HR (Human Resources) Manager

HR (Human Resources) Manager

TGI Nigeria Ltd has the mandate to focus on highly competitive & growth intensive sectors: Culinary, Condiments & Other Packaged Foods.

The company has been assigned to design a fundamentally robust FMCG business model - based on the principles of Insight Driven Strategic Marketing and grounded on an efficient Sales, Distribution and Logistic inf...

HR (Human Resources) Manager

• Job Type Full Time
• Qualification BA/BSc/HND
• Experience 7 - 10 years
• Location Lagos
• Job Field Human Resources / HR

Job Summary

The HR Manager will partner with business and functional leaders to translate business priorities into practical people solutions that enable the company. The role will provide end-to-end HR support across workforce planning, talent acquisition, onboarding, performance management, employee engagement, capability development, employee relations, HR operations and people analytics, while helping to build a performance-driven and inclusive workplace.

Job Details

HR Business Partnering & People Strategy

• Partner with business leaders to understand commercial and operational priorities and translate them into appropriate people interventions.
• Support the development and execution of the division's people agenda.
• Provide practical HR guidance to managers on workforce, organization and employee matters.
• Use workforce information and business insights to identify emerging people priorities.

Workforce Planning & Talent Acquisition

• Partner with hiring managers to identify workforce requirements and support manpower planning.
• Coordinate end-to-end recruitment for assigned functions and locations.
• Build pipelines for critical and recurring roles, particularly within commercial, operations and support functions.
• Promote disciplined recruitment governance and appropriate candidate assessment.
• Support effective onboarding and integration of new employees.

Performance & Talent Management

• Coordinate the performance-management cycle for the assigned business areas.
• Support managers in setting clear objectives, conducting performance conversations and documenting development priorities.
• Facilitate talent reviews and identify capability and succession needs.
• Support development plans for critical talent and emerging leaders.
• Partner with relevant stakeholders to strengthen the leadership and talent pipeline.

Learning & Capability Development

• Conduct capability-gap assessments in partnership with functional leaders.
• Translate identified business capability requirements into relevant learning interventions.
• Coordinate functional and behavioral development initiatives.
• Track effectiveness and business application of agreed learning interventions.
• Encourage a culture of continuous development.

Employee Engagement & Culture

• Support initiatives that strengthen employee experience, engagement and retention.
• Facilitate employee communication and feedback channels.
• Work with leaders to reinforce desired workplace behaviors and organizational values.
• Support action planning arising from employee feedback and engagement activities.
• Champion an environment where employees can contribute ideas and take ownership.

Employee Relations

• Provide guidance to managers and employees on workplace issues.
• Support fair and consistent application of HR policies and procedures.
• Manage employee relations matters professionally and maintain appropriate documentation.
• Support disciplinary and grievance processes in line with applicable policy and employment requirements.
• Promote constructive employee-management relationships.

HR Operations & Governance

• Ensure employee documentation and HR records are complete and accurate.
• Support effective implementation of HR policies, processes and procedures.
• Work with relevant HR teams on employee lifecycle processes.
• Maintain confidentiality of employee and business information.
• Monitor adherence to approved HR practices and escalate material concerns appropriately.

People Analytics & Reporting

• Prepare and maintain HR dashboards and management reports.
• Monitor workforce indicators such as recruitment progress, headcount, turnover, attendance, performance completion and learning activities.
• Identify patterns and provide actionable insights to HR and business leadership.
• Use people data to support workforce and talent decisions.

Requirements

• Ideal Candidate: An experienced HR professional with strong business partnering capabilities and preferably 7 to 10 years of progressive HR experience within Beverages, FMCG, or a closely related consumer business.

Education

• Bachelor's degree in Human Resources, Industrial Relations, Business Administration, Psychology or a related discipline.
• Relevant postgraduate qualification would be an advantage.
• Professional HR certification such as CIPM, SHRM or CIPD would be an advantage.

Experience

• 7 to 10 years of progressive HR experience, with substantial exposure to HR business partnering or generalist HR responsibilities.

• Prior HR experience within Beverages, FMCG, sales/distribution consumer business.

• Experience supporting commercial and/or operational populations across multiple locations would be useful.

• Practical exposure to talent acquisition, performance management, employee relations, engagement, learning and workforce planning.

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