Job title: Head of HR (Public Sector)
Company: Phillips Consulting
Job description: Our client is a foremost firm in the Marine Transport Sector of the economy, with local and international repute, situated in Lagos, Nigeria. The organisation has vast experience managing, enhancing, and improving navigation opportunities for the country’s waterways.We are looking to recruit a Head of Human Resources. This position aims to develop and implement human resources strategies, manage employee relations, oversee talent acquisition and development, and ensure compliance with labour laws and company policiesThis role is crucial to the success of a significant international euro-based project in Lagos State.Job ObjectiveThe primary purpose of the jobThe Head of HR oversees the human resources and administration functions of the organisation and ensures overall efficient and effective operations to strengthen business performance and support the attainment of corporate goals. The head also guides the HR team and collaborates with senior management to align HR practices with organisational goals.Principal Accountabilities and ResponsibilitiesThis job is expected to perform strategic and operational tasks and responsibilities, as well as the results to be achieved.ResponsibilitiesStrategic Human Resource ManagementPolicy and Strategy – develop strategies, policies and processes for recruiting, retaining and managing staff to ensure diversity and equal opportunity for all.Develop, implement and regularly update HR strategy and operation plan.Formulate, implement and update human resource policies and procedures, including recruitment and selection, termination, salary structure and benefits, performance management, employee relations, etc; andMaintain awareness and knowledge of contemporary HR practices and provide suitable interpretation to management and staff.Employee Resourcing: Ensure to recruit and retain a quality workforce that receives appropriate training and remains motivated to deliver high-quality services.Analyse the need for new positions or review existing positions and plan recruitment on an annual and quarterly basis for new/ vacant positions.Prepare job descriptions and personnel specifications and update them regularly.Lead the recruitment process and provide professional support and advice to line managers and departmental heads on best-practice recruitment and selection, interviewing, and contract negotiation techniques.Provide professional support and advice to line managers on staff orientation and probation processes.Keep current with employment legislation and ensureline managers are effectively briefed on relevant changes.Anticipate future staffing requirements regarding numbers, skill levels and competencies, and formulate and implement short, medium and longer-term strategies to meet those requirements.Prepare succession plan for critical positionsMonitor theage profile of the workforce and develop an age strategy that recognises the contribution of older workers and encourages young people to enter and remain in employment, as they represent the organisation’s future.Examine ways to market as an employer more effectively to young people by developing links with educational institutes and creating young professional training programs.Human Resource Management Information System (HRMIS) – develop, implement and regularly update Human Resource Management Information System (HRMIS) for timely retrieval of employee information and regular analysis and reporting on:Staff turnover and wastage analysisSickness absenceRecruitment MonitoringStaff skills auditsAttendanceHuman Resource Development (HRD) provides staff with learning, development, and training opportunities to improve individual, team, and organisational performance.Identify training and development needs and ensure all training and development programs are based on an understanding of what needs to be done and why it needs to be done.Develop competency frameworks with line managers that can be used for management development.In conjunction with the line manager, plan/prepare a strategy and supporting plan to meet ongoing training and development needs.Organized training programmes to meet training and development needs; and identified, selected and managed external training and accreditation bodies, agencies and providers necessary to deliver required training to appropriate standards.Performance Management – develop a consistent corporate approach to performance management and ensure that the organisation can drive maximum benefit from the process by working efficiently and effectively.In consultation with line managers, define/set thepurpose of each role, key result areas/principal accountabilities, required competencies, development of performance objectives, performance standards, performance measurement criteria, performance development plans (PDPs) and employee development programs.Provide support and advice to line managers in conducting performance reviews.Ensure the regular performance review of each employee and maintenance of performance review record.Salary and Benefits – explore modern and flexible salary and conditions of employment to reflect market conditions and provide fair rewards to motivate and retain the qualified workforce.Develop incentive/reward systems, both financial and non-financial, for employees to help make them more efficient, effective and motivated.Establish a job evaluation system against agreed criteria and benchmark jobs before determining a future approach to assessing pay levels in line with the Company’s remuneration strategy.Benchmarking the Company’s pay and