Role Overview:

The Human Resources Manager is responsible for leading the overall HR strategy and operations across all branches of the retail business. The role requires a seasoned professional with over 8 years of progressive HR experience, a strong academic background in Human Resources (Bachelor’s degree minimum; Master’s degree and/or HR certifications such as CIPM, SHRM, or CIPD are an advantage).

The HR Manager will oversee manpower planning, budgeting, recruitment, policy development, compliance, performance management, training, and employee engagement. A critical part of the role is ensuring the company remains well-structured, cost-efficient, and staffed with the right people at the right time, while also monitoring business performance to proactively advise management on workforce adjustments, cost implications, and organizational growth strategies.

Retail industry experience is a strong advantage, as the role demands understanding of sales-driven environments, high-volume staffing, shift structures, and the balance between customer service excellence and cost efficiency.

Key Responsibilities:

Strategic HR Leadership

• Develop and implement HR strategies that align with business objectives, focusing on organizational growth, sustainability, and profitability.
• Provide strategic input on workforce planning, restructuring, and succession planning.
• Advise management on workforce impact when the business is progressing or declining, with clear recommendations on staffing levels, redeployment, or cost-cutting measures.
• Advise the MD/CEO on HR and organizational strategies that will directly contribute to increasing sales and improving business performance.

Manpower Planning & Budgeting

• Prepare annual HR budgets, including salaries, benefits, training, and manpower expansion plans.
• Determine the right time to hire and number of staff required per branch/department, ensuring alignment with sales forecasts, customer traffic, and operational needs.
• Monitor staffing costs versus revenue to maintain profitability and reduce overhead.

Recruitment & Staffing

• Lead recruitment and onboarding processes, ensuring top-quality hires with cultural and technical fit.
• Establish job descriptions, skill requirements, and competency frameworks across all roles.
• Oversee shift planning and scheduling to optimize productivity without overstaffing.

Policy Development & Compliance

• Develop, review, and update HR policies that foster structure, discipline, and growth within the company.
• Ensure compliance with labor laws, health & safety regulations, and retail industry standards.
• Draft and enforce policies on employee conduct, leave, performance management, compensation, and disciplinary measures.

Performance Management & Employee Growth

• Implement performance appraisal systems and KPIs to measure staff contributions.
• Identify skill gaps and design training & development programs for staff at all levels.
• Drive initiatives to improve employee engagement, reduce turnover, and strengthen company culture.

Operations & Business Support

• Work closely with branch managers and operations heads to ensure smooth retail operations.
• Act as a bridge between management and staff, ensuring effective communication and issue resolution.
• Participate in business reviews to evaluate manpower needs against actual performance.

Data-Driven HR & Reporting

• Use HR metrics (turnover, cost per hire, training ROI, absenteeism rates, productivity ratios) to inform decision-making.
• Provide management with periodic HR reports highlighting workforce trends, risks, and opportunities.
• Analyze business performance indicators to recommend workforce adjustments or interventions.

Employee Relations & Discipline

• Build positive employee relations while maintaining discipline and adherence to company values.
• Mediate conflicts and provide guidance on employee grievances.
• Ensure fair and consistent disciplinary processes.

Required Qualifications & Experience:

• Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s degree preferred).
• Certification in Human Resources (CIPM, SHRM, CIPD, HRCI, or equivalent) is mandatory.
• Minimum of 8 years of progressive HR management experience, with at least 3 years in a leadership role.
• Proven track record in HR strategy, operations, budgeting, and organizational development.
• Strong understanding of retail industry dynamics, including high-volume staffing, shift management, and sales-driven performance.

Key Skills & Competencies:

• Strategic thinking with business acumen – ability to link HR decisions to business outcomes.
• Strong financial and budgeting skills to manage manpower costs effectively.
• Excellent policy drafting, implementation, and compliance oversight.
• Strong leadership, people management, and negotiation skills.
• Proactive problem-solving, ability to anticipate risks and propose solutions.
• Effective communication skills (verbal, written, and interpersonal).
• Proficiency in HR software and data-driven HR analytics.
• Ability to manage multi-branch operations and travel across locations.

Additional Advantage:

• Vast experience working in a retail chain or FMCG environment.
• Proven success in reducing overhead costs, optimizing staff schedules, and increasing workforce productivity.
• Demonstrated ability to build HR structures in fast-growing companies.

Salary:

₦400,000 – ₦500,000 monthly (based on experience).