Job Description
OBEK Group of Companies Limited is an EPCIC (Engineering, Procurement, Construction, Installation & Commissioning) enterprise headquartered in Lagos, Nigeria, operating across the Oil & Gas, Power, Chemicals, Commercial/Industrial Real Estate, and Fertilizer sectors in Sub-Saharan Africa.
Role Overview The HR Business Partner is primarily responsible for managing comprehensive human resources processes for project personnel across EPCIC project sites. This entails ensuring timely mobilization, adherence to client requirements, workforce efficiency, and effective employee lifecycle management, from recruitment through offboarding. In this capacity, the HR Business Partner acts as the principal HR liaison between the organization and its clients regarding all personnel-related issues.
The significance of this role lies in its direct impact on project delivery timelines through the readiness of manpower, enhancements in client satisfaction via compliance and responsiveness, and the management of costs through optimized workforce utilization.
Key Accountabilities / Responsibilities 1.
Project Personnel
Planning & Mobilization
Liaise with Project Managers to understand manpower requirements per project phase. Develop and execute manpower mobilization plans aligned with project timelines. Ensure timely sourcing and deployment of competent personnel in line with project schedules. Track headcount against approved manpower budgets.
2.
Talent
Sourcing & Recruitment
Source and recruit technical and non-technical personnel for EPCIC projects, including Engineers, supervisors, construction crews, QA/QC, HSE, logistics, and support staff.
Coordinate end-to-end recruitment process, including CV sourcing, shortlisting, interviews, selection, and offers Maintain an updated project talent pool for quick deployment. Ensure recruitment complies with project/client and statutory protocols.
• Onboarding & Deployment
Coordinate all onboarding activities, including offer letters and contracts (project-based and fixed term), medicals, certifications, background checks, site inductions and compliance documentation.
Ensure deployed personnel meet both company and client standards, as well as regulatory, HSE, and certification requirements. Maintain personnel deployment records per project and client.
4.
Client
Interface & Reporting
Serve as the HR focal point for all client interactions on personnel deployment, replacement requests, disciplinary actions, demobilization and offboarding. Provide regular workforce reports, including headcount and mobilization status, attendance and rotation schedules, replacement and attrition reports, etc. Address client queries and audits related to personnel. Ensure adherence to client contractual HR obligations. Attend project and client meetings as required.
5.
Employee Lifecycle
Management
Manage employee records for all deployed personnel. Handle confirmations, transfers, and role changes. Ensure smooth demobilization and offboarding processes. Conduct exit interviews and provide insights to management. 6.
Employee
Relations & Welfare
Address employee grievances at project sites promptly. Promote a positive work environment aligned with company values. Ensure welfare provisions (accommodation, rotations, allowances) are properly managed. Support disciplinary processes where required.
• HR Compliance & Documentation
Ensure compliance with labour laws, client HR requirements, company HR policies, and industry standards. Maintain accurate HR documentation (contracts, certifications, compliance records) physically and electronically. Track certifications and ensure personnel validity (e.g., HSE, technical licenses). Ensure contractual compliance with respect to working hours, mobilization/demobilization clauses, and client SLAs related to manpower.
Support audits (internal, client and regulatory).
• Performance & Productivity Monitoring
Support performance management processes for project personnel. Track productivity and absenteeism trends. Coordinate performance feedback for project staff
Provide HR insights to improve personnel efficiency.
• Offboarding & Demobilization
Plan and manage offboarding aligned with project timelines – end of contracts, project completion or phase-out. Ensure proper handovers, exit documentation, and clearance processes. Maintain demobilization records for audit and client reference.
• HR Operations Support
Coordinate payroll inputs (timesheets, allowances, rotations). Support broader HR initiatives as required, including training and competency development initiatives, policy implementation, and workforce analytics. Collaborate w