Job Description
Roles and responsibilities
Senior HR Business Partnering (Client Population):
• Act as a trusted adviser to senior leaders on people strategy, organisation effectiveness, workforce planning, and leadership capability.
• Provide HR input into business planning, growth initiatives, restructures, and cost optimisation decisions.
• Coach senior leaders on performance management, talent decisions, succession planning, and leadership effectiveness.
• Support complex people and organisational issues within the client group.
Recruitment & Workforce Resourcing (Company-Wide):
• Own and drive the Company’s recruitment and resourcing strategy across onshore and offshore roles.
• Ensure timely, cost-effective, and quality hiring aligned to operational demands and manpower plans.
• Oversee recruitment processes, vendor management, and employer branding initiatives.
• Strengthen talent pipelines for critical offshore, marine, technical, and leadership roles.
Talent Management & Succession Planning (Company-Wide):
• Design and lead talent management and succession planning frameworks for key and critical roles.
• Identify high-potential talent and support targeted development and retention strategies.
• Partner with leaders to build internal talent pipelines and reduce dependency on external hiring.
• Provide talent insights and recommendations to senior management.
Learning, Capability & Leadership Development (Company-Wide):
• Own the learning and development strategy, aligned to business priorities, safety standards, and regulatory requirements.
• Oversee technical, compliance, leadership, and behavioural development programmes.
• Drive capability-building initiatives for offshore crew, supervisors, and management.
• Measure learning effectiveness and return on investment.
Governance, Analytics & Stakeholder Management:
• Establish governance frameworks for recruitment, talent, and learning activities.
• Track and report key human capital metrics including time-to-fill, quality of hire, bench strength, and capability gaps.
• Partner with Finance, Operations, Crewing, and HSE to align people capability with operational needs.
• Manage external vendors, training providers, and consultants.
Qualifications, Skills and Experiences
• 12–15 years of progressive HR experience, including senior HR Business Partnering roles.
• Strong track record in recruitment, talent management, succession planning, and learning & development.
• Experience in offshore logistics, marine services, oil & gas support, or a similarly complex, safety-critical environment preferred.
• Sound understanding of Nigerian labour market dynamics.
Senior HR Business Partnering (Client Population):
• Act as a trusted adviser to senior leaders on people strategy, organisation effectiveness, workforce planning, and leadership capability.
• Provide HR input into business planning, growth initiatives, restructures, and cost optimisation decisions.
• Coach senior leaders on performance management, talent decisions, succession planning, and leadership effectiveness.
• Support complex people and organisational issues within the client group.
Recruitment & Workforce Resourcing (Company-Wide):
• Own and drive the Company’s recruitment and resourcing strategy across onshore and offshore roles.
• Ensure timely, cost-effective, and quality hiring aligned to operational demands and manpower plans.
• Oversee recruitment processes, vendor management, and employer branding initiatives.
• Strengthen talent pipelines for critical offshore, marine, technical, and leadership roles.
Talent Management & Succession Planning (Company-Wide):
• Design and lead talent management and succession planning frameworks for key and critical roles.
• Identify high-potential talent and support targeted development and retention strategies.
• Partner with leaders to build internal talent pipelines and reduce dependency on external hiring.
• Provide talent insights and recommendations to senior management.
Learning, Capability & Leadership Development (Company-Wide):
• Own the learning and development strategy, aligned to business priorities, safety standards, and regulatory requirements.
• Oversee technical, compliance, leadership, and behavioural development programmes.
• Drive capability-building initiatives for offshore crew, supervisors, and management.
• Measure learning effectiveness and return on investment.
Governance, Analytics & Stakeholder Management:
• Establish governance frameworks for recruitment, talent, and learning activities.
• Track and report key human capital metrics including time-to-fill, quality of hire, bench strength, and capability gaps.
• Partner with Finance, Operations, Crewing, and HSE to align people capability with operational needs.
• Manage external vendors, training providers, and consultants.
Qualifications, Skills and Experiences
• 12–15 years of progressive HR experience, including senior HR Business Partnering roles.
• Strong track record in recruitment, talent management, succession planning, and learning & development.
• Experience in offshore logistics, marine services, oil & gas support, or a similarly complex, safety-critical environment preferred.
• Sound understanding of Nigerian labour market dynamics.
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