Director of Human Resources

The Director of Human Resources is responsible for developing and executing the organization's human capital strategy in support of the overall business plan and strategic direction. This includes talent acquisition, workforce planning, performance management, compensation and benefits, employee engagement, organizational development, succession planning, compliance, HR technology, and culture transformation. The role serves as a strategic advisor to executive leadership while ensuring HR operations support business growth, operational excellence, and employee productivity.

Details

Key Responsibilities

Strategic Leadership

• Develop and implement the organization's HR strategy aligned with corporate objectives.
• Partner with executive leadership on workforce planning and organizational development.
• Lead change management initiatives across the organization.
• Build a high-performance organizational culture.
• Advise management on HR risks and workforce trends.
  
  

Talent Acquisition & Workforce Planning

• Develop recruitment strategies to attract top talent.
• Oversee executive recruitment and succession planning.
• Improve employer branding initiatives.
• Forecast workforce needs based on business growth.
• Reduce time-to-hire and recruitment costs.
  
  

Employee Relations

• Develop employee engagement strategies.
• Resolve complex employee relations issues.
• Oversee disciplinary and grievance processes.
• Promote a culture of fairness, trust, and accountability.
• Ensure workplace harmony and compliance.
  
  

Performance Management

• Design and oversee the organization's performance management system.
• Implement KPI and OKR frameworks.
• Monitor employee productivity and performance.
• Drive performance improvement initiatives.
• Coach managers on performance conversations.
  
  

Compensation & Benefits

• Develop competitive compensation strategies.
• Oversee salary benchmarking.
• Manage incentive programs.
• Ensure payroll governance.
• Review benefits and employee wellness programs.
  
  

Learning & Organizational Development

• Develop leadership development programs.
• Implement succession planning.
• Drive employee capability development.
• Oversee onboarding programs.
• Establish career development frameworks.
  
  

HR Policies & Compliance

• Develop and review HR policies.
• Ensure compliance with labour laws.
• Oversee HR audits.
• Maintain regulatory compliance.
• Manage employment contracts and legal documentation.
  
  

HR Technology & Analytics

• Lead HRIS implementation and optimization.
• Develop HR dashboards.
• Analyze workforce metrics.
• Present HR reports to executive management and the Board.
• Utilize data to support strategic decision-making.
  
  

Diversity, Equity & Inclusion

• Promote diversity initiatives.
• Ensure equal employment opportunities.
• Foster an inclusive workplace culture.
• Monitor diversity metrics.
  
  

Budget & Financial Management

• Prepare HR departmental budgets.
• Control HR operating costs.
• Monitor recruitment expenditures.
• Manage HR vendor relationships.
• Ensure cost-effective HR operations.
  
  

Risk Management

• Identify workforce risks.
• Develop mitigation strategies.
• Oversee business continuity planning from an HR perspective.
• Ensure compliance with occupational health and safety requirements.
  
  

Corporate Culture

• Champion organizational values.
• Drive employee engagement initiatives.
• Strengthen employer branding.
• Improve employee experience.
• Build a culture of trust and accountability.
  
  

Key Performance Indicators (KPIs)

Strategic HR

• HR Strategy Implementation Rate
• Workforce Planning Accuracy
• Succession Coverage Ratio
• Organizational Capability Index
  
  

Recruitment

• Time-to-Fill
• Cost-per-Hire
• Offer Acceptance Rate
• Quality of Hire
• New Hire Retention
  
  

Employee Engagement

• Employee Engagement Score
• Employee Net Promoter Score (eNPS)
• Employee Satisfaction Index
• Voluntary Turnover Rate
  
  

Learning & Development

• Training Completion Rate
• Leadership Development Participation
• Internal Promotion Rate
• Competency Improvement Index
  
  

Performance

• Performance Review Completion Rate
• High Performer Retention
• Productivity Growth
• Performance Improvement Success Rate
  
  

Compliance

• HR Audit Score
• Policy Compliance Rate
• Labour Law Compliance
• Number of HR Litigation Cases
  
  

Financial

• HR Cost per Employee
• Payroll Accuracy
• Recruitment Budget Adherence
• Training ROI
  
  

Qualifications

Education

• Bachelor's Degree in Human Resource Management, Business Administration, Industrial Relations, Psychology, or a related field.
• Master's Degree (MBA, MHRM, or related discipline) is highly preferred.
  
  

Professional Certifications

One Or More Of The Following Is Desirable

• Chartered Institute of Personnel Management (CIPM)
• SHRM-SCP
• SHRM-CP
• HRCI (SPHR/PHR)
• CIPD Level 7
• Certified Compensation Professional (CCP) (advantageous)
  
  

Experience

• Minimum of 10–15 years of progressive HR experience.
• At least 5 years in a senior HR leadership role.
• Experience leading HR transformation projects.
• Experience with HRIS implementation and workforce analytics.
• Strong understanding of Nigerian labour laws and HR best practices (or the relevant jurisdiction).
  
  

Location

• Lekki Phase 1
  
  

Compensation & Benefit

• 1,500,000-2,000,000
• Official Car Fuel allowance
• Annual Bonus,Leave Bonus,HMO
  
  

Apply:recruitment@joesandeves.com