Title: Human Resources Manager

Location: Lagos

Employment Type: Full-time

Job Summary

• The Human Resources Manager will lead the development and execution of the organisation’s human resources strategy, ensuring that people management practices support business objectives, operational efficiency, regulatory compliance, and sustainable organisational growth.
• The successful candidate will oversee the full HR function, including workforce planning, talent acquisition, performance management, compensation and benefits, employee relations, learning and development, HR operations, and organisational development. The role requires a commercially minded HR professional capable of translating business needs into effective people strategies, strengthening accountability, improving employee productivity, and building a high-performance organisational culture.
• The ideal candidate must demonstrate strong leadership, sound judgement, analytical capability, excellent stakeholder management skills, and the ability to manage sensitive employee matters with professionalism and confidentiality.

Key Responsibilities

HR Strategy and Workforce Planning:

• Develop and implement HR strategies, policies, procedures, and initiatives aligned with the organisation’s business objectives.
• Partner with senior management to identify workforce requirements, organisational priorities, succession needs, and critical talent gaps.
• Establish effective workforce planning and manpower budgeting processes to ensure optimal staffing levels and cost efficiency.
• Provide management with data-driven insights and recommendations on employee productivity, workforce costs, retention, and organisational effectiveness.
• Review and improve HR processes to strengthen operational efficiency, accountability, and service delivery.

Talent Acquisition and  Recruitment:

• FindRecruitersLead end-to-end recruitment activities, including manpower requisitions, job analysis, job descriptions, candidate sourcing, screening, interviews, assessments, reference checks, and offer negotiations.
• Develop effective recruitment strategies to attract qualified candidates for technical, managerial, and executive positions.
• Work closely with departmental heads to define role requirements, assess candidate suitability, and ensure timely hiring decisions.
• Establish recruitment performance indicators, including time-to-fill, cost-per-hire, offer acceptance rates, and quality of hire.
• Maintain a structured talent pipeline for critical positions and ensure effective onboarding and integration of new employees.

Performance Management and Employee Productivity:

• Design, implement, and manage an effective performance management framework that connects individual employee targets with departmental and organisational objectives.
• Coordinate the development and review of Key Performance Indicators (KPIs), performance contracts, and departmental scorecards.
• Monitor performance appraisal cycles and ensure managers conduct objective, evidence-based performance assessments.
• Identify underperformance and coordinate appropriate performance improvement plans, coaching, and follow-up reviews.
• Advise management on performance-related decisions, including promotions, confirmation, recognition, disciplinary action, and separation.
• Promote a performance-driven culture built on measurable results, ownership, and accountability.

Compensation, Benefits, and Payroll Management:

• Develop and maintain competitive compensation structures, salary grades, job classifications, and employee benefit frameworks.
• Coordinate monthly payroll processing, ensuring the accuracy of employee records, salary adjustments, allowances, deductions, and statutory contributions.
• Review payroll reports and reconcile payroll changes against approved employee records and management authorisations.
• Ensure timely and accurate administration of pension contributions, Pay-As-You-Earn (PAYE) tax, and other applicable statutory obligations.
• Conduct periodic compensation reviews to support internal equity, market competitiveness, and effective personnel cost management.
• Advise management on salary reviews, promotion-related adjustments, employee benefits, and compensation decisions.

Employee Relations and Disciplinary Management:

• Manage employee relations matters, including grievances, workplace conflicts, complaints, disciplinary cases, and investigations.
• Ensure disciplinary procedures are handled fairly, consistently, confidentially, and in accordance with applicable labour laws and company policies.
• Advise management on employee misconduct, absenteeism, workplace disputes, performance concerns, and employment-related risks.
• Oversee employee engagement initiatives designed to improve morale, retention, collaboration, and workplace effectiveness.
• Manage employee exits, including resignations, terminations, exit interviews, handover processes, and clearance documentation.
• Maintain appropriate employee relations records and recommend practical interventions to prevent recurring workplace issues.

 Learning and Development:

• Conduct periodic training needs assessments in collaboration with departmental heads.
• Develop and implement an annual learning and development plan aligned with organisational priorities and identified competency gaps.
• Coordinate technical, managerial, compliance, leadership, and professional development programmes.
• Evaluate training effectiveness and measure improvements in employee competence, performance, and productivity.
• Support leadership development, succession planning, coaching, and internal  career progression.

HR Operations, Policies, and Documentation:

• Develop, review, and maintain the employee handbook, HR policies, standard operating procedures, and other employment-related documentation.
• Ensure proper administration of employment contracts, offer letters, confirmation letters, promotion letters, disciplinary correspondence, and separation documents.
• Maintain accurate and confidential employee records, personnel files, leave records, attendance data, and organisational charts.
• Establish effective processes for leave administration, employee confirmation, probation monitoring, transfers, promotions, and employee movements.
• Ensure HR documentation is complete, properly authorised, and readily available for legitimate internal reviews and audits.
• Drive the use of HR technology and digital recordkeeping to improve data accuracy, reporting, and administrative efficiency.

