JOB INFORMATION
Job Opening ID ERJ1843
Industry High Tech
Salary Negotiable
City Lagos
Province Lagos
Country Nigeria
Postal Code 234
JOB DESCRIPTION
Our client is the provider of electronic payment and financial technology solutions. Our client as consistently leveraged its bespoke application development capability to provide e-payment solutions that work perfectly for Nigeria and the West African sub-region. Through extensive research and development. An opportunity has now arisen for an experienced Head, Human Resources
RESPONSIBILITIES
Strategic Human Resource Management
1. Develop and implement HR strategies and initiatives aligned with the overall business strategy
2. Works with Strategy & Growth Execution to establish departmental measurements that support the accomplishment of the company's strategic goals.
3. Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.
4. Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development
5. programs.
6. Report to management and provide decision support through HR metrics
7. Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
8. Interviews management- and executive-level candidates; serves as an interviewer for position finalists.
9. Designs and directs and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
10. Directs a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to executive management.
11. Identifies and monitors the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction culture so that it supports the attainment of the company's goals and promotes employee satisfaction.
Training and Development
1. Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee orientation or onboarding, management development, production cross-training, the measurement of training impact, and training transfer.
2. Assists managers with the selection and contracting of external training programs and consultants.
3. Assists with the development of and monitors the spending of the corporate training budget
Employee Relations
1. Formulates and recommends Human Resources policies and objectives for the company regarding employee relations.
2. Partners with management to communicate Human Resources policies, procedures, programs, and laws.
3. Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
4. Conducts investigations when employee complaints or concerns are brought forth.
5. Monitors the implementation of a performance improvement process with nonperforming employees.
6. Reviews, guides, and approves management recommendations for employment terminations.
7. Reviews employee appeals through the company complaint procedure.
Compensation
1. Establishes the company wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises.
2. Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
3. Monitors all pay practices and systems for effectiveness and cost containment.
4. Leads participation in at least one salary survey per year.
5. With the assistance of the CFO, obtains cost-effective, employee serving benefits; monitors national benefits environment for options and cost savings.
6. Leads the development of benefit orientations and other benefits training.
7. Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
Law
1. Ensure legal compliance throughout human resource management
2. Maintain knowledge of industry trends and employment legislation
3. Ensure adherence to federal, state, and local legal requirements and advise management on needed actions to remain compliant
4. As a representative of the company, establish and maintain professional contacts with other organizations and businesses concerning recruiting, employment, and related international policies and practices.
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COMPETENCIES
1. Proven working experience as HR Manager or other HR Executive
2. Broad knowledge and experience in organizational planning and development, employee relations and training and development.
3. Excellent interpersonal and coaching skills
4. Demonstrated ability to lead and develop Human Resource staff members
5. Demonstrated ability to interact effectively with Executive Management and the Board
6. Demonstrable experience with Human Resources metrics
7. Knowledge of HR systems and databases
8. Ability to architect strategy along with leadership skills
9. Excellent active listening, negotiation, and presentation skills
10. Evidence of the practice of a high level of confidentiality
11. In-depth knowledge of labor law and HR best practices
QUALIFICATION
1. Relevant Bachelor’s degree
2. Minimum of 10 years or progressive leadership experience in Human Resources
3. Post graduate degree in human resource management will be an added advantage
4. Professional qualification/ certification in HR Management e.g. Global Professional in HR (GPHR), Senior Professional in HR (SPHR), Chartered Institute of Personnel Management (CIPM), Chartered Institute of Personnel and Development (CIPD) etc.
5. Active affiliation with appropriate Human Resources networks and organizations is an advantage qualification
6. A tertiary qualification in, commerce, business, sales, marketing or a related discipline is preferred.
7. A post graduate qualification in a related discipline would be an advantage.
8. At least 7 to 12 years in a senior management role overseeing Sales and Business Development within the financial payments sector.
9. Knowledge of the payments and financial services sector is a must.
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English 
FRENCH
