Job Purpose

• The Human Resources Officer delivers high-quality operational and strategic HR support across the employee lifecycle. The role supports the organization's people strategy by driving recruitment, onboarding, engagement, performance management, learning and development, administration, policy compliance, payroll support, and employee relations. Acting as a trusted partner to employees and line managers, the HR Officer ensures all processes are efficient, legally compliant, and aligned with company culture.

Key Responsibilities

Talent Acquisition & Workforce Planning

• Recruitment Management: Coordinate end-to-end recruitment from requisition to onboarding; publish vacancies across local and international platforms LinkedIn, referral networks, agencies.
• Sourcing & Selection: Draft job descriptions, screen applications, conduct competency-based interviews, manage logistics, and verify candidate backgrounds.
• Pipeline & Experience: Prepare employment offers and contracts; maintain a talent pipeline and track metrics Time-to-Hire, Time-to-Fill, Cost-per-Hire, Source Effectiveness, Offer Acceptance Rate.

Onboarding, Offboarding & Lifecycle Management

• Onboarding: Coordinate seamless induction, orientation, and documentation for new hires; monitor probationary periods.
• Internal Movements: Manage promotions, transfers, acting appointments, and contract renewals.
• Offboarding: Coordinate exit processes resignations, retirements, terminations, conduct exit interviews, compile analytical reports, and handle clearances.

HR Administration & Records Management

• Data Integrity: Maintain accurate, confidential physical and electronic employee records via the HR Information System HRIS.
• Documentation: Prepare HR correspondence Appointment, Confirmation, Promotion, Salary Review, and Disciplinary letters.
• Reporting: Update organizational charts, staff directories, and generate periodic HR dashboards.

Employee Relations & Industrial Harmony

• Support & Guidance: Serve as the primary contact for HR inquiries; provide interpretation of policies and procedures.
• Conflict & Discipline: Facilitate mediation and conflict resolution; coordinate disciplinary processes and grievance investigations in line with labor laws.

Performance & Talent Management

• Appraisals: Coordinate periodic performance reviews and track objectives/KPIs.
• Development: Support managers with Performance Improvement Plans PIPs, identify high-performers, and assist with succession planning.

Learning & Development L&D

• Training Programs: Conduct training needs assessments, develop annual training calendars, and coordinate digital/physical training programs AI, ICT, compliance, and leadership.
• Evaluation: Maintain learning databases and evaluate training effectiveness.

Payroll, Compensation & Benefits

• Payroll Input: Verify attendance, leave records, overtime, allowances, and provide accurate, timely payroll variations to Finance.
• Benefits: Administer health insurance schemes, pension tracking, and manage leave records.

Governance, Risk & Compliance

• Legal Adherence: Ensure strict compliance with the Nigerian Labour Act, Pension Reform Act, Employee Compensation Act, Nigeria Data Protection Act NDPA, and tax regulations.
• Audits: Support internal and external HR audits and review processes for legal safety.

Automation & Culture Improvement

• Process Optimization: Drive HR process automation, AI-powered HR tools, and employee self-service enhancements.
• Engagement: Coordinate staff surveys, wellness initiatives, recognition programs, DEIB initiatives, and team-building events.

Key Performance Indicators KPIs

• Recruitment: Time-to-Fill, Quality of Hire, Candidate Experience Score, Offer Acceptance Rate.
• Administration & Compliance: Accuracy of records, HRIS data validity, compliance rate, and zero major regulatory breaches.
• Employee Relations: Query response time, grievance resolution time, and retention rate.
• L&D & Performance: Training completion rate, learning effectiveness, and timely review completions.
• Payroll & Analytics: Payroll variation accuracy and timely delivery of analytical reports.

Job Requirements

Education & Certifications

• Degree: Bachelor’s Degree in Human Resources, Industrial Relations, Business Administration, Psychology, or a related discipline. Master’s degree is an advantage.
• Professional Credentials: Active certification or progress with CIPM, SHRM, HRCI PHR/SPHR, CIHRM, AIHR, or CIPD.

Experience & Technical Skills

• Experience: 3–5 years of progressive HR experience, preferably within a technology company, startup, or consulting environment.
• HR Technology: Hands-on experience with HRIS platforms, Applicant Tracking Systems ATS, and Document Management Systems.
• Tools: Proficiency in Microsoft Office Advanced Excel, PowerPoint, Google Workspace, data analytics, and AI-powered HR applications.

Key Competencies & Attributes

• Exceptional communication, stakeholder management, and interpersonal skills.
• High emotional intelligence, problem-solving capabilities, and critical thinking.
• Strict adherence to ethics, confidentiality, and professional integrity.
• An innovative, technology-minded approach to managing human capital.