Our client is a foremost firm in the Marine Transport Sector of the economy, with local and international repute, situated in Lagos, Nigeria. The organisation has vast experience managing, enhancing, and improving navigation opportunities for the country waterways.
With the goal of supporting both present and potential business needs through human capital development, engagement, motivation, and preservation, we are seeking a highly qualified and talented human resources manager who will perform a crucial role in developing and implementing strategic initiatives to retain and grow the workforce.
Job Responsibilities
Policy and Strategy – develop strategies, policies and processes for recruiting, retaining and managing staff to ensure diversity and equal opportunity for all.
- Develop, implement and regularly update HR strategy and operation plan.
- Formulate, implement and update human resource policies and procedures, including recruitment and selection, termination, salary structure and benefits, performance management, employee relations, etc; and
- Maintain awareness and knowledge of contemporary HR practices and provide suitable interpretation to management and staff.
Employee Resourcing: Ensure the organisation recruits and retains a quality workforce that receives appropriate training and remains motivated to deliver high-quality services.
- Analyse the need for new or review existing positions and plan recruitment on an annual and quarterly basis for new/ vacant positions.
- Prepare job descriptions and personnel specifications and update them regularly.
- Lead the recruitment process and provide professional support and advice to line managers and departmental heads on best-practice recruitment and selection, interviewing, and contract negotiation techniques.
- Provide professional support and advice to line managers on staff orientation and probation processes.
- Keep current with employment legislation and ensure line managers are effectively briefed on relevant changes.
- Anticipate future staffing requirements regarding numbers, skill levels and competencies, and formulate and implement short-, medium- and longer-term strategies to meet those requirements.
- Prepare succession plan for critical positions
- Monitor the age profile of the workforce and develop an age strategy that recognises the contribution of older workers and encourages young people to enter and remain in employment, as they represent the organisation's future.
- Examine ways to market the organisation more effectively as an employer to young people by developing links with educational institutes and creating young professional training programs.
Human Resource Management Information System (HRMIS) - develop, implement and regularly update Human Resource Management Information System (HRMIS) for timely retrieval of employee information and regular analysis and reporting on:
- Staff turnover and wastage analysis
- Sickness absence
- Recruitment Monitoring
- Staff skills audits
- Attendance
Human Resource Development (HRD) provides staff with learning, development, and training opportunities to improve individual, team, and organisational performance.
- Identify training and development needs and ensure all training and development programs are based on an understanding of what needs to be done and why it needs to be done.
- Develop competency frameworks with line managers that can be used for management development.
- In conjunction with the line manager, plan/prepare a strategy and supporting plan to meet ongoing training and development needs.
- Organised training programmes to meet training and development needs and identified, selected and managed external training and accreditation bodies, agencies and providers necessary to deliver required training to appropriate standards.
Performance Management: Develop a consistent corporate approach to performance management and ensure that the organisation can drive maximum benefit from the process by working efficiently and effectively.
- In consultation with line managers, define/set the purpose of each role, key result areas/principal accountabilities, required competencies, development of performance objectives, performance standards, performance measurement criteria, performance development plans (PDPs) and employee development programs.
- Provide support and advice to line managers when conducting performance reviews.
- Ensure the regular performance review of each employee and maintenance of performance review record.
Salary and Benefits – explore modern and flexible salary and conditions of employment to reflect market conditions and provide fair rewards to motivate and retain the qualified workforce.
- Develop incentive/reward systems, both financial and non-financial, for employees to help make them more efficient, effective and motivated.
- Establish a job evaluation system against agreed criteria and benchmark jobs before determining a future approach to assessing pay levels in line with the Company’s remuneration strategy.
- Benchmarking the Company’s pay and benefits package with a range of other employers to ensure it remains competitive and
- Periodically, via staff surveys, seek employees’ views on pay and conditions and other matters directly related to improving efficiency and service delivery.
Employee Relations: Create the right workplace environment and maintain appropriate systems to address employee grievances and any litigation issues that may arise.
