HR Manager

Job Title: HR Manager
Location: Lekki
Department: Human Resources
Reports to: CEO
Company: Jenniez School of African Interior Design & Jenniez Designs

Job Summary
Jenniez School of African Interior Design and Jenniez Designs are looking for a skilled and experienced HR Manager to lead and manage the full spectrum of human resource functions, including recruitment, employee relations, performance management, payroll administration, and ensuring compliance with labor laws. The HR Manager will be responsible for building and maintaining a positive workplace culture, supporting the career development of employees, and ensuring that HR strategies align with the overall goals of both the school and the design company.

This role will involve managing a growing team across both the educational and design sectors, contributing to the smooth operation of day-to-day HR activities while promoting a productive and inclusive work environment.

Key Responsibilities
1. Recruitment and Talent Acquisition
Develop and implement recruitment strategies to attract qualified candidates for both Jenniez School of African Interior Design and Jenniez Designs.
Manage the entire recruitment process, including job postings, screening, interviewing, and selection for open positions across various departments.
Collaborate with department heads to identify staffing needs and ensure timely hiring.
Build and maintain relationships with educational institutions, industry bodies, and recruitment agencies to source top talent.
Oversee the onboarding process for new hires, ensuring they are properly integrated into the organization.
2. Employee Relations and Engagement
Foster a positive work environment that encourages employee engagement, satisfaction, and productivity.
Serve as a point of contact for employee grievances, providing conflict resolution and ensuring fair and consistent treatment of all employees.
Organize employee events, workshops, and team-building activities to improve morale and strengthen workplace culture.
Implement policies and procedures that promote a healthy work-life balance and encourage employee well-being.
Conduct exit interviews to identify trends and areas for improvement in employee retention.
3. Performance Management and Career Development
Develop and oversee the performance management system, including setting performance goals, conducting performance appraisals, and managing performance improvement plans.
Collaborate with department heads to ensure employees have clear expectations and regular feedback on their performance.
Identify employee training and development needs, and coordinate professional development programs and workshops.
Create and manage career development programs, succession planning, and leadership development initiatives to retain top talent and encourage internal growth.
4. HR Policies and Compliance
Develop and update HR policies and procedures to ensure compliance with local labor laws and industry best practices.
Ensure the company complies with employment laws and regulations, including health and safety standards, labor contracts, and anti-discrimination laws.
Monitor and manage employee records, including contracts, benefits, leave, and performance records, ensuring confidentiality and accuracy.
Conduct periodic audits of HR practices to ensure compliance with company policies and legal requirements.
5. Compensation and Benefits Administration
Oversee the administration of payroll, employee benefits, and incentive programs to ensure accuracy and compliance with company policies and legal regulations.
Benchmark compensation packages against industry standards and recommend adjustments to remain competitive in the job market.
Manage employee health benefits, retirement plans, and other benefits to ensure the company provides a comprehensive and attractive offering.
6. HR Strategy and Workforce Planning
Work closely with the CEO and leadership team to align HR strategies with the overall business goals of Jenniez School of African Interior Design and Jenniez Designs.
Develop and implement workforce planning strategies to ensure the company has the right talent in place to meet current and future business needs.
Provide strategic insights and recommendations on organizational structure, job roles, and team development to support business growth.
Manage HR budgets and ensure efficient allocation of resources.
7. Diversity and Inclusion
Promote diversity, equity, and inclusion in all HR processes, from recruitment to employee engagement.
Implement initiatives that encourage a diverse workplace culture and ensure equal opportunities for all employees.
Develop training and awareness programs on topics such as unconscious bias, anti-harassment, and workplace inclusion.
8. HR Reporting and Analytics
Develop and maintain HR metrics and dashboards to track key HR performance indicators, such as turnover rates, employee satisfaction, and time-to-fill positions.
Prepare regular reports for senior management on HR activities, workforce trends, and employee engagement levels.
Use data analytics to identify trends and opportunities for improvement in recruitment, retention, and overall HR effectiveness.

Key Performance Indicators (KPIs)
Employee Retention: Reduction in employee turnover and improved employee satisfaction.
Recruitment Metrics: Time-to-fill positions, quality of hires, and overall recruitment efficiency.
Performance Management: Completion rate of performance appraisals, employee engagement in development programs, and progress in performance improvement plans.
Compliance: Adherence to labor laws, timely and accurate payroll and benefits administration, and zero legal issues related to HR practices.
Employee Engagement: Measured improvement in employee engagement survey results and participation in team-building activities.
Required Skills & Qualifications
Education: Bachelor’s degree in Human Resources, Business Administration, or related field. A Master’s degree or HR certification (e.g., CIPD, SHRM, HRCI) is a plus.
Experience: Minimum of 5 years of HR experience, with at least 2 years in a managerial role. Experience in the education or design industry is a plus.
HR Knowledge: In-depth knowledge of HR functions, including recruitment, performance management, employee relations, and labor law compliance.
Communication: Strong verbal and written communication skills, with the ability to build rapport and communicate effectively across all levels of the organization.
Leadership: Proven leadership skills with the ability to influence and inspire teams and foster a positive and productive work environment.
Problem-Solving: Excellent problem-solving and conflict resolution skills with a high level of emotional intelligence.
Organizational Skills: Strong organizational and time-management skills, with the ability to manage multiple priorities and meet deadlines.
Data-Driven: Ability to use HR data and analytics to inform decisions and improve HR processes.
Preferred Skills
Familiarity with HR software and tools (e.g., HRIS, ATS, payroll systems).
Experience in change management, especially in a growing organization.
Strong negotiation and decision-making skills.

Work Environment
The HR Manager will work both in-office and may occasionally travel to different locations for recruitment events, training, or other HR activities.
This role will require collaboration with all departments within the school and design company, including marketing, finance, and operations.