Labour Law and Regulatory Compliance:

• Ensure HR practices comply with applicable Nigerian employment legislation, pension requirements, tax obligations, and other relevant statutory provisions.
• Monitor changes in labour regulations and advise management on their implications for employment policies and business operations.
• Coordinate the maintenance of statutory employment records and documentation required for regulatory inspections and audits.
• Support compliance with applicable industry-specific employment, conduct, confidentiality, and workplace requirements.
• Identify employment-related compliance risks and recommend corrective measures to management.
• Liaise with relevant regulatory authorities, professional advisers, and external service providers on HR-related matters where required.

Organisational Development and Culture:

• Promote a professional, ethical, inclusive, and high-performance work environment.
• Support organisational restructuring, role clarification, reporting-line reviews, and departmental realignment when required.
• Develop initiatives that strengthen employee engagement, leadership effectiveness, communication, and collaboration.
• Identify critical roles and support succession planning to improve business continuity.
• Advise management on organisational effectiveness, employee retention, workforce capability, and change management.

HR Analytics, Reporting, and Management Advisory:

• Prepare and present periodic HR reports to management covering headcount, recruitment, payroll, turnover, absenteeism, leave utilisation, performance, and training.
• Develop and maintain HR dashboards and measurable indicators to support management decision-making.
• Monitor HR expenditure against approved budgets and identify opportunities for cost optimisation.
• Analyse workforce trends, identify emerging people-related risks, and recommend evidence-based solutions.
• Provide timely updates on critical vacancies, employee performance concerns, disciplinary matters, and workforce planning requirements.
• Maintain reliable HR data and ensure that management reports are accurate, relevant, and submitted within agreed timelines.

Key Performance Indicators (KPIs)

Performance in this role will be assessed against agreed targets, including:

•  Recruitment Efficiency: Timely closure of approved vacancies against agreed recruitment timelines.
• Quality of Hire: Suitability, performance, and retention of newly recruited employees.
• Payroll Accuracy: Accurate and timely processing of payroll, with appropriate approvals and reconciliations.
• Regulatory Compliance: Timely fulfilment of applicable HR and employment-related statutory obligations.
• Performance Management: Completion of performance reviews and implementation of agreed performance improvement actions within established timelines.
• Employee Retention: Monitoring and reduction of avoidable employee turnover, particularly among critical and high-performing employees.
• Training Effectiveness: Delivery of approved training programmes and evidence of improvements in employee competence or performance.
• HR Documentation: Accuracy, completeness, confidentiality, and accessibility of employee records.
• Employee Relations: Timely resolution and appropriate documentation of employee grievances and disciplinary matters.
• HR Cost Management: Effective monitoring of personnel costs, recruitment expenditure, training budgets, and other approved HR expenses.
• Management Reporting: Submission of accurate and actionable HR reports within agreed deadlines.
• Process Improvement: Implementation of measurable improvements in HR systems, turnaround times, service delivery, and workforce administration.

Requirements

• A Bachelor’s Degree in Human Resources Management, Business Administration, Industrial Relations, Psychology, or a related discipline.
• A minimum of five (5) years of relevant progressive HR experience, with at least two (2) years in a supervisory or managerial role.
• Membership of the Chartered Institute of Personnel Management of Nigeria (CIPM) is required or strongly preferred, depending on organisational policy.
• Additional professional certifications, such as CIPD or SHRM, will be an advantage.
• Demonstrable experience managing multiple HR functions, preferably within financial services, banking, fintech, lending, or another regulated business environment.
• Proven experience in recruitment, performance management, employee relations, compensation and benefits, payroll administration, and labour law compliance.
• Experience preparing HR reports, workforce budgets, management presentations, and HR performance dashboards.
• Familiarity with HR information systems, payroll applications, and Microsoft Office tools, particularly Excel.

Required Competencies:

The successful candidate must demonstrate:

• Strategic Thinking: Ability to align HR initiatives with business priorities and organisational growth.
• Leadership and People Management: Ability to lead HR operations, influence managers, and drive accountability.
• Commercial Awareness: Understanding of the relationship between workforce decisions, operating costs, productivity, and business performance.
• Analytical and Problem-Solving Skills: Ability to interpret HR data, identify underlying issues, and recommend practical solutions.
• Employee Relations Expertise: Ability to manage sensitive employee matters with fairness, sound judgement, and discretion.
• Regulatory Knowledge: Strong understanding of Nigerian employment practices and relevant statutory obligations.
• Communication and Negotiation: Ability to communicate effectively with employees, senior management, and external stakeholders.
• Confidentiality and Integrity: Ability to handle sensitive employee, payroll, disciplinary, and management information responsibly.
• Organisation and Execution: Ability to manage competing priorities, meet deadlines, and maintain accurate records.
• Technology Proficiency: Competence in HRIS platforms, payroll systems, Microsoft Excel, and digital reporting tools

Method of Application

Interested and qualified candidates should send their CV to: recruitment.talentadvisory@gmail.com using the  Job Title as the subject of the email.