Job Description
Job Summary • The HR Manager will oversee all human resources functions within the manufacturing facility, ensuring alignment with organizational goals.
• The role involves managing recruitment, employee relations, performance management, compliance, training, and workforce planning to support operational efficiency and productivity.
Key Responsibilities (KRA – Key Result Areas)
Talent Acquisition & Workforce Planning:
• Develop and implement recruitment strategies to attract qualified candidates
• Manage end-to-end recruitment processes
• Ensure timely filling of vacancies
• Collaborate with department heads on manpower planning
Employee Relations & Engagement:
• Foster a positive work environment and strong organizational culture
• Handle employee grievances, disciplinary actions, and conflict resolution
• Implement engagement initiatives to improve morale and retention
Performance Management:
• Oversee performance appraisal systems and processes
• Ensure alignment of individual goals with company objectives
• Support managers in performance improvement plans
Training & Development:
• Identify training needs and coordinate learning programs
• Implement onboarding and continuous development initiatives
• Track training effectiveness and ROI
HR Operations & Administration:
• Maintain accurate employee records and HR documentation
• Oversee payroll coordination, leave management, and benefits administration
• Ensure smooth day-to-day HR operations
Compliance & Policy Management:
• Ensure compliance with Nigerian labor laws and regulations
• Develop and enforce HR policies and procedures
• Handle audits and regulatory inspections
Industrial Relations (Manufacturing Focus):
• Manage union relationships (if applicable)
• Handle shop-floor workforce issues
• Ensure adherence to safety and labor standards
Compensation & Benefits:
• Manage salary structures and benefits programs
• Conduct salary benchmarking and reviews
• Ensure internal equity and external competitiveness
Key Performance Indicators (KPI)
Recruitment & Staffing:
• Time-to-fill vacancies
• Cost-per-hire
• Quality of hire (performance of new hires within 6 months)
Employee Retention & Engagement:
• Employee turnover rate
• Retention rate of key talent
• Employee satisfaction/engagement scores
Performance Management:
• Percentage of completed performance appraisals
• Improvement in underperforming staff
• Alignment of KPIs across departments
Training & Development:
• Training completion rate
• Training effectiveness score
• Employee skill improvement metrics
HR Operations Efficiency:
• Payroll accuracy rate
• Timeliness of HR processes (leave approvals, documentation, etc.)
• HR service delivery turnaround time
Compliance & Risk Management:
• Number of compliance violations
• Audit success rate
• Reduction in legal/disciplinary cases
Industrial Relations:
• Number of disputes/grievances resolved
• Reduction in workplace conflicts
• Union negotiation outcomes (if applicable)
Qualifications & Experience
• Bachelor’s Degree in Human Resources, Business Administration, or related field
• 7–10 years HR experience, preferably in manufacturing
• Professional certification (CIPM, SHRM, HRCI) is an added advantage
• Strong knowledge of labor laws and industrial relations
• Experience managing large workforce (factory/shop floor)
Key Skills & Competencies:
• Leadership and people management
• Strong communication and interpersonal skills
• Problem-solving and conflict resolution
• Strategic thinking and decision-making
• Knowledge of HR software and systems
• High level of integrity and confidentiality.
• The role involves managing recruitment, employee relations, performance management, compliance, training, and workforce planning to support operational efficiency and productivity.
Key Responsibilities (KRA – Key Result Areas)
Talent Acquisition & Workforce Planning:
• Develop and implement recruitment strategies to attract qualified candidates
• Manage end-to-end recruitment processes
• Ensure timely filling of vacancies
• Collaborate with department heads on manpower planning
Employee Relations & Engagement:
• Foster a positive work environment and strong organizational culture
• Handle employee grievances, disciplinary actions, and conflict resolution
• Implement engagement initiatives to improve morale and retention
Performance Management:
• Oversee performance appraisal systems and processes
• Ensure alignment of individual goals with company objectives
• Support managers in performance improvement plans
Training & Development:
• Identify training needs and coordinate learning programs
• Implement onboarding and continuous development initiatives
• Track training effectiveness and ROI
HR Operations & Administration:
• Maintain accurate employee records and HR documentation
• Oversee payroll coordination, leave management, and benefits administration
• Ensure smooth day-to-day HR operations
Compliance & Policy Management:
• Ensure compliance with Nigerian labor laws and regulations
• Develop and enforce HR policies and procedures
• Handle audits and regulatory inspections
Industrial Relations (Manufacturing Focus):
• Manage union relationships (if applicable)
• Handle shop-floor workforce issues
• Ensure adherence to safety and labor standards
Compensation & Benefits:
• Manage salary structures and benefits programs
• Conduct salary benchmarking and reviews
• Ensure internal equity and external competitiveness
Key Performance Indicators (KPI)
Recruitment & Staffing:
• Time-to-fill vacancies
• Cost-per-hire
• Quality of hire (performance of new hires within 6 months)
Employee Retention & Engagement:
• Employee turnover rate
• Retention rate of key talent
• Employee satisfaction/engagement scores
Performance Management:
• Percentage of completed performance appraisals
• Improvement in underperforming staff
• Alignment of KPIs across departments
Training & Development:
• Training completion rate
• Training effectiveness score
• Employee skill improvement metrics
HR Operations Efficiency:
• Payroll accuracy rate
• Timeliness of HR processes (leave approvals, documentation, etc.)
• HR service delivery turnaround time
Compliance & Risk Management:
• Number of compliance violations
• Audit success rate
• Reduction in legal/disciplinary cases
Industrial Relations:
• Number of disputes/grievances resolved
• Reduction in workplace conflicts
• Union negotiation outcomes (if applicable)
Qualifications & Experience
• Bachelor’s Degree in Human Resources, Business Administration, or related field
• 7–10 years HR experience, preferably in manufacturing
• Professional certification (CIPM, SHRM, HRCI) is an added advantage
• Strong knowledge of labor laws and industrial relations
• Experience managing large workforce (factory/shop floor)
Key Skills & Competencies:
• Leadership and people management
• Strong communication and interpersonal skills
• Problem-solving and conflict resolution
• Strategic thinking and decision-making
• Knowledge of HR software and systems
• High level of integrity and confidentiality.
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