Human Resource Manager At 1 Hundred HR Consult

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1 Hundred HR Consult - Our client is a high-tech company, which specializes in R&D, manufacturing and marketing of power solutions products and system. They are one of the leading players in the renewable energy industry with their priority to leave a positive sustainable imprint in the environment.

They are recruiting to fill the position below:

Job Title: Human Resource Manager

Location: Abuja (FCT)

Job Summary

• The Human Resources Manager is responsible for managing all employee and human resource activities within the organization.
• The individual will also be responsible for developing and implementing HR strategies and initiatives aligned with the overall business strategy.

The Ideal Candidate:

• You are creative, highly motivated, and organized. Relationship building comes naturally whether with a corporate partner or staff. When evaluating your candidacy, we’ll look for the following:
• Strong interpersonal and communication (written and oral) skills
• Proficient in MS Office Tools
• Excellent active listening, negotiation and presentation skills
• People oriented and results driven
• Ability to architect strategy along with leadership skills
• Accuracy and Attention to detail
• Confidentiality and Thoroughness
• Competence to build and effectively manage interpersonal relationships at all levels of the company Project management skills.

Responsibilities
Strategic Functions:

• Assist management team with human resource planning through constant review of workforce demographics and labor market analysis.
• Identify human resource focused strategies that support the company’s objectives and assist managers with their role in implementing change.
• Develop and update policies and promote programs that align with the company’s objectives.
• Participate in budget process, identifying risks and collective agreement obligations.
• Work closely with the management team to provide advice and support on human resource related issues.
• Provide advice and guidance on all issues affecting human resources management to the Executive Team.

People Management Functions:

• Support current and future business needs through the development, engagement, motivation and preservation of human capital.
• Provide management direction and counseling.
• Lead and supervise temporary staffing as needed.
• Bridge management and employee relations by addressing demands, grievances or other issues.
• Support in Welfare matters –End of the Year Party, Reward & Recognition
• Ensure compliance with staff handbook.
• Ensure employee retention and reduction in labor turnover.

Recruitment and Selection:

• Manage all recruitment needs for the company, including implementing and continually
• developing a robust recruitment process.
• Writing and placing employment ads, as well as maintaining the applicant tracking database
• Reviewing, screening, and maintaining applications and resumes.
• Conducting background screenings for all prospective employees.
• Interview job applicants to obtain information on work history, training, education, or job skills.
• Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
• Prepare contract and offer letters.
• Develop and manage an onboarding process.

Compensation and Benefit:

• Oversee salary, benefit and pension administration ensuring a competitive total compensation package.
• Gather, review, and analyze various industry information related to compensation
• Ensure consistent approach to rate assignment and advise on compensation package options for difficult-to-fill positions.
• Act as Benefit Administrator for group benefit plans, reviewing and approving contracts and policies with insurers.
• Set the organization’s pay structure and benefits offerings.
• Choose and manage outside partners such as benefits vendors and investment brokers.
• Oversee the distribution of pay and benefits information to the organization’s employees.
• Ensure that pay and benefits plans comply with federal and state regulations.

Learning and Development:

• Establish and maintain appropriate systems for identifying, planning, delivering and measuring learning and development.
• Manage a training plan that details required training that is delivered within the agreed/specific timescales and ensure outcomes are appropriately measured.
• Liaise with the finance department to ensure control of training and development expenditure within agreed budgets.
• Liaise with other managers to understand all necessary aspects of their learning and
• development needs, and to ensure they are fully informed of corporate learning and development objectives.
• Succession plan and ensure training is aligned to support the plan.

Performance Management:

• Drive and manage the development and implementation of company-wide performance management systems.
• Establish key metrics to accurately define the competencies and skills required for each role/department within the organization.
• Develop and conduct workshops to ensure that all performance management systems are accurately understood.
• Conduct regular performance appraisal exercises and workshops for middle to senior level management.
• Manage organizational performance levels by exercising performance improvement plans to
• individuals, teams as and when necessary through systematic identification systems.
• Providing ongoing support to ensure that performance management systems are being used.

Health and Safety:

• Ensure a safe and healthy work environment for all employees.
• Develop and implement health and safety policies and procedures.
• Ensure organization wide compliance with OH&S Act and Regulations.
• Conduct organizational wide health and safety workshop.

General Administration:

• Develop and monitor overall HR strategies, systems, tactics and procedures across the organization.
• Nurture a positive working environment
• Prepare budget of human resources operations e.g trainings.
• Preparation of monthly report on key accountabilities.
• Monthly update on Organogram and changes when necessary.
• Manage and continually update confidential employee record.

What Qualification and Requirements do you need?

• Bachelor’s degree in Human resource management or related social science field
• Demonstrable experience with human resources metrics.
• In-depth knowledge of labor law and HR best practices Relevant certification in human resource (e.g. CIPM, PHRi)
• Excellent knowledge of health, safety and environment; certification is an advantage.