Human Resource Lead at Myrtle Management Consultants – Apply Now

Job Description

HR Strategy Development

• Implement the company’s HR mission, vision, and strategic plan that supports and enables the company’s business goals; communicate and advocate to Executive management
• Design, communicate, and lead the implementation of people initiatives that support the company’s business strategy and enhance the effectiveness of the workforce
• Develop and communicate HR effectiveness metrics and measurements; review metrics with and recommend actions to Executive management on a regular schedule

Policy Development

• Develop and implement HR policies to suit changing business needs
• Update the company’s HR policies and procedures in line with business strategy and plans.
• Interpret and discuss HR policies and procedures with managers and employees.

Industrial Relations

• Understand Collective Bargaining- meaning, the process content and challenges
• Effective handling of negotiations with unions – Industrial Relations and Union Rights – Industrial Relations Systems in Nigeria
• Structure, Parties, and Challenges
• Legal Framework for Industrial Relations Practice

Reward Strategy

• Implement the company’s benefits strategy and policy in line with company goals; ensure alignment of all new benefits programs
• Ensure the company’s reward strategy and programs are designed to attract and retain employees
• Partner with Executive management to approve new or changed recognition programs in line with the overall rewards strategy
• Ensure short- and long-term incentives are aligned with the company compensation strategy

Performance Management

• Supervise the company’s employee performance evaluation process and brief Executive management on the outcome of the process
• Track and Monitor the performance review process and monitor progress toward key success metrics for the performance evaluation process
• Review HR metrics related to employee pay increases that stem from the appraisal exercise, ensuring budget allocation meets organizational goals.

HR Analytics

• Explain the links between HR analytics and business performance
• Gather and analyze data from Human Resource Information and other appropriate sources.
• Present HR scorecard to business managers, providing practical analysis that they can easily consider and utilize.
• Set goals for HR metrics at a group level, present performance against goals, and propose action plans to address any concerns.
• Analyze Departmental performance indicators, partnering with business management to research the root cause of any areas of concern and create action plans to address.

Change Management

• Implement change management plans in line with business direction.  
• Facilitate forums to discuss the goals and impact of the change in partnership with executive management.
• Advise managers on their roles in the implementation of a change and an associated change management plan

Learning & Development Strategy

• Establish and communicate a vision for how the learning function adds value, improves business performance and enables execution;
• Partner with senior management to advocate performance improvement through learning
• Communicate industry trends and company priorities and their impact on the company’s workforce development to the senior management
• Communicate the critical workforce development priorities to executive management
• Establish and implement an overall agenda and direction for the learning and development function with key metrics for evaluating its impact on employee and business performance

Organizational Development

•  Partner with Executive management to approve and support organizational design activities aimed at optimizing organizational capability and alignment with company goals
• Design a change in organizational structure that impacts a large organization or the whole company, in partnership with executive management
• Lead executive management through an assessment of the alignment of organizational culture with mission and goals;
• Lead efforts to realign culture with goals and mission when needed

Employee Life Cycle ( Entry, Onboarding, Employee Experience, Employee Engagement and Exit) 

• Manage all Company recruitment & Manpower Planning – Oversee the entire recruitment strategy for the company which includes attracting and retaining talented employee
• Primarily responsible in driving employee Inductions and Exit processes.  
• Improve the Employee Value proposition and company employee retention strategies

Statutory Compliance 

• Ensure compliance with all statutory requirements (NSITF, PENCOM, GROUPLIFE and ITF)

Field Management In conjunction with the Technical and Operations team,

• Ensure that crew are selected carefully based on high standards, with their Certificates in place, and efficiently administer the crewing function thereby contributing significantly to building the business.
• Supervise and ensure that the training and development required for all crew are up to date and maintained in accordance with client and regulatory requirements
• Supervise the Administrative unit. 
• Manage Brand Communications, corporate outlook and stationaries, website management
• Supervise all CSR Initiatives and execution
• Manage all community relationships with the company
• Supervise the production of corporate gift items

Qualifications

• 5 years of experience in transportation, law, banking, IT, FMCG, manufacturing, etc.
• A legal background 
• Prior experience in HR and administration, with a focus on legal industry HR is preferred.
• Strong knowledge of labor laws and regulations specific to the legal profession.
• Excellent communication, organizational, and problem-solving skills.
•  Discretion and the ability to handle sensitive and confidential information.
• Proficiency in HR software and tools.