Director, Human Resources

at  CCSI Centre for Communication and Social Impact

JOB DESCRIPTION/REQUIREMENTS

The Director, Human Resources is a strategic mission-driven leader responsible for developing and executing human resources strategy in support of the overall mission and strategic direction of the organization. This includes overseeing talent acquisition, employee relations, performance management, organizational development, total rewards, and compliance. Reporting to the Executive Director and part of the Senior Management Team, the Director, HR will hold a critical role in a multicultural and dynamic organization, drafting and implementing Human Resources policies and guidelines based on DEI approaches to foster a positive, inclusive, and high-performance culture that aligns with the organization’s values and goals.

Responsibilities

• Strategic Human Resources Leadership:
• Develop and implement a comprehensive HR strategy that aligns with the organization’s mission, vision, and strategic objectives.
• Advise the Senior Management Team on HR matters, providing insights and recommendations on organizational design, talent management, and culture.
• Lead organizational change initiatives, ensuring that HR practices support and drive change effectively.
• Designing and implementing strategies for organizational effectiveness and design, diversity and inclusion, workforce planning and analytics, and employee engagement and retention.
• Talent Acquisition and Management:
• Oversee the development and execution of recruitment strategies to attract, develop, and retain top talent across all levels of the organization.
• Work closely with Departmental Heads to ensure the organization’s workforce planning aligns with its strategic objectives and that there are robust succession plans for key roles.
• Oversee CCSI’s overarching recruitment, developing and implementing policies for sourcing, selection, and hiring, with an emphasis on consistently strengthening CCSI’s commitment to diversity
• Performance Management and Development:
• Design and implement a performance management system that fosters a culture of continuous improvement and accountability aligned with both individual and organizational goals.
• Oversee employee development programs, including training, mentoring, and leadership development, to ensure the continuous growth of staff.
• Ensure that employee performance reviews are conducted regularly and that they are aligned with the organization’s goals and values.
• Support and advise managers and leadership team members in their efforts to build thriving teams and development plans.
• Compensation and Benefits:
• Develop and lead the implementation of a competitive compensation and benefits strategy that attracts and retains talent while aligning with the organization’s budget and values.
• Lead the design and implementation of a structured grading system that aligns job levels with compensation, ensuring both internal equity and external competitiveness
• Address existing pay inequities by realigning salaries according to the newly developed grading structure and ensuring ongoing salary equity across all roles.
• Conduct regular market analysis and benchmarking to ensure that salaries and benefits are competitive within the sector, aligned with industry standards, and meet employee needs.
• Ensure the organization’s compensation practices are equitable and comply with local, national, and international laws.
• Employee Relations and Organizational Culture:
• Foster a positive, inclusive organizational culture that supports employee engagement, productivity, and alignment with the organization’s mission.
• Lead efforts to manage and resolve complex employee relations issues, ensuring fairness and consistency in the application of HR policies.
• Serve as a trusted advisor to employees and management on matters of organizational development, culture, and employee engagement.
• Build open and welcoming internal communication channels, where information could be shared and understood by all staff members.
• Lead efforts to create a diverse and inclusive work environment, ensuring that diversity equity and inclusion in are key considerations in all HR processes.
• Compliance and Risk Management:
• Ensure that all HR practices comply with applicable local, national, and international labor laws and regulations.
• Oversee the development and maintenance of HR policies and procedures that mitigate risk and promote compliance across the organization.
• Lead the organization’s response to audits and other compliance-related inquiries, ensuring all HR practices meet required standards.
• Work closely with Compliance unit head to ensure overall organizational compliance
• Leadership and Team Management:
• Provide leadership, direction, and mentorship to the HR team, fostering a collaborative and high-performing HR function.
• Develop and manage the HR department budget, ensuring efficient use of resources in support of the organization’s goals.

• Cultivate a culture of continuous learning and professional development within the HR team.

  Qualification

Essential Skills, Knowledge, and Experience:

• Master’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
• Minimum of 12 years of experience in HR leadership roles, preferably within the international non-profit, and aid sector.
• Proven track record of aligning strategic initiatives with business plans, delivering results with integrity, and building relationships of trust with senior leaders and stakeholders.
• Strong knowledge of international labour laws and regulations, as well as experience managing HR in multiple countries.
• Experience working with donor-funded organizations and understanding the complexities of donor compliance requirements.
• Experience in coaching and developing high-performing teams, facilitating change and innovation, and ensuring compliance with HR principles and practices.
• Exceptional leadership skills with the ability to influence and engage others at all levels of the organization.
• Excellent interpersonal, communication, and negotiation skills, with a strong ability to build relationships and work collaboratively across cultures.
• Demonstrated commitment to diversity, equity, and inclusion in the workplace.
• Experience in managing administrative functions, including facilities management and office operations.

