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