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Human Resources Business Partner at People Capacity Management

  • Job Type Full Time
  • Qualification MBA/MSc/MA
  • Experience 8 – 10 years
  • Location Lagos
  • Job Field Human Resources / HR&nbsp

Human Resources Business Partner at People Capacity Management

Human Resources Business Partner

STRATEGIC CONSULTING

  • Initiate, drive, and implement HR processes as defined by the business operations (e.g., performance management, annual compensation, training initiatives, etc.)
  • Work with the business unit to help implement HR policies and programs
  • Assess the current state of the business unit, proactively identify issues, and collaborate with other HRBPs to develop programs and solutions
  • Identify opportunities to support the business’s talent agenda and make recommendations to develop appropriate solutions
  • Understand the business unit’s operating environment and apply awareness of the business unit’s operational goals and objectives when implementing HR programs
  • Manages BU-specific HR and talent projects; keeps leaders apprised of progress, risks, etc.
  • Proactively identify, analyse, and assess any BU strategies/initiatives, etc. that may pose a risk to the organization and influence the plans needed to address the risks
  • Support the delivery of diversity and inclusion HR programs or initiatives

HR OPERATIONS

  • Facilitate effective succession planning process and ongoing development conversations, partnering with business leaders to identify and proactively develop the next generation of leaders
  • Coach and advise line managers on organizational effectiveness and general HR issues, and provide basic Employee Relations guidance before escalating cases to appropriate parties
  • Monitor the performance management cycle throughout the year, promote manager and employee participation in performance management activities, and engage them to meet performance management deadlines and schedules
  • Resolve HR operations issues/problems for the business unit and liaise with the BUs\’ information as necessary
  • Liaison between the business and Learning experts to identify talent business needs (learning, etc.) Oversee and streamline HR processes, including employee onboarding, offboarding, and record management.
  • Ensure compliance with company policies and labor laws
  • Maintain accurate employee records in HRMS systems
  • Manage HR software and ensure smooth operation of HR tools.
  • Support digital transformation initiatives within HR.
  • Track HR metrics, including turnover rates, employee satisfaction, and compliance KPIs, and provide reports to leadership for decision-making

PAYROLL PERFORMANCE

  • Ensure accurate and timely processing of payroll for all employees
  • Verify payroll variables before deploying to the Compensation and Benefit Specialist
  • Stay updated on the changes in payroll-related compliance requirements
  • Address Employee queries related to payroll deductions and benefits
  • Investigate and resolve payroll discrepancies on time
  • Work closely with the ERP developers to streamline the payroll process
  • Ensure payroll expenditures align with the Company\’s financial planning

HR AUDIT

  • Facilitate ISO annual audits, follow-up, and close all identified gaps, and ensure compliance with all ISO standards in the department
  • Handle internal investigations related to ethics, misconduct, or policy violations, provide recommendations, and ensure corrective actions are implemented.
  • Conduct periodic HRMS audits and ensure all employees\’ data is up to date
  • Facilitate the annual financial Audit and ensure closing all identified gaps with HR before the publication of the Annual Financial Report
  • Facilitate the ICFR Audit and ensure all identified gaps are closed promptly

SAFETY/OH&S

  • Cascade OHS objectives and track the objectives in their departments.
  • Support the implementation of the OHS management system in their respective departments
  • Implementation of PPE compliance where applicable.
  • Encourage employees’ consultation and participation in OHS.
  • Ensure employees are not exposed to a work situation that poses an imminent or serious danger to their life or health. Conduct departmental meetings and get feedback on OHS performance in the department.

 Number of training executed

  • Training ROI
  • Training hours per employee/year
  • Ratio of new employees in a year to the number of inductions/orientations conducted
  • Amount of reimbursable cost claimed from the Industrial Training Fund (ITF)
  • Stages of the performance appraisal process completed
  • Report of job performance improvement noticeable/recorded during a specific period
  • Appraisal Circle completion and reporting
  • Policy reviews and implementation

Method of Application

Interested and qualified? Go to People Capacity Management on forms.gle to apply

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