- Maintaining appropriate procedures for handling disciplinary grievances, harassment and discrimination issues and disputes and ensuring that the management and staff involved in applying these procedures have received proper training and mentoring.
- Ensure policies, procedures, practices, and processes comply with employment legislation and national and provincial agreements.
- Facilitate mechanisms to enable staff from disadvantaged and minority groups to fully contribute to, influence and inform the policy and procedures; and
- Create the right workplace environment free of inappropriate or offensive use of language or display of material and protect staff from discrimination and abuse (verbal and physical)
Health and Safety—Develop, implement, and audit the company’s health and safety programs, standards, and procedures and raise awareness among staff.
- Perform other related duties as required.
Admin and Logistics - manage general admin and logistic responsibilities covering the Company and staff.
- Manage all general administration activities:
- Keeping updates on licenses, certificates, and other organisation-renewable documents.
- Insurance registration, renewals, cancellations, claims, etc.
- Planning, preparation and arrangement of meetings, conferences, etc.
- Refurbishment maintenance of office premises and buildings
- Office supplies and consumables
- Legal/Police matters or issues
- Staff-related matters, such as employment offers, contracts, Labour law procedures, and new employee needs (office space, Company-issued assets, employee cards, etc.)
- Maintain staff records such as leave, performance, training, etc.
- Official correspondence/letters, certificates, memoranda
- Expense sheet claims/loan applications and other employee requests
- Develop and agree with Directors and Managers on the performance indicators, time-bound targets with staff and performance evaluation of staff against agreed targets.
- Development of the Company’s vehicle administration standards and vehicle operating policies.
- Implement and supervise the security arrangements for all property, personnel and premises.
- Preparation of annual budgets and periodic reports on operating costs, purchase or lease of vehicles and review purchase requests for new and replacement vehicles.
- Oversee and approve the maintenance and general repairs of vehicles and maintain records.
- Control and supervision of the fuel consumption, vehicle allotment and use of vehicles; and
- Perform other related duties as required
Inventory –
- Develop and implement the inventory management processes to help increase operational efficiency across the organisation.
- Develop, implement and maintain an up-to-date inventory management system and supervise inventory record keeping.
- Provide logistics, administration and inventory management of both expendable and non-expendable items.
- Introduction of systems/measures towards improvement in logistics & assets control.
- Monitor the logistic functioning through regular feedback and liaison and introduce measures to enhance efficiency/cost cutting.
- Ensure the economy in utilisation of assets and monitor any unusually high expenditure/utilisation.
- Security and safety of the assets, as well as the maintenance of all inventory records; and
- Perform other related duties as required.
Requirements
Qualifications & Experience
- 10 years of relevant post-qualification experience in HR/ Admin, including 5 years in a mid-level management position. A minimum of 3 years of experience in a similar role is highly desirable.
- Masters in business administration (MBA) / Human Resource Management (HRM) / Public Administration (MPA) / Management Sciences or related discipline from a HEC recognised university. Foreign qualification will be considered an added advantage.
- Membership in recognised industry or professional organisations.
- Demonstrated proficiency in HR planning, developing and implementing effective HR policies and procedures.
- Proven experience in designing and implementing HR and Admin tools.
- Proven experience in full cycle recruitment, proven ability to create and deliver successful resourcing strategies.
- Proven experience in designing and implementing compensation and benefits plans, exposure to a wide range of reward tools and systems, and previous experience in managing large-scale compensation reviews.
- Proven experience designing, planning and conducting Training Needs Assessments and training programmes.
- Expert in employment law and employee relations and communication.
- Able to contribute to strategic planning and development as an organisation’s executive management team member.
- Mature, credible, and comfortable dealing with senior management, line agencies, public and other stakeholders.
- Empathic communicator, able to see things from the other person's point of view; and
- Well-presented and business-like
Competencies Required
- Strategic thinking and leadership
- Communication and Interpersonal
- Financial and business acumen
- Critical thinking
- Emotional Intelligence
- Conflict Resolution
- Attention to textual details
- Negotiation Skill
- Analytical Skill
