Human Resources Manager

Job 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:

• Lead 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 Indicator