Human Resources Manager at a Commercial Law Frim – PricewaterhouseCooper (PwC) Nigeria

PricewaterhouseCooper (PwC) Nigeria – Our client is one of the leading commercial law firms in Nigeria, providing a wide range of legal advisory solutions for clients with diverse needs, with a staff strength of over 100 lawyers working out of offices in Lagos, Abuja and Port-Harcourt.

They are recruiting to fill the position below:

Job Title: Human Resources Manager

Reference Number: 130-PEO01215
Location: Nigeria
Department: People & Change Nigeria
Job Type: Permanent

Roles & Responsibilities
Strategy Formulation and Implementation:

• Support the achievement of the organisation’s strategic objectives through the formulation and implementation of functional Human Resource (HR) strategies
• Provide strategic direction and leadership on the development and implementation of effective HR procedures and policies in all areas to reflect organisational objectives. These include policies relating to Recruitment and Selection, Compensation, Performance Management, Learning and Development, Employee Welfare, Succession Planning, Retention, etc.
• Support the corporate decision-making process by working closely with business leaders to provide relevant information, counsel and advise on people management.
• Support current and future business needs through the development, engagement, motivation and retention of human capital.
• Draw up the annual budget for all HR programmes in line with the business strategy
• Establish a conducive environment for the achievement of the Firm’s growth ambitions
• Coordinate change management initiatives and ensure employees buy-in/support.
• Review and update the organisational design and succession planning framework of the Firm to align with changes in corporate strategy
• Develop and implement programmes to gain operational efficiency of the human resources function
• Promote the organisation’s  core values and a strong team culture

Talent Management:

• Coordinate all Talent Management activities and processes within the Firm.
• Oversee the development of a strategic workforce plan for the Firm
• Develop strategic talent acquisition programmes and practices to ensure the short and long-term staffing needs are met
• Oversee the onboarding and integration/induction process of new employees.
• Ensure the implementation of the Firm’s Career Management framework such that all employees maximize development and progression opportunities available in the firm
• Serve as an internal consultant to other managers advising on contemporary human resources issues and labour laws.
• Drive the deployment of annual Employee Engagement Survey and develop action plans from responses to improve overall employee engagement and business performance.
• Provide strategic direction for the development of the Firm’s employee value proposition and employer brand.
• Design and oversee the implementation of the Firm’s employee retention programmes to minimise employee turnover and maintain optimal headcount in alignment with defined manpower plans.

Performance Management:

• Manage all activities related to the performance management cycle and oversee all planning, communication and monitoring of the process to support individual, team and organisational performance
• Contribute to the design, implementation and management of effective leadership and employee development initiatives to address performance gaps related to capacity/knowledge among staff
• Train managers and staff on the use of relevant performance management system/tools and conduct regular feedback sessions to ensure proper implementation
• Support the implementation of enterprise reward/recognition scheme in line with applicable performance outcomes

Compensation and Benefits:

• Coordinate the development and implementation of a compensation structure that promotes equity, facilitates employee retention, and provides a competitive edge for the Firm.
• Conduct periodic employee costs forecasting, and annual budgetary management to ensure cost savings.
• Ensure compliance to the stipulations of the Nigerian Employee Compensation Act.
• Review all pay practices and systems for effectiveness and cost containments.
• Conduct and manage periodic compensation surveys to benchmark the organisation’s’ pay practices and pay bands against that of similar organisations, to aid recruitment and promote employee retention.

Employee Relations and Welfare:

• Develop and maintain appropriate communication channels to keep all employees informed of key organisation issues, HR policies and procedures.
• Bridge management and employee relations by addressing demands and maintaining effective grievance handling and disciplinary procedures within the Firm.
• Handle any discipline-related issue that arises among staff in the organisation and ensure that decisions made are strictly adhered to.
• Manage all employee and employer-related issues and ensure minimal exposure of the Firm to litigation or related employee risks.
• Develop and implement an effective conflict management processes and ensure an atmosphere of cordiality

Stakeholder Engagement:

• Maintain correspondence with Regulatory bodies to ensure the organisation’s’ HR policies and procedures are in line with the law and are up to date.

Learning and Development (L&D):

• Develop and implement the Learning and Development Strategy of the Firm in line with business objectives.
• Assess training needs to determine relevant development opportunities for the Firm
• Provide training to staff to fulfil their development needs and improve on their relevant skills and knowledge.
• Develop metrics to measure the return on investment (ROI) on learning initiatives.
• Design and oversee the implementation of Leadership Development programmes to ensure an optimal future leadership pipeline for the organisation.

HR Information System:

• Maintain a robust Human Resource Information System (HRIS) to ensure optimal HR service delivery.
• Gather insights from the HRIS in form of HR Analytics for management report.
• Ensure accurate and up to date staff information to aid decision making.

Requirements
Educational Requirements:

• Minimum of a First Degree in Social Sciences, or related field
• Professional certification in Chartered Institute of Personnel Management (CIPM), Chartered Institute of Personnel Development (CIPD) OR Society for Human Resource Management (SHRM)
• MBA or Masters’ degree in related field is an added advantage.

Required Experience:

• Proven working experience as HR Manager (minimum of 3 – 4 years) or other HR Specialist (minimum of 6 – 7 years).
• Strong track-record in HR Strategy development and implementation
• Experience working with Human Resources Information Systems.
• Working knowledge of the Nigerian Labour and employment Laws.

Required Skills and Competencies:

• Strategic HR Management
• HR Value Chain
• Talent Management
• Change Management
• Compensation and Reward Management
• Employee Life Cycle and Engagement
• Human Resources Information Systems Management
• Employee Relations and Welfare
• HR Service Delivery
• Organisation Design and Development
• Performance and Career Management
• Learning and Development.

Deadline: 21st January, 2022.

How to Apply
Interested and qualified candidates should:
Click here to apply online