Senior HRBP

Key Requirements:
HND/B.Sc. in Human Resource Management, Business Administration, or a related field
Master’s degree or HR certifications such as CIPM, SHRM, or CIPD are strong advantages.
Minimum of 6 years of progressive HR experience, with at least 3 years in a strategic or managerial role.
Demonstrated success in aligning HR practices with business strategy and leading HR transformation initiatives.
Strong understanding of Nigerian labour laws, HR best practices, and compliance requirements.
Proficient in HRIS systems and data-driven HR tools.
Excellent leadership, communication, and stakeholder management skills.
Proven ability to work in a dynamic, fast-paced, and evolving environment.

Key Responsibilities:
Design and implement a forward-looking HR strategy aligned with the organization's mission and business goals.
Lead workforce planning initiatives, identifying current and future talent needs.
Use HR analytics to drive informed decision-making and continuous improvement.
Oversee end-to-end recruitment processes for mid to senior-level roles, ensuring a robust pipeline of high-performing talent.
Develop strategies for employer branding, onboarding, career development, and succession planning.
Identify learning and development needs and design programs that build capacity and leadership.
Implement performance management systems that drive accountability, clarity of roles, and continuous feedback.
Guide managers and staff through performance review cycles and improvement planning.
Analyze performance data to identify organizational strengths and gaps.
Foster a positive and inclusive work environment that supports employee well-being, engagement, and retention.
Address workplace issues through effective conflict resolution and policy enforcement.
Design and deliver initiatives to boost employee morale and productivity.
Review and update HR policies to ensure compliance with Nigerian labor laws and industry best practices.
Mitigate legal risks by implementing strong governance, documentation, and dispute resolution mechanisms.
Ensure HR practices support organizational values and equity.
Lead HR’s involvement in change management initiatives, supporting organizational transformation and growth.
Provide strategic HR insights to leadership on structure, roles, and cultural development.
Support efforts in diversity, equity, and inclusion.