Group HR Manager

Job Description



• To provide strategic leadership for the Group’s human resources function by developing and implementing people strategies, policies, systems and practices that support business growth, operational excellence and a high-performance culture across all Group companies.

• The role is responsible for ensuring that the Group attracts, develops, engages and retains high-calibre talent while maintaining strong HR governance, regulatory compliance and effective workforce management.



Key Responsibilities

Group HR Strategy and Leadership:



• Develop and implement a Group-wide HR strategy aligned with the Group’s business objectives and growth plans.

• Establish consistent HR policies, standards, processes and governance frameworks across all subsidiaries and business units.

• Advise the Group MD/CEO and senior leadership on workforce, organizational and people-related matters.

• Provide strategic HR support for business expansion, restructuring, mergers, acquisitions and new business initiatives.

• Drive a strong performance-oriented, ethical and collaborative organizational culture across the Group.



Workforce Planning and Organization Development:



• Lead Group-wide workforce planning and manpower budgeting.

• Assess current and future talent requirements and develop strategies to close workforce gaps.

• Support organizational design, restructuring, succession planning and leadership development.

• Review organizational structures, reporting lines and role responsibilities to ensure effectiveness and scalability.

• Develop workforce analytics and HR metrics to support management decision-making.



Talent Acquisition and Employer Branding:



• Establish Group-wide recruitment and selection standards to attract high-quality talent.

• Oversee recruitment for critical, senior and specialist positions across the Group.

• Develop talent pipelines and succession plans for key positions.

• Strengthen the Group’s employer value proposition and employer brand.

• Ensure effective onboarding and integration of new employees.



Performance Management:



• Develop and manage a robust Group-wide performance management framework.

• Ensure that employees have clear objectives, KPIs and performance expectations.

• Coordinate performance reviews, performance improvement plans and talent reviews.

• Promote a culture of accountability, meritocracy and continuous performance improvement.

• Support management in addressing underperformance fairly and consistently.



Compensation, Benefits and Rewards:



• Develop and maintain competitive compensation and benefits structures across the Group.

• Conduct salary benchmarking and periodic compensation reviews.

• Establish appropriate grading, salary bands and reward frameworks.

• Oversee payroll governance and ensure accurate and timely employee compensation.

• Develop incentive and recognition programs that support business performance and employee retention.



Learning, Development and Succession:



• Develop Group-wide learning and development strategies based on organizational and individual capability gaps.

• Establish leadership and management development program.

• Support professional development, certifications, coaching and mentoring initiatives.

• Develop succession plans for critical roles and high-potential employees.

• Measure the effectiveness and business impact of training program.



Employee Relations and Engagement:



• Provide leadership on employee relations, grievance management, disciplinary matters and workplace conflict resolution.

• Promote positive employee-management relationships and a healthy workplace culture.

• Develop employee engagement and retention initiatives.

• Monitor employee satisfaction, engagement trends and key workforce risks.

• Ensure consistent and fair application of HR policies across Group companies.



HR Policies, Compliance and Governance:



• Develop, review and maintain the Group’s HR policies, procedures and employee handbook.

• Ensure compliance with applicable Nigerian employment laws, regulations and statutory requirements.

• Monitor HR practices across subsidiaries to ensure adherence to Group standards.

• Maintain appropriate HR documentation, records and controls.

• Identify and mitigate people-related legal, operational and reputational risks.



HR Systems, Analytics and Reporting:



• Lead the implementation and effective utilization of HRIS and other HR technology solutions across the Group.

• Establish reliable HR data and reporting systems.

• Prepare periodic HR reports and dashboards covering headcount, turnover, recruitment, compensation, performance, absenteeism, training and other key indicators.

• Use people analytics to identify trends, risks and opportunities and support evidence-based management decisions.



HR Team Leadership:



• Lead, coach and develop the Group HR team and HR personnel across business units.

• Establish clear objectives, performance expectations and accountability for the HR function.

• Build HR capability and promote consistent professional standards across the Group.

• Ensure HR teams provide responsive, commercially focused and employee-centred support to business leaders.



Strategic Business Partnership:



• Partner with business unit heads and senior management to translate business objectives into effective people strategies.

• Provide HR input into business planning, budgeting and strategic decision-making.

• Support leadership teams in managing organizational change and transformation.

• Serve as a trusted adviser to management on people, organizational and employment matters.



Requirements



• Bachelor’s Degree in Human Resources, Business Administration, Industrial Relations, Management, Psychology or a related discipline.

• A Master’s degree in Human Resources, Business Administration, Management or a related field is an advantage.

• Professional membership/certification with CIPM, SHRM, HRCI or an equivalent professional body is required/preferred.

• 8–12 years’ progressive HR experience, with significant experience in a managerial or strategic HR leadership role.

• Demonstrated experience managing HR across multiple business units, subsidiaries or locations.

• Strong knowledge of Nigerian employment legislation, HR best practices and contemporary people management.

• Experience in workforce planning, talent management, compensation, performance management, employee relations and HR governance.

• Strong HR analytics, reporting and HRIS capability.