Group HR Manager

To provide strategic leadership for the Group’s human resources function by developing and implementing people strategies, policies, systems and practices that support business growth, operational excellence and a high-performance culture across all Group companies. The role is responsible for ensuring that the Group attracts, develops, engages and retains high-calibre talent while maintaining strong HR governance, regulatory compliance and effective workforce management.

KEY

RESPONSIBILITIES

• Group HR Strategy and Leadership

• Develop and implement a Group-wide HR strategy

• aligned with the Group’s business objectives and growth plans.

• Establish consistent HR policies, standards,

• processes and governance frameworks across all subsidiaries and business

• units.

• Advise the Group MD/CEO and senior leadership on

• workforce, organizational and people-related matters.

• Provide strategic HR support for business

• expansion, restructuring, mergers, acquisitions and new business

• initiatives.

• Drive a strong performance-oriented, ethical and

• collaborative organizational culture across the Group.

• Workforce Planning and Organization Development

• Lead Group-wide workforce planning and manpower

• budgeting.

• Assess current and future talent requirements and

• develop strategies to close workforce gaps.

• Support organizational design, restructuring,

• succession planning and leadership development.

• Review organizational structures, reporting lines

• and role responsibilities to ensure effectiveness and scalability.

• Develop workforce analytics and HR metrics to

• support management decision-making.

• Talent Acquisition and Employer Branding

• Establish Group-wide recruitment and selection

• standards to attract high-quality talent.

• Oversee recruitment for critical, senior and

• specialist positions across the Group.

• Develop talent pipelines and succession plans for

• key positions.

• Strengthen the Group’s employer value proposition

• and employer brand.

• Ensure effective onboarding and integration of new

• employees.

• Performance Management

• Develop and manage a robust Group-wide performance

• management framework.

• Ensure that employees have clear objectives, KPIs

• and performance expectations.

• Coordinate performance reviews, performance

• improvement plans and talent reviews.

• Promote a culture of accountability, meritocracy

• and continuous performance improvement.

• Support management in addressing underperformance

• fairly and consistently.

• Compensation, Benefits and Rewards

• Develop and maintain competitive compensation and

• benefits structures across the Group.

• Conduct salary benchmarking and periodic

• compensation reviews.

• Establish appropriate grading, salary bands and

• reward frameworks.

• Oversee payroll governance and ensure accurate and

• timely employee compensation.

• Develop incentive and recognition programs that

• support business performance and employee retention.

• Learning, Development and Succession

• Develop Group-wide learning and development

• strategies based on organizational and individual capability gaps.

• Establish leadership and management development

• program.

• Support professional development, certifications,

• coaching and mentoring initiatives.

• Develop succession plans for critical roles and

• high-potential employees.

• Measure the effectiveness and business impact of

• training program.

• Employee Relations and Engagement

• Provide leadership on employee relations,

• grievance management, disciplinary matters and workplace conflict

• resolution.

• Promote positive employee-management relationships

• and a healthy workplace culture.

• Develop employee engagement and retention

• initiatives.

• Monitor employee satisfaction, engagement trends

• and key workforce risks.

• Ensure consistent and fair application of HR

• policies across Group companies.

• HR Policies, Compliance and Governance

• Develop, review and maintain the Group’s HR

• policies, procedures and employee handbook.

• Ensure compliance with applicable Nigerian

• employment laws, regulations and statutory requirements.

• Monitor HR practices across subsidiaries to ensure

• adherence to Group standards.

• Maintain appropriate HR documentation, records and

• controls.

• Identify and mitigate people-related legal,

• operational and reputational risks.

• HR Systems, Analytics and Reporting

• Lead the implementation and effective utilization

• of HRIS and other HR technology solutions across the Group.

• Establish reliable HR data and reporting systems.

• Prepare periodic HR reports and dashboards

• covering headcount, turnover, recruitment, compensation, performance,

• absenteeism, training and other key indicators.

• Use people analytics to identify trends, risks and

• opportunities and support evidence-based management decisions.

• HR Team Leadership

• Lead, coach and develop the Group HR team and HR

• personnel across business units.

• Establish clear objectives, performance

• expectations and accountability for the HR function.

• Build HR capability and promote consistent

• professional standards across the Group.

• Ensure HR teams provide responsive, commercially

• focused and employee-centred support to business leaders.

• Strategic Business Partnership

• Partner with business unit heads and senior

• management to translate business objectives into effective people

• strategies.

• Provide HR input into business planning, budgeting

• and strategic decision-making.

• Support leadership teams in managing organizational

• change and transformation.

• Serve as a trusted adviser to management on

• people, organizational and employment matters.

Requirements

• Bachelor’s degree in Human Resources, Business

• Administration, Industrial Relations, Management, Psychology or a related

• discipline.

• A Master’s degree in Human Resources, Business

• Administration, Management or a related field is an advantage.

• Professional membership/certification with CIPM,

• SHRM, HRCI or an equivalent professional body is required/preferred.

• Minimum of 8–12 years’ progressive HR

• experience, with significant experience in a managerial or strategic

• HR leadership role.

• Demonstrated experience managing HR across

• multiple business units, subsidiaries or locations.

• Strong knowledge of Nigerian employment

• legislation, HR best practices and contemporary people management.

• Experience in workforce planning, talent

• management, compensation, performance management, employee relations and

• HR governance.

• Strong HR analytics, reporting and HRIS

• capability.

Benefits

• Join the Group’s leadership team in
• shaping a high-performing, people-driven organization, with the opportunity to
• influence culture, talent and business growth across multiple businesses while
• enjoying competitive compensation, meaningful leadership exposure and strong
• professional growth opportunities.