HR Manager

Role Overview

• We are seeking a capable, values-driven, and proactive HR Manager to lead people operations and act as a strategic HR partner to leadership.
• The HR Manager will be a visible advocate for staff, a trusted advisor to the CEO, and an active champion of the organisation's culture and values.
• The successful candidate will ensure that people practices are consistent, compliant, and deeply aligned with the organisation's mission, culture, and growth objectives.

Key Responsibilities

Core HR Operations:

• Manage the full employee lifecycle - onboarding, confirmation, role changes, and exits
• Maintain accurate, up-to-date, and confidential employee records, contracts, and HR documentation
• Oversee attendance, leave, and performance management processes
• Administer staff benefits including HMO enrolment, renewal, and payroll data accuracy
• Provide timely HR support and guidance to staff and management on people-related matters
• Manage employee relations issues, grievances, and disciplinary processes in line with organizational policy and Nigerian labour law
• Prepare and submit periodic HR activity and insights reports to the CEO

Recruitment & Talent Management:

• Collaborate with leadership and unit heads to identify staffing needs and develop workforce plans
• Lead end-to-end recruitment processes including role scoping, advertising, shortlisting, interviews, and offer management
• Ensure all new hires are effectively onboarded into the team, culture, and working practices of the organisation
• Advise on talent development, role clarity, and succession planning where required
• Maintain candidate assessment documentation and recruitment records

Strategic HR Advisory:

• Advise the CEO and leadership team on people strategy, organisational structure, and workforce capacity
• Support the design and implementation of performance management frameworks and goal alignment
• Provide guidance on employee engagement, wellbeing, and retention strategies
• Advise on change management during periods of organisational growth or transition
• Identify people-related risks and opportunities and recommend timely, practical solutions
• Participate in leadership meetings as required, providing HR perspective and input

Culture, Values & Organisational Identity:

• Champion the organisation's values and ensure they are visibly reflected in people practices, policies, and daily working life
• Lead culture-building initiatives - staff engagement programmes, recognition practices, and team rituals that reinforce belonging and shared purpose
• Conduct regular culture health checks and staff sentiment assessments to identify where the lived experience of working here aligns with stated values and where it does not
• Ensure that hiring, onboarding, performance management, and exit processes all reflect and reinforce the organisation's culture
• Create a safe and inclusive environment
• Support leadership in modelling and communicating the organisation's values particularly during periods of change
• Document and embed cultural practices into SOPs, policies, and ways of working so they become part of how the organisation operates.

HR Policies, Compliance & Governance:

• Review, update, and maintain HR policies and procedures in line with Nigerian labour laws and NGO sector best practices
• Ensure compliance with statutory requirements including labour regulations and internal governance standards
• Advise leadership on HR risk management and compliance matters
• Maintain a centralised, secure HR documentation repository
• Uphold data protection and confidentiality standards across all HR records and processes

Learning, Development & Performance:

• Identify staff learning and development needs through performance conversations, surveys, and observation
• Work with leadership to coordinate relevant training programmes — internal and external
• Track training participation, outcomes, and impact on performance
• Coordinate performance appraisals and improvement processes in a manner that is fair, consistent, and developmental
• Lead operational HR check-ins to track metrics, surface challenges, and maintain accountability

Required Qualifications & Experience

• Bachelor's Degree in Human Resources, Industrial Relations, Social Sciences, or a related field
• Professional HR certification (e.g., CIPM, SHRM, CIPD) is an advantage
• 4–5 years of progressive HR experience, including demonstrated experience managing HR operations independently
• Prior experience working with NGOs, social enterprises, or mission-driven organisations is strongly preferred
• Demonstrated knowledge of Nigerian labour law and HR compliance requirements
• Proven experience supporting or leading culture and values work within an organisation
• Demonstrated experience managing an HRIS platform; proficiency in SeamlessHR is required

Key Competencies:

• Strong knowledge of Nigerian labour law and HR best practices
• Genuine commitment to the organisation's mission and the ability to translate values into practical people policies
• Ability to read organisational culture, identify gaps between stated and lived values, and close them
• Capacity to move between operational HR detail and big-picture people strategy
• Excellent written and verbal communication at all levels of an organisation
• High discretion, integrity, and professionalism in handling sensitive matters
• Strong emotional intelligence - able to navigate difficult conversations and build trust across the team
• Proactive and self-managing - able to handle multiple priorities in a lean organisation
• Proficiency in SeamlessHR and demonstrated competence in managing HRIS platforms.