HR Manager in Lagos, Nigeria

at Global Profilers

Human Resources
Minimum Qualification
Bachelor's Degree
Required Experience
5 - 7 years
Employment Type
Full Time
Male or Female

Job Description

Job Purpose   

The individual will identify and evaluate the strategic priorities in order to develop, integrate, deliver and manage fit-for-purpose HR strategies 


  • To strategically align talent in the Business Units to needs of the business through appropriate resourcing, selection and management of bench strength including the alignment of the organization & global strategies to local needs.  
  • To develop, manage and support strategic change initiatives.  
  • To assess the efficiency of the commercial structure, culture, people, capabilities and consult on ways to improve organizational effectiveness and to deliver its contract commitments.
  • To manage the strategic measurement systems for improving individual contribution and driving overall organizational performance.  
  • To develop and manage policies and practices that foster positive working relationships between employees and the organization while meeting legal, social and organizational standards.  
  • To understand and apply key HR expertise areas to ensure effective delivery
  • Ensure that the business has in place the most effective organization to deliver the business strategy by:
  • Applying, in conjunction with line colleagues, the HR roadmap as part of the contract process.
  • Developing organization and individual capability working with Talent/Line manager through effective change strategies
  •  Refine organization structures if necessary whilst  ensuring that  appropriate transition plans are in place
  •  Implementing Group HR processes policies and standards in a way that fits the Nigerian legislative and cultural environment. Translates company polices into designated client/Business unit base-specific HR actions.
  • Ensure that  Group  can attract, motivate, develop and retain great talent, through effective resourcing (in concert with the Resourcing and Talent Unit), training & development, performance management and reward strategies as this related to designated client base.    
  • Ensure that the individual and collective relationships between the business and its people are healthy, open and collaborative through appropriate communication strategies and management behavior.  
  • Act as a coach and source of advice on performance and development issues – intervening where necessary to improve management and team effectiveness
  • Implementing group wide initiatives in the areas such as organization development, reward, and talent management to support all of the above
  • Partner with designated client base in performance management and other HR processes: potential review and organization and people review (organization review, succession planning, and individual talent development plan). Supervise the administration of Performance Improvement plan to affected staff.
  • Work with the Resourcing and Talent Unit to manage new employee probation process in the designated client base.
  • Work with Strategy and Rewards Unit in implementing annual merit increments.
  • Conduct exit interviews for all staff that voluntarily resigns from the business (mgt and non-mgt) and passes same to Resourcing and talent Unit.
  • Assist designated functional heads to formulate team HR plans and ensure execution.
  • Walk the floor –pays periodic visits to the various operation sites transfers/redeployments within designated client-base.
  • Work with all teams to ensure that competency levels are tracked with  plans in place to close gaps/upscale competencies
  • Collaborate with Learning and Development (Resourcing and Talent Mgt Unit) on training for client   base. 

Responsibilities by Function

  • Meets formally and informally with staff (management and non-management) in the designated client base.
  • Coordinate Strategic HR Direction
  • Ensure that the business has in place the most effective organization to deliver the business strategy by:
  • Understanding the business within its competitive environment
  • Completing strategic environmental analysis
  • Applying, in conjunction with line colleagues, the HR roadmap as part of the contract process
  • Making timely strategic decisions HR Change Facilitation
  • Diagnose the need for change
  • Develop organization and individual capability through effective change strategies
  • Refine organization structures if necessary and ensuring appropriate plans are implemented 

Key Outputs/KPI  

  • Effectiveness of HR processes in the Business Units supported.
  • Evidence of strategic HR contribution to the function
  • Current industrial relations atmosphere
  • Effective collaborations  with Unions (Internal & External)
  • Management  of Change and changes that are on-going within the business
  • Effective  employee communications.



  • Strong interpersonal, communication, networking and influencing skills
  • Supply Chain understanding and experience
  • Integrity and courage
  • Consulting and problem solving skills
  • A collaborative style.
  Apply Now

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