Human Resources Manager

Golborn Services Limited

Golborn Services Limited is a GovTech company focused on accelerating digital transformation across Nigeria's public sector. We develop and deploy innovative technology solutions that improve institutional efficiency, strengthen public service delivery and enable data-driven decision-making.

As we expand our operations across federal and state governments, we are seeking an experienced and highly creative candidates to fill the position below:

Job Title: Human Resources Manager

Location: Abuja

About the role

• We are looking for a proactive, commercially aware and results-driven Human Resources Manager to lead our people operations and support the company's growth.
• The successful candidate will be responsible for developing and implementing HR policies, leading talent acquisition, managing employee performance, supporting organisational development and establishing scalable HR systems.
• This is a hands-on management position requiring someone who can develop HR strategy and also execute day-to-day HR responsibilities.
• We are particularly interested in professionals with experience building HR functions in growing technology companies, consulting firms or other fast-paced organisations.

Key Responsibilities

HR strategy and organisational development:

• Develop and implement an HR strategy aligned with the company's business objectives and growth plans.
• Establish and maintain comprehensive HR policies, procedures, employee handbooks and operational guidelines.
• Support organisational design, workforce planning and the development of appropriate reporting structures.
• Work with departmental heads to identify staffing requirements, competency gaps and future workforce needs.
• Develop annual HR operational plans, budgets and implementation schedules.
• Establish a performance-driven organisational culture that promotes accountability, collaboration and professional excellence.
• Advise management on organisational development, workforce effectiveness and people-related business risks.

Talent acquisition and workforce planning:

• Lead end-to-end recruitment across commercial, technical, administrative and executive functions.
• Develop job descriptions, candidate profiles, recruitment plans and appropriate selection criteria in collaboration with hiring managers.
• Coordinate vacancy announcements, candidate sourcing, screening, interviews, assessments and reference checks.
• Develop structured recruitment processes that support fair, merit-based and efficient hiring.
• Manage employment offers, employment contracts, onboarding and probation processes.
• Build talent pipelines for critical positions and support succession planning.
• Monitor recruitment performance, hiring costs and workforce requirements.

Performance management:

• Design and implement a company-wide performance management framework aligned with organisational objectives.
• Work with departmental heads to develop measurable KPIs and individual performance targets.
• Coordinate probation reviews, quarterly performance evaluations and annual appraisals.
• Develop appropriate performance reporting templates, dashboards and evaluation procedures.
• Support managers in addressing performance gaps and implementing performance improvement plans.
• Establish processes for recognising high-performing employees and supporting professional development.
• Ensure performance reviews are properly documented and completed within agreed timelines.

Learning, development and employee engagement:

• Conduct periodic training needs assessments across the organisation.
• Develop annual learning and development plans aligned with departmental requirements and company priorities.
• Coordinate internal and external training programmes, professional certifications and leadership development initiatives.
• Establish employee development plans and support career progression.
• Design and implement employee engagement and retention initiatives.
• Support the development of a positive workplace culture that encourages innovation, accountability and collaboration.
• Monitor training effectiveness and evaluate the impact of learning investments.

Compensation, benefits and HR administration:

• Administer employee compensation, allowances and benefits in accordance with approved company policies.
• Coordinate payroll inputs and verification with the Finance team.
• Manage employee health insurance, leave administration and other approved benefits.
• Maintain accurate and confidential employee records.
• Support periodic salary reviews, compensation benchmarking and the development of appropriate salary structures.
• Coordinate employee confirmation, promotion, transfer and separation processes.
• Prepare regular HR operational reports for management.

Employee relations and regulatory compliance:

• Ensure HR practices comply with applicable Nigerian employment legislation and regulatory requirements.
• Develop and implement appropriate disciplinary, grievance and dispute resolution procedures.
• Advise management on employee relations, workplace conduct and employment risks.
• Coordinate employee welfare, workplace health and safety initiatives.
• Maintain confidentiality and appropriate protection of employee information.
• Ensure employment contracts, HR documentation and internal policies are properly maintained and periodically reviewed.

HR technology and process improvement:

• Evaluate, recommend and implement appropriate HR management systems.

• Digitise and streamline recruitment, onboarding, leave administration and performance management processes.

• Develop HR dashboards and people analytics to support management decisions.

• Identify opportunities to automate repetitive HR activities and improve operational efficiency.

• Establish appropriate data management, reporting and access-control procedures.

• Continuously evaluate and improve the effectiveness of HR processes.

• What success looks like in this role

You will be expected to:

• Establish and maintain effective, scalable HR policies, processes and systems.

• Attract and onboard qualified professionals within agreed recruitment timelines.

• Implement a company-wide performance management framework with measurable KPIs.

• Ensure timely probation reviews, performance evaluations and employee development planning.

• Maintain accurate employee records and ensure compliance with applicable employment requirements.

• Improve employee engagement, talent retention and HR operational efficiency.

• Provide management with reliable HR data and actionable workforce insights.

• Essential requirements

• Bachelor's Degree in Human Resources Management, Business Administration, Industrial Relations, Psychology or a related discipline.

• Minimum of five years' progressive professional experience in HR, including responsibility for mana