Human Resources Manager

Job Purpose

• The Human Resources Officer delivers high-quality operational and strategic HR support across the employee lifecycle.
• The role supports the organization's people strategy by driving recruitment, onboarding, engagement, performance management, learning and development, administration, policy compliance, payroll support, and employee relations.
• Acting as a trusted partner to employees and line managers, the HR Officer ensures all processes are efficient, legally compliant, and aligned with company culture.

Key Responsibilities
Talent Acquisition & Workforce Planning:

• Recruitment Management: Coordinate end-to-end recruitment from requisition to onboarding; publish vacancies across local and international platforms (LinkedIn, referral networks, agencies).
• Sourcing & Selection: Draft job descriptions, screen applications, conduct competency-based interviews, manage logistics, and verify candidate backgrounds.
• Pipeline & Experience: Prepare employment offers and contracts; maintain a talent pipeline and track metrics (Time-to-Hire, Time-to-Fill, Cost-per-Hire, Source Effectiveness, Offer Acceptance Rate).

Onboarding, Offboarding & Lifecycle Management:

• Onboarding: Coordinate seamless induction, orientation, and documentation for new hires; monitor probationary periods.
• Internal Movements: Manage promotions, transfers, acting appointments, and contract renewals.
• Offboarding: Coordinate exit processes (resignations, retirements, terminations), conduct exit interviews, compile analytical reports, and handle clearances.

HR Administration & Records Management:

• Data Integrity: Maintain accurate, confidential physical and electronic employee records via the HR Information System (HRIS).
• Documentation: Prepare HR correspondence (Appointment, Confirmation, Promotion, Salary Review, and Disciplinary letters).
• Reporting: Update organizational charts, staff directories, and generate periodic HR dashboards.

Employee Relations & Industrial Harmony:

• Support & Guidance: Serve as the primary contact for HR inquiries; provide interpretation of policies and procedures.
• Conflict & Discipline: Facilitate mediation and conflict resolution; coordinate disciplinary processes and grievance investigations in line with labor laws.

Performance & Talent Management:

• Appraisals: Coordinate periodic performance reviews and track objectives/KPIs.
• Development: Support managers with Performance Improvement Plans (PIPs), identify high-performers, and assist with succession planning.

Learning & Development (L&D):

• Training Programs: Conduct training needs assessments, develop annual training calendars, and coordinate digital/physical training programs (AI, ICT, compliance, and leadership).
• Evaluation: Maintain learning databases and evaluate training effectiveness.

Payroll, Compensation & Benefits:

• Payroll Input: Verify attendance, leave records, overtime, allowances, and provide accurate, timely payroll variations to Finance.
• Benefits: Administer health insurance schemes, pension tracking, and manage leave records.

Governance, Risk & Compliance:

• Legal Adherence: Ensure strict compliance with the Nigerian Labour Act, Pension Reform Act, Employee Compensation Act, Nigeria Data Protection Act (NDPA), and tax regulations.
• Audits: Support internal and external HR audits and review processes for legal safety.

Automation & Culture Improvement:

• Process Optimization: Drive HR process automation, AI-powered HR tools, and employee self-service enhancements.
• Engagement: Coordinate staff surveys, wellness initiatives, recognition programs, DEIB initiatives, and team-building events.

Key Performance Indicators (KPIs)

• Recruitment: Time-to-Fill, Quality of Hire, Candidate Experience Score, Offer Acceptance Rate.
• Administration & Compliance: Accuracy of records, HRIS data validity, compliance rate, and zero major regulatory breaches.
• Employee Relations: Query response time, grievance resolution time, and retention rate.
• L&D & Performance: Training completion rate, learning effectiveness, and timely review completions.
• Payroll & Analytics: Payroll variation accuracy and timely delivery of analytical reports.

Job Requirements
Education & Certifications:

• Degree: Bachelor’s Degree in Human Resources, Industrial Relations, Business Administration, Psychology, or a related discipline. (Master’s degree is an advantage).
• Professional Credentials: Active certification or progress with CIPM, SHRM, HRCI (PHR/SPHR), CIHRM, AIHR, or CIPD.

Experience & Technical Skills:

• Experience: 3 - 5 years of progressive HR experience, preferably within a technology company, startup, or consulting environment.
• HR Technology: Hands-on experience with HRIS platforms, Applicant Tracking Systems (ATS), and Document Management Systems.
• Tools: Proficiency in Microsoft Office (Advanced Excel, PowerPoint), Google Workspace, data analytics, and AI-powered HR applications.

Key Competencies & Attributes:

• Exceptional communication, stakeholder management, and interpersonal skills.
• High emotional intelligence, problem-solving capabilities, and critical thinking.
• Strict adherence to ethics, confidentiality, and professional integrity.
• An innovative, technology-minded approach to managing human capital.

Application Closing Date
Not Specified.

How to Apply
Intrested and qualified candidates should should be send their Applications to:  View email address on hotnigerianjobs.com using the job role as the subject of the email.

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