benefits package with a range of other employers to ensure it remains competitive andPeriodically via staff surveys, seek employees’ views on pay and conditions and other matters directly related to improving efficiency and service delivery.Employee Relations: Create the right workplace environment and maintain appropriate systems to address employee grievances and any litigation issues that may arise.Maintaining appropriate procedures for handling disciplinary grievances, harassment and discrimination issues and disputes and ensuring that the management and staff involved in applying these procedures have received proper training and mentoring.Ensure policies, procedures, practices, and processes comply with employment legislation and national and provincial agreements.Facilitate mechanisms to enable staff from disadvantaged and minority groups to fully contribute to, influence and inform the policy and procedures; andCreate the right workplace environment free of inappropriate or offensive use of language or display of material and protect staff from discrimination and abuse (verbal and physical).Health and SafetyDevelop, implement, and audit thecompany’s health and safety programs, standards, and procedures and raise awareness among staff.Admin and Logistics – manage general admin and logistic responsibilities covering both Company and staff.Manage all general administration activities:Keeping updates on licenses, certificates, and other renewable documents.Insurance registration, renewals, cancellations, claims, etc.Planning, preparation and arrangement of meetings, conferences, etc.Refurbishment maintenance of office premises and buildingsOffice supplies and consumablesLegal/Police matters or issuesStaff-related matters, such asemployment offers, contracts, Labour law procedures, andnew employee needs (office space, Company-issued assets, employee cards, etc.)Maintain staff records such as leave, performance, training, etc.Official correspondence/letters, certificates, memorandaExpense sheet claims/loan applications and other employee requestsDevelop and agree with Directors and Managerson the performance indicators, time-bound targets with staff and performance evaluation of staff against agreed targets.Development of thecompany’s vehicle administration standards and vehicle operating policies;Implement and supervise the security arrangements for all property, personnel and premises;Preparation of annual budgets and periodic reports on operating costs, purchase or lease of vehicles and review purchase requests for new and replacement vehicles;Oversee and approve the maintenance and general repairs of vehicles and maintain records;Control and supervision of the fuel consumption, vehicle allotment and use of vehicles; andPerform other related duties as required.Inventory – Develop and implement the inventory management processes to help increase operational efficiency across the organisation.Develop, implement and maintain an up-to-date inventory management systems and supervise inventory record keeping;Provide logistic, administration and inventory management of both expendable and non-expendable items;Introduction of systems/measures towards improvement in logistics & assets control;Monitor the logistic functioning through regular feedback and liaison and introduce measures to enhance efficiency/cost cutting;Ensure theeconomy in utilisation of assets and monitor any unusually high expenditure/utilisation;Security and safety of the assets and maintaining all inventory records.OthersPerform other related duties as required.KPIs% Employee retention and turnover rate% Employee engagement and satisfactionTurnaround time (recruitment, performance management, payroll, learning & development)Training EffectivenessSelf and Team Development – competency development; skills improvement.% Compliance with Labor Laws and RegulationsRequirementsQualifications & Experience(Experience, education, and certification required of the employee performing the job)Bachelor’s degree in human resources management, Public Administration or other related fields10 years of relevant post-qualification experience in HR/ Admin, including 5 years in a mid-level management position.Master’s in business administration (MBA) / Human Resource Management (HRM) / Public Administration (MPA)Membership in a recognised industry or professional organisation, e.g. CIPMN certification, is essential.Demonstrated proficiency in HR planning, developing and implementing effective HR policies and procedures.Proven experience in designing and implementing HR and Admin tools.Proven experience in full cycle recruitment, proven ability to create and deliver successful resourcing strategies.Expert in employment law and employee relations and communication.Competencies Required(Indicate essential functional skills, knowledge, and behaviours required for performing the job.Behavioural CompetenciesStrategic thinking and leadershipConflict ResolutionCommunication and InterpersonalAttention to textual detailsFinancial and business acumenNegotiation SkillCritical thinkingAnalytical SkillEmotional IntelligencePlanning and Organising skillsFunctional CompetenciesHuman Resource Management Expertise and PracticeGood knowledge of Nigerian employment laws and legislationAdministration: sound knowledge of office administration practices and proceduresAttention to detailsEffective Communication (written and verbal)Negotiation skills and Vendor ManagementStrategic and Critical thinkingAnalytical SkillKnowledge of performance managementProblem Solving and Analysis
Expected salary:
Location: Nigeria
Job date: Wed, 09 Jul 2025 22:08:29 GMT