Head People and Culture

Head People and Culture

StreSERT is a professional services organisation that offers quality stress-free solutions to corporate organisations. We offer business support and integrated solutions in different areas that ensure business objectives are achieved.

Critically, we evaluate issues as they impact your business, and consequently deploy the appropriate skills and competenci...

Head People and Culture

• Job Type Full Time
• Qualification BA/BSc/HND
• Experience 10 - 12 years
• Location Lagos
• Job Field Human Resources / HR

REF NO: HPC-NI-26

JOB SUMMARY

Lead the company’s people agenda and administration across the Lagos and Abuja offices. Build an engaged, capable and accountable workforce; strengthen organisational culture and performance; and provide efficient, safe, and well-controlled workplace services that support the Company’s mandate as the .ng registry.

Key Duties and Responsibilities

People strategy and workforce planning

• Develop and deliver an annual people and culture plan, workforce plan and budget aligned with the company’s strategy, capability needs and approved establishment.
• Advise the COO and managers on organisation design, role clarity, succession, workforce risks and change management using reliable people data.
• Own job descriptions, job evaluation inputs and consistent people policies; recommend improvements to reward, employee experience and working practices.

Talent performance and culture

• Manage recruitment, selection, onboarding, probation, internal movement and exit processes with clear criteria, documented decisions and positive candidate and employee experiences.
• Embed measurable objectives, regular performance conversations, fair appraisals and practical support for underperformance; coach managers on consistent application.
• Identify skills gaps and deliver learning and leadership development plans; assess whether learning improves workplace capability.
• Lead engagement surveys, listening sessions, recognition, wellbeing and inclusion initiatives; track and close agreed culture improvement actions.

Employee relations and people operations

• Manage grievances, employee relations and disciplinary processes fairly and confidentially, working with Legal and Compliance on legal interpretation and sensitive cases.
• Maintain accurate employee records, leave, benefits and authorised payroll inputs; reconcile changes with Finance and protect confidential employee information.
• Optimise Sage 300 People or the approved HR information system, including workflows, access controls, data quality and monthly workforce reporting.
• Administration across Lagos and Abuja
• Oversee facilities, office services, utilities, security, cleaning, travel, and logistics for both offices, with clear service standards and local responsibilities.
• Manage administrative purchasing, vendor performance, asset registers, maintenance schedules and renewals within approved procurement and financial controls.
• Coordinate workplace health and safety, incident reporting, emergency preparedness and administrative business continuity with relevant teams.
• Provide monthly people and administration dashboards, budget variance reports and risk updates; support committee submissions and implement approved decisions within the role’s remit.

Key Performance Indicators

Proposed performance measures. Confirm targets, baselines, service levels and weightings with the line manager within the first 60 days; review quarterly. Measures apply to work within the role’s control and approved resources.

Performance Areas; Performance Measures

Recruitment and onboarding

• At least 90% of approved vacancies filled within agreed role-specific timelines; 100% of new hires complete scheduled onboarding and probation reviews.

Performance management

• At least 95% of eligible staff have agreed objectives and completed reviews by each cycle deadline; improvement plans followed up on schedule.

Culture and retention

• Complete an annual engagement survey and at least 90% of due improvement actions; track regretted turnover and agree an improvement target against the baseline.

Capability and succession

• At least 90% of priority learning actions delivered on schedule; report learning application and succession coverage for agreed critical roles.

People records and payroll inputs

• 100% of authorised payroll changes submitted by cut-off; at least 99% accuracy in sampled employee records and payroll inputs; access reviews completed quarterly.

Employee relations

• 100% of cases logged securely, acknowledged within two working days and progressed within policy timelines, with documented outcomes and escalation.

Office and vendor services

• At least 95% of administrative requests resolved within agreed service levels across both offices; all critical maintenance and safety actions completed by due date.

Budget and management reporting

• Submit the monthly dashboard by the agreed date; investigate variances above the approved threshold and track agreed corrective actions.

Person Specification

• General Education

• Bachelor’s degree in Human Resource Management, Industrial Relations, Psychology, Business Administration or a related discipline. A relevant master’s degree is an advantage.

• Professional Qualification

• Relevant HR professional qualification or chartered membership, such as CIPM, CIPD, SHRM or HRCI, is required. Evidence of continuing professional development is expected.

• Work Experience

• Minimum of 10 years of progressive HR experience, including at least three years leading a people or HR function or team. Demonstrated responsibility for office administration, facilities or service vendors, preferably across more than one location.

• Essential Requirements

• Evidence of delivering performance management, employee relations, recruitment, learning, engagement and organisational change initiatives.

• Practical understanding of employment obligations and fair HR processes; ability to work effectively with legal specialists.

• Experience managing people budgets, HR information systems, payroll inputs, vendor service levels and confidential employee data.

• Desirable Requirements

• Experience in a technology, professional services, membership, regulatory or similarly stakeholder- intensive organisation; hands-on use of Sage 300 People.

• Skills and Competencies

• Competencies

• Ethical judgement and discretion; people leadership; fairness and empathy; service orientation; accountability; sound judgement under pressure; influence and collaboration.

SKILLS

• Workforce planning; organisation developmen