Head, Human Resources

at  The People Practice

The People Practice - Our client is a network of faith-based initiatives in Nigeria is recruiting to fill the position below:

DESCRIPTION

• Our client is looking for a Head, of Human Resources who will provide strategic leadership in the area of people management and organizational development in order to optimize organizational performance, fulfilling the mission, vision, and core values, and contribute to the actualization of the organization’s mandate.

QUALIFICATIONS

• Minimum of a Bachelor’s Degree or MSc / MA Degree in Human Resources, Business Administration, Social Sciences or a related field from a recognized university.
• Minimum of 8-15 years of professional experience in varied sectors.
• Minimum of 4-5 years of experience in a Senior Human Resources Management position.
• A certified member of the Chartered Institute of Personnel Management or related body is a plus.
• Comprehensive understanding of core human resources processes and systems (recruitment, organization change, workforce planning, Total Rewards, HRIS, HR Analytics, Job Evaluation systems, and Performance management) and best practice standards for each.

Must-Have Skills:

• Self-starter and committed to quality and excellence.
• Flexible with the ability to balance priorities and cope with a demanding workload keeping the organization’s interest in mind.
• A curious mind and love to analyze things with the aim of solving them.
• Innovative, someone who thinks outside the box and see the bigger picture.
• Strong communication
• Implementation of employee engagement strategies that have successfully delivered improved individual employee and organizational performance.
• Ability to create effective working partnerships with key stakeholders and to use these to create and implement people and organization-related business plans that support the achievement of business goals and objectives.
• Experience in a challenging, changing, and complex organization with a special focus on improving the life of people.

Organization Development and Change Management:

• Drive the culture initiatives across the organization.
• Ensure that all roles are well defined and collaborate with departmental heads to ensure that all job descriptions are up to date.
• Manage organizational development (OD) strategies and processes for departments including performance management, talent development, and Learning and Development.
• Ensure the organization is positioned for transitional changes and succession planning

Strategy Leadership:

• Partner with Leadership in developing, reviewing and spearheading the implementation of a HR strategy that supports the organization’s priorities and is aligned to its strategic framework.
• Spearheaded the monitoring and reporting of HR metrics related to talent acquisition, retention, performance management, employee engagement and organizational leadership.
• Play a major and influential role in organizational re-design, change management, promoting accountability, learning and innovation within the organization.
• Provide advisory services to the leadership and senior management team in the areas of HR leadership and organizational development to create an enabling environment and optimize organizational performance.

Organization Development and Change Management:

• Drive the culture initiatives across the organization.
• Ensure that all roles are well defined and collaborate with departmental heads to ensure that all job descriptions are up to date.
• Manage organizational development (OD) strategies and processes for departments including performance management, talent development, and Learning and Development.
• Ensure the organization is positioned for transitional changes and succession planning.

Performance Management:

• Develop and oversee an effective performance management system that promotes high performance.
• Coordinate with Departmental Heads to ensure that staff appreciate the link between performance and reward.
• Lead and actualize the performance management strategy.

Talent Management & Succession Planning:

• Provide professional expertise and support in the design, development, and implementation of the talent review process that is required to achieve business goals and results in the creation of an internal pool of talent.
• Research and assist in the development of Learning & Development programs that focus on enabling the workforce to achieve the organization’s priority-based strategy.
• Collaborate in developing, initiating, and maintaining effective programs for workforce retention, promotion and succession planning.
• Oversee the entire process of workforce planning, outlining the career and succession planning process for key talents and positions in the organization.
• Advise and support Leadership and Departmental Heads on staff turnover and propose measures for talent retention using analytics.

Employee Relations:

• Supporting and advising Leadership on the opportunities for improvement of employee relations.
• Enhance two-way communication within the business units by ensuring employees and other stakeholders are informed of what is happening, why it is happening and how it affects them.
• Implement the disciplinary and grievance handling policies and procedures taking into account the application of law, organization values, operational policies and procedures.
• To liaise with Legal Team and Advisors on all legal issues relating to staff and ensure timely closure of the same.
• In liaison with the Heads of Department and or other concerned Departments, line management and staff, investigate or coordinate the investigation of staff cases relating to disciplinary and grievance matters and ensure their conclusion and or determination.
• Oversee the staff wellness programs and medical scheme.
• Develop and manage employee engagement initiatives.

Business Partnering:

• Support and advice on people’s challenges and issues facing the departments.
• Creating an impactful customer experience to internal clients requiring Human Resources services.
• Participate in employee-related initiatives to ensure the organization embraces and adheres to the company’s defined culture and values within the office.
• Support the business to understand its people.