Human Resources Manager Vacancy at Oxfam Nigeria

• Strategic Human Resources.
• Develops and implements the HR Country strategy and ensures alignment with the Oxfam Country Strategy.
• Develops and maintains a comprehensive, integrated and effective Human Resource Management Framework (systems, policies, procedures and periodic plans) covering: Human Resources Policies, Staff Planning, Recruitment, Selection and Deployment, Performance and Reward Management, Learning & Development, Succession Planning and Employee Consultation; ensures all systems and policies address imperatives and remain aligned with the country office’s strategic direction.
• Drives efforts to build a high performing team of leaders with an appreciation of country strategy, programme operations, execution excellence, performance management and people development requirements in forging the emergence of One Oxfam.
• Confer with management to implement a workforce planning system by identifying future staffing needs, including key competencies to support the attainment of Country Office objectives.
• Oversees staff planning and employee cost budgeting processes to ensure all resource requirements are based on periodic strategic/program plans and are justified vis-à-vis income and spend estimates.
• Develops a well-formulated and effective succession planning framework (to include e.g. career growth opportunity identification, as well as the targeted development, mentoring, career counselling at all levels).
• Monitors industry salary and benefit levels and movements and recommend adjustments to ensure fair and equitable rewards package that is in line with the Oxfam Reward Principles working in collaboration with the Reward Shared Service Centre.
• Identifies, builds and manages relationships with high-value external HR Management support organisations, to share knowledge and practices that add value to Learning and Development, Employee Relations, Compensation Strategy and Culture change.
• Nurtures the relationship with the Staff Association to ensure workplace harmony and peace, as well as effective partnership in the identification of attendant employee issues; conduct periodic office climate assessments and advise management as appropriate on appropriate solutions and achievement of high levels of employee morale, commitment and performance.
• Monitors the national and local context and labour environment and advise on how Oxfam can remain relevant, compliant and competitive.

HR Administration:

• Develops and implements a comprehensive, accurate and adequate Personnel information (through a modern Human Resource Information Management System) system for employee decision-making efforts.
• Ensures that country organogram and job structures are based on efficient processes; all employee job profiles are aligned with business imperatives for success in the short-, medium- and long-term.
• Coordinates the recruitment process for the Nigeria Office. This includes placing adverts, dealing with responses and correspondence, facilitating the short listing and interviewing process; where necessary taking part in the interviews.
• Reviews, analyzes and checks payroll forms and reports for accuracy and makes necessary adjustments or corrections.
• Liaises with peer agency HR networks as well as all OI HR shared services and Oxfam HR teams to share knowledge and practices that add value to the HR function and ways to strengthen team management processes.

HR Policies and Employment Law Advisory:

• Reviews, improves and leads on the application of HR policies and business processes for the Country Office, in line with Oxfam and Oxfam Novib polices, so that they meet the needs of the organisation and its legal obligations. This will include but not limited to: recruitment & selection, reward management, health and safety, records and management information, diversity, employee relations and learning & development.
• Provides advisory support to the CD and other managers on employee relations matters.

Leadership, Coordination and Capacity Building:

• Ensures that all new staff undergoes effective on-boarding process, facilitates the issue of contracts, Oxfam policies and function area procedures in line with workforce plan and the legal framework for employment in Nigeria.
• Leads annual performance management activities (i.e. performance planning/target setting, performance monitoring and periodic performance appraisals); ensures employee performance results adequately reflect corporate and departmental performance levels.
• Tracks competency levels against requirements, works with line managers to determine gaps and ensure adequate and effective training and personnel development programs are in place to provide staff with the competencies (skills, knowledge and personal attributes) required for success in their current and future planned roles.

Organisational Climate and Change Management:

• Coordinates periodic organisation effectiveness and culture climate surveys to obtain feedback on areas including adequacy of employees’ understanding and alignment with strategic direction, corporate objectives, organisational issues and risks, general staff morale, management style and the overall culture of the country office; initiates programs to address issues so identified.
• Promotes and shapes organisational culture by encouraging participation and contribution across the various facets of the organisation.
• Supports the 2020 change processes, providing insight and vision on how to enable change and create process improvements.
• Performs other duties as may be delegated by the CD from time to time.