Topic: HR Manager Urgently Needed

HEAD OF HUMAN RESOURCES NEEDED URGENTLY
Our client is a major player in the downstream sector of Oil and Gas with over 10 filling stations scattered all over Nigeria. Our client has some interests in the hospitality business as well as real estate. Currently with employees in excess of 300, our client has her head office located at VI in Lagos State. They are seeking to hire an Head of Human Resources.
The Job
The Head of Human Resource (HR) department shall be dealing with wide range of activities from strategic planning level to the day to day operations level.
§ Involvement in the strategic planning process HR manager will be involved in the strategic planning process of the organization and consistently identify HR as a core competency of the organization. The candidate should target to create core competencies in order to establish a competitive advantage for the organization. He/She will be responsible for developing the HR of the organizations to bring the stated competitive advantage to the organization.
§ Forecasting the labour requirement The HR manager will hold the responsibility of forecasting the labour requirement of the organization in the future based on the future level of sales/production level of the organization. The labour forecast may identify the need for need for hiring or firing employees.
§ Recruitment Once the labour forecast is done organization can identify the need for more labour in the organization if the existing workforce is not sufficient to handle the future workload. In such a situation HR manager has to recruit new potential candidates to fill the vacancies. Recruitment is the process of creating a pool of potential candidates who can be employed to fill the vacancies.
§ Selection HR department/manager will be responsible of selecting the most suitable employees to fill existing vacancies by conducting tests and interviews targeted at selecting the best fit for the organisation.
§ Induction Induction is the process by which new employees are made familiarized with the organizational environment. Once the employees are selected they need to be introduced to other staff of the organization and they should be given necessary guidelines about the organizational culture and the procedures.
§ Training Once the employees are done with the induction they become an employee of the organization but the skills they possess may not be adequate to carry out required tasks. The need for training arises when the there is a gap between expected level of skills and the current level of skills of an employee. If a there is a training need HR department has to design training programs and execute them.
§ Motivation HR manager is responsible of motivating employees to carry out their duties of a timely and accurate basis.
§ Performance Appraisal This is where the employees performance are evaluated based on expected level and the actual level of the performance. HR department needs to design performance appraisal systems to appraise the employee performance on a fairly manner.
§ Rewarding employees Once the employee performance evaluation is done HR department needs to design good employee rewarding packages to reward well performing employees. These rewards could be of monetary or non monetary in nature.
§ Managing Carrier Growth of employees/Promotions HR department is responsible of managing the carrier growth of employees where they needs to promoted in the carrier ladder if they are suitable to fill existing vacancies in high ranks of the organizational structure.
§ Managing redundancy When the organization decides that thy no longer need the service of certain employee they need to be sent to be given the redundancy notices and have to be paid the redundancy charges. HR department has to manage this process.
§ Managing employee grievance HR department needs to accept the grievance and complaints submitted by the employees about their problems. HR department need to listen to grievance and should come up with solutions to solve problems.
§ Managing complains about employees There can be complaints about employees regarding poor performance, bribery, misbehavior and so on. HR department needs to hear those complains and make necessary steps (advising/punishing employees) to solve those issues.
Prefered Qualifications
1. At least 5 years experience on the job with preference in the downstream sector. Other sectors can be considered
2. Not more than 37 years
3. A university degree with a minimum of 2:2. Candidates with 2:1 and above will be pref
erred
4. A masters degree will be desired but not compulsory
5. A professional qualification will be an added advantage

Prefered Skills, Knowledge and Characteristics ·
Strong effective communicator in writing, business presentations and in interpersonal communication. · Highly developed, demonstrated teamwork skills. · Demonstrates a high degree of confidentiality and unusual common sense. · Able to direct the efforts of a team of diverse human resources professionals. · Demonstrated ability to increase productivity and continuously improve methods, approaches, and departmental contribution while being cost-sensitive. Commitment to continuous learning. · Expert in employment law and employee relations and communication. · Demonstrated ability to see the big picture and provide useful and strategic advice and input across the company and on the senior executive team. · Ability to lead in an environment of constant change. · Experience working in a flexible, employee empowering work environment. Structured or large company experience will not work here. · Familiarity and skill with the tools of the trade in human resources including HRIS, Microsoft Office suite of products, file management, and benefits administration. · Experience in organization development and change management. Qualified candidates should send their resume to: [email protected],

or [email protected]