Learning and Development
• Performance and Career management
• Reward management
• Labour & industrial relations management
• Employee Engagement
• Contract management, Service level Agreement management
• Risk management and Business continuity planning
• Business management and knowledge of industry

Field 6 - General Competencies:

• Communication (Written, Verbal, Presentation)
• Leadership
• Negotiation
• Relationship Management
• Coaching and Mentoring
• Conflict Resolution and Mediation
• Negotiation
• Business acumen
• Entrepreneurial orientation.