Description
Job Description
We are looking for a detail-oriented and experienced Deputy HR Manager who will work with the Manager and oversee staff and functions in the HR Department.
The functions include but are not limited to Recruitment, Payroll, Employee Engagement, Performance Management, Administration, Training and Development and Policy development and implementation.
Compensation and Benefits:
Research to determine prevailing compensation practices and pay rates in the job market.
Adjust salary structures and compensation packages where necessary.
Ensure that compensation practices comply with current legislation
Strategy and Policy Development:
Develop and implement HR strategies that align with the company’s objectives.
Work with the HR team in developing and recommending improvements to SOPs, HR Guidelines, Processes, Policies and Frameworks. These should comply with employment regulations and improve business processes, and or working relations and drive performance.
Ensure the Employee handbook is up to date, and outlines company operations in a manner that is easy to assimilate, understand and comprehend.
Advise the management team on all employee and employment-related matters (Compensation, disciplinary, Terms and conditions of engagement, Change management, Contract Compliance, best practices), and represent employee perspective in decision-making processes at management and or senior management levels.
Implement HR policies and ensure compliance with national employment laws/regulations, and HR best practices.
Recruitment, Onboarding & Off-boarding:
Understand hiring trends in the Health Industry and develop an internal system to monitor and manage the organization’s vacancies.
Support in the recruitment process, from drafting/ reviewing job descriptions, advert placements, interviewing and selection, issuing Engagement Contracts, Reference verification, etc.
Work with the team in continually improving the recruitment process, ensuring job design and specifications are updated, recruitment panellists are defined and interview questions pool are standardized for each job role.
Coordinate the Onboarding process for new hires and design a robust and systemic onboarding system reflective of the company culture. This should include orientation programs & resources, training, policy dissemination and all that is needed to help employees transition into their roles.
Effectively manage the exit experience by introducing/maintaining a well-organised and fair offboarding process (Collection of feedback, exit interviews, etc.) that ensures a smooth transition for both the company and the exiting employee.
Performance Management:
Work with the HR team in encouraging a culture of objective setting and result measurement to monitor and measure the performance of employees.
Be responsible for developing measurable KPIs and competency models working with line managers for the various job roles within the organization.
Ensure the HR team collates and analyses performance appraisal results and produces performance Appraisal reports to management and team members receive timely performance-related feedback.
Other:
Drive the selection and adoption of a Human Resources Management System (HRMS).
Refine the documentation & Data management system for Employee Information, Leave Requests, Employee transitions/Promotions/transfers and other work-related information.
Supervise the Compensation Specialist in administering payroll, compensation and benefits and provide support and guidance to other HR staff when needed.
Assist with driving retention through constant employee engagement, introducing programs for employee integration, training and development and nurturing a positive environment.
Handle formal grievances, investigations, dispute resolution, disciplinary processes, and other employee relations issues.
Produce detailed HR reports and metrics monthly to Team leads, Management and the Managing Director.
Support and take the lead in change management processes.
Essential Job Requirements
A minimum of a Bachelor’s Degree in Human Resources Management, Industrial Relations, Business Administration, or a related field.
Over 5 years of professional experience covering all aspects of Human resources (Recruitment, Compensation, Performance management, Administration, etc.)
A relevant professional certification (CIPMN, CIPD, SHRM) is a requirement.
An MBA in human resource management is desirable.
Extensive knowledge of employment laws and regulations in Nigeria and HR Best practices.
Experience with direct sourcing methods such as leveraging networks, LinkedIn, Social Media, etc.
Thorough attention to detail and the ability to prioritize and handle multiple tasks at once.
Highly organized and able to keep records orderly and confidential.
Proficient IT and computer skills including the ability to operate spreadsheets and word-processing programs. Experience using Seamless HR, Human Manager or other HRMS is an added advantage.
Able to strategically think and use initiative.
Effective people skills, active listening and ability to build rapport and manage relationships.
Compensation / Benefits
Salary: N250,000 - N350,000 Monthly.
Pension and Health Insurance
Annual, Maternity, and Sick Leave
Employee Wellness Program.
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