Job Description
Head of Human Resources Administration and Legal
Adatin Restore Nigeria Limited | Job description
Company: Adatin Restore Nigeria Limited
Location: Lagos, Nigeria
Department: Human Resources, Administration and Legal
Reports to: Chief Executive Officer
Employment type: Proposed full time
Direct reports: HR/Admin Manager and HR/Admin Officers
About the company
Adatin Restore Nigeria Limited is a private security and risk management company providing event security, critical infrastructure guarding, electronic security installations, secure cash transit, threat and risk assessments, and executive protection services.
Role purpose
Lead the company’s HR and administrative services while overseeing legal documentation, compliance tracking and liaison with external counsel. Ensure that workforce processes support dependable security service delivery and that matters requiring legal interpretation or representation reach qualified counsel promptly.
Scope and working relationships
• Work closely with Operations, Finance, business development, site supervisors and external advisers.
• The Head owns people processes and departmental administration; Operations retains responsibility for deployment, shift coverage and operational security decisions. Provide departmental leadership through the HR/Admin Manager and officers, with agreed visits to client sites and support for urgent personnel or documentation matters.
• For final approval: Confirm the proposed experience threshold, employment arrangement, remuneration, site coverage, delegated authority and measurable performance targets.
Human resources responsibilities
• Develop workforce plans with Operations to meet client mobilisation dates and maintain a suitable reserve of vetted security personnel.
• Oversee recruitment, vetting, onboarding and probation for office staff, guards, security technicians, drivers and protection personnel; verify records and role credentials with Operations.
• Manage employee relations, grievances, disciplinary investigations and exits through fair, documented procedures; support supervisors in applying company policies.
• Oversee performance reviews and staff training with Operations, including conduct, confidentiality, client site expectations and role-specific development.
• Identify development needs across the senior leadership and managerial teams; source and coordinate suitable local and international training programmes aligned with business priorities.
• Work with Finance to determine training costs and prepare the leadership and management training budget, including fees and related expenses; obtain approval, monitor expenditure and evaluate learning outcomes.
• Validate attendance, approved overtime, leave and personnel changes with Operations and submit accurate payroll inputs to Finance; investigate discrepancies and monitor benefit administration.
• Monitor turnover, absenteeism and welfare concerns across client sites; recommend practical retention and engagement measures.
• Maintain confidential employee records and access controls, including appropriate handling of vetting information and sensitive incident records.
Departmental responsibilities and authority
Administration responsibilities:
• Oversee office administration, facilities, procurement and vendor performance within approved budgets and purchasing procedures.
• Oversee records and controls for uniforms, identification cards, office assets and vehicle documentation; coordinate issue, return and renewals with Operations.
• Manage leases, service providers, insurance documentation and administrative renewal schedules with the relevant business owners.
• Set objectives for the HR/Admin Manager and officers, delegate work, coach the team and assess performance; maintain procedures and continuity arrangements.
• Prepare the departmental budget and monthly management updates on workforce trends, costs, compliance gaps and outstanding actions.
Legal and compliance responsibilities
• Maintain the contracts register, signed agreements, legal correspondence, renewal dates and records of outstanding obligations.
• Prepare and review routine employment documents, service level agreements (SLAs), nondisclosure agreements (NDAs) and vendor documents using approved templates; refer substantive changes to external counsel.
• Coordinate contract reviews with counsel and service owners across guarding, electronic security, cash transit and protection services; check scope, obligations, renewal dates and approvals.
• Compile factual records for grievances, disciplinary cases, incidents and claims; preserve supporting documents and escalate matters requiring legal assessment.
• Track applicable labour, business and private security compliance obligations with Finance, Operations and counsel; maintain renewal records, action owners and evidence of completion.
• Monitor external counsel assignments, agreed deadlines and invoices; provide management with updates on open legal matters.
• Monitor relevant labour and business law developments with counsel; translate approved guidance into policies and tracked actions, and escalate uncertainty before commitments.
Decision making and authority
• Manage departmental work and approved expenditure within the company’s delegation framework.
• Recommend appointments, disciplinary outcomes and policy changes for the designated approving authority.
• Contracts, settlements and legal commitments require approval and signature by authorised officers.
• The role leads legal documentation and routine compliance coordination. Refer complex legal interpretation, bespoke contract provisions, disputes and representation to external counsel. Apply counsel’s guidance and track agreed actions.
Candidate requirements and performance measures
Essential qualifications and experience
• Bachelor’s degree in Human Resources, Law, Business Administration or a related discipline.
• Strong working knowledge of service level agreements (SLAs), nondisclosure agreements (NDAs), employment documents and routine contract administration. A legal background, law degree or admission to the Bar is not mandatory.
• Proposed minimum of eight years of relevant HR and administration experience, including at least three years leading a team or function.
• Demonstrated experience in workforce planning, employee relations, performance management, payroll input controls, administrative budgeting and leadership development.
• Experience managing a dispersed or shift-based workforce and preparing SLAs, NDAs and employment documents; security, risk management or outsourced services experience is strongly preferred.
Desirable qualifications
• CIPM membership or another recognised HR professional qualification; relevant postgraduate study is an advantage.
• Experience improving HR systems, employee records, reporting and administrative controls in a growing business.
Core competencies
• Sound judgement, integrity and discretion in handling employee and company information.
• Strong leadership, employee relations, investigation and conflict resolution skills.
• Clear business writing, stakeholder communication and negotiation skills.
• Ability to manage deadlines, budgets, records and competing operational demands.
• Competence with HR systems, spreadsheets and management reporting.
Performance measures
• Timeliness and quality of recruitment, onboarding, vetting and personnel documentation.
• Accuracy and timely submission of payroll inputs and employee changes.
• Closure of employee cases within agreed timelines and quality of case documentation.
• Improvement in avoidable turnover, absenteeism and recurring employee complaints against an agreed baseline.
• Administrative service delivery, asset record accuracy and expenditure against budget.
• Delivery of approved leadership and management training, expenditure against the agreed training budget, and evidence of learning applied at work.
• Completeness of legal records and timely referral of contracts, disputes and legal questions to counsel.
• Completion of applicable renewals, compliance actions and management reporting by agreed deadlines.
Initial priorities
During the first 90 days, review workforce records, HR procedures, administrative controls, contracts and compliance deadlines. Assess leadership and management training needs and prepare a prioritised development plan and budget with Finance. Agree improvement priorities and a monthly reporting rhythm with the CEO.
Pay: ₦800,000.00 - ₦1,000,000.00 per month
Work Location: In person