Desirable Skills, Knowledge, and Experience:

• Professional certification in HR (e.g., SPHR, SHRM-CP/SCP, GPHR, CIPD, CIPMN,) is highly desirable.
• Experience in leading HR initiatives in rapidly changing and complex environments.
• Strong project management skills, with the ability to manage multiple priorities and deadlines effectively.
• Experience with HR information systems (HRIS) and data analytics to inform decision-making.

About CCSI
The Centre for Communication and Social Impact (CCSI) is a leading social and behavior change (SBC) organization with expertise in utilizing research evidence to implement effective strategies that address barriers preventing designated audiences from adopting recommended behaviors. Registered in 2001 as a Non-Governmental and Not for not-for-profit organization with the Corporate Affairs Commission of Nigeria, CCSI continues to work towards being the center of excellence in strategic communications in Africa. Driven by values of integrity, passion, care, innovation, and excellence, CCSI focuses on the central role of strategic communication to impact behaviors, build brands, and provide technical leadership in health and social development.

CCSI is an inclusive organization and welcomes applications from under-represented and intersectional groups including persons with disabilities. We are seeking people from different backgrounds, cultures, age, experience and identities, to provide a wide range of experience, ideas, views, and insights into the strategy, policies, culture and ambitions of CCSI.

• As an organization, we are committed to ensuring the safety of those involved in our work. Our priority is protecting everyone who comes in direct or indirect contact with our organization. We have a zero-tolerance approach to abuse and exploitation by any of our staff, representatives, or partners. We commit to ensuring that those who work with CCSI or on our behalf can work in an environment that is free from harm.

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• Strategic Human Resources Leadership:
• Develop and implement a comprehensive HR strategy that aligns with the organization’s mission, vision, and strategic objectives.
• Advise the Senior Management Team on HR matters, providing insights and recommendations on organizational design, talent management, and culture.
• Lead organizational change initiatives, ensuring that HR practices support and drive change effectively.
• Designing and implementing strategies for organizational effectiveness and design, diversity and inclusion, workforce planning and analytics, and employee engagement and retention.
• Talent Acquisition and Management:
• Oversee the development and execution of recruitment strategies to attract, develop, and retain top talent across all levels of the organization.
• Work closely with Departmental Heads to ensure the organization’s workforce planning aligns with its strategic objectives and that there are robust succession plans for key roles.
• Oversee CCSI’s overarching recruitment, developing and implementing policies for sourcing, selection, and hiring, with an emphasis on consistently strengthening CCSI’s commitment to diversity
• Performance Management and Development:
• Design and implement a performance management system that fosters a culture of continuous improvement and accountability aligned with both individual and organizational goals.
• Oversee employee development programs, including training, mentoring, and leadership development, to ensure the continuous growth of staff.
• Ensure that employee performance reviews are conducted regularly and that they are aligned with the organization’s goals and values.
• Support and advise managers and leadership team members in their efforts to build thriving teams and development plans.
• Compensation and Benefits:
• Develop and lead the implementation of a competitive compensation and benefits strategy that attracts and retains talent while aligning with the organization’s budget and values.
• Lead the design and implementation of a structured grading system that aligns job levels with compensation, ensuring both internal equity and external competitiveness
• Address existing pay inequities by realigning salaries according to the newly developed grading structure and ensuring ongoing salary equity across all roles.
• Conduct regular market analysis and benchmarking to ensure that salaries and benefits are competitive within the sector, aligned with industry standards, and meet employee needs.
• Ensure the organization’s compensation practices are equitable and comply with local, national, and international laws.
• Employee Relations and Organizational Culture:
• Foster a positive, inclusive organizational culture that supports employee engagement, productivity, and alignment with the organization’s mission.
• Lead efforts to manage and resolve complex employee relations issues, ensuring fairness and consistency in the application of HR policies.
• Serve as a trusted advisor to employees and management on matters of organizational development, culture, and employee engagement.
• Build open and welcoming internal communication channels, where information could be shared and understood by all staff members.
• Lead efforts to create a diverse and inclusive work environment, ensuring that diversity equity and inclusion in are key considerations in all HR processes.
• Compliance and Risk Management:
• Ensure that all HR practices comply with applicable local, national, and international labor laws and regulations.
• Oversee the development and maintenance of HR policies and procedures that mitigate risk and promote compliance across the organization.
• Lead the organization’s response to audits and other compliance-related inquiries, ensuring all HR practices meet required standards.
• Work closely with Compliance unit head to ensure overall organizational compliance
• Leadership and Team Management:
• Provide leadership, direction, and mentorship to the HR team, fostering a collaborative and high-performing HR function.
• Develop and manage the HR department budget, ensuring efficient use of resources in support of the organization’s goals.
• Cultivate a culture of continuous learning and professional development within the HR team