Job Description
POSITION INFORMATION
Compensation: ₦200,000 – ₦300,000 gross monthly
Location: Surulere, Lagos (Hybrid — office + remote)
Employment Type: Full-Time
Work Schedule: Monday to Friday, 9:00 AM – 5:00 PM (flexible/hybrid)
Reports To: Chief Operating Officer (COO)
Experience: 3+ years managing HR functions (recruitment, payroll, compliance, performance management)
Qualification: Degree in HR Management, Business Administration, or related field. CIPM/SHRM is a plus but not required.
ROLE SUMMARY
This role exists because the COO is currently doing HR alongside operations — and both are suffering. Cogent is growing (30 roles across 9 departments, active construction projects, ISO certification in progress) and needs someone who OWNS the people function end to end.
This is not an admin role. This is a strategic function — you build the systems that attract the right people, develop them, hold them accountable, and let them go when necessary. You make sure the company runs on standards.
You ARE the HR department. There is no one above you in this function and no one below you. You own it completely: recruitment, payroll, confirmation, compliance, onboarding, offboarding, staffing, KPIs, performance improvement plans, behaviour tracking, and culture.
The philosophy is simple: "Never allow anyhowness to reign supreme, but keep staff satisfied and motivated." High standards AND employee satisfaction — both, always.
WHAT SUCCESS LOOKS LIKE
• Every hire is the right hire — your recruitment process filters, not just fills.
• Payroll runs without errors, on time, every month, without exception.
• New hires are productive within 30 days — because your onboarding actually works.
• Underperformers are identified early, given a fair PIP, and either improve or exit. No one lingers.
• Staff know exactly what is expected of them — because the JDs, SOPs, and KPIs you maintain tell them clearly.
• Compliance is never a scramble — statutory filings, certifications, insurance are always current.
• Staff retention is high among top performers. Low tolerance for mediocrity.
• The COO never has to handle an HR issue again.
KEY RESPONSIBILITIES
Recruitment & Talent Acquisition
• Own the entire recruitment pipeline: JD review, job posting, screening, interviews, selection, offer letters.
• Use the standardised Cogent offer letter template for all offers.
• Coordinate with department heads on hiring needs — understand what each role actually requires.
• Maintain a talent pipeline for critical roles — don’t start from zero every time.
• Conduct reference checks, qualification verification, and background checks for every hire.
Onboarding & Offboarding
• Execute the multi-phase onboarding process: pre-arrival preparation through Month 3 probation review.
• Ensure all new hires complete: 20 HSSE videos, Handbook review, SOP review, and the 50-question onboarding test (80% pass required).
• Conduct probation reviews at 30, 60, and 90 days — no exceptions, no delays.
• Coordinate offboarding: exit interview, asset return, access revocation, knowledge transfer, final pay calculation.
Payroll & Compensation
• Process monthly payroll: gross salary, statutory deductions (PAYE, Pension 7.6%, NHIS 2.7%, NHF), net pay.
• Maintain employee compensation records — accurate, up to date, confidential.
• Coordinate with the Accountant on payroll execution and payment.
• Manage leave tracking and entitlements (10–15 days per role as per Working Agreements).
• Process statutory remittances: pension, PAYE, NHIS — on time, every month.
Performance Management
• Coordinate quarterly KPI reviews with department heads.
• Administer the Performance Improvement Plan (PIP) process — fair, documented, time-bound.
• Track probation confirmations — every new hire gets a formal 90-day review.
• Maintain performance records per employee — these inform promotions, PIPs, and separations.
• Coordinate the annual performance review cycle.
Compliance & Records
• Maintain up-to-date personnel files for every employee — contracts, certifications, ID, next of kin.
• Ensure all statutory registrations are current: pension, NHIS, group life insurance, ITF, NSITF.
• Track contract renewals, probation dates, and confirmation dates — nothing expires without action.
• Maintain the Employee Handbook and ensure all staff have signed acknowledgement.
• Coordinate with external legal counsel on employment law matters via the COO.
Culture & Employee Relations
• Be the first point of contact for staff grievances — listen, document, resolve.
• Mediate workplace conflicts before they escalate.
• Enforce the progressive discipline system (reference Operations Handbook Part 7).
• Coordinate staff engagement activities — build a culture worth staying for.
• Monitor staff satisfaction — catch problems before they become resignations.
• "Never allow rubbish to reign supreme, but make staff happy" — both, always.
Training & Development
• Identify training needs from KPI reviews and performance gaps.
• Coordinate training delivery — internal and external.
• Maintain the training matrix and training records.
• Ensure 90-day recertification compliance for all site staff.
REQUIREMENTS
• Proven experience managing HR functions (recruitment, payroll, compliance, performance management) — minimum 3 years.
• Experience in a growing company where you built systems, not just maintained them.
• Strong knowledge of Nigerian labour law, pension regulations, PAYE, NHIS.
• Comfortable with digital tools — you will work within a structured, app-driven environment (Cogent Site App).
• Attention to detail for payroll accuracy — every naira must be correct.
• Ability to have difficult conversations — terminations, PIPs, disciplinary actions.
• High emotional intelligence — staff trust you, even when you deliver hard news.
• Experience over qualifications — CIPM, SHRM, or similar is a plus but not required.
NON-NEGOTIABLES
• Payroll errors are unacceptable. Every naira must be correct.
• Statutory deadlines are not “guidelines” — they are deadlines.
• Confidentiality is absolute. HR handles the most sensitive information in the company.
• You cannot be everyone’s friend AND hold standards. You must do both.
• If a process does not exist, you build it. If a process is broken, you fix it.
COMPENSATION
₦200,000 – ₦300,000 monthly. 90-day probation period. HMO provided after confirmation.
Job Type: Full-time
Pay: ₦250,000.00 - ₦300,000.00 per month
Experience:
• Human Resource Management: 3 years (Required)
Work Location: In person
Compensation: ₦200,000 – ₦300,000 gross monthly
Location: Surulere, Lagos (Hybrid — office + remote)
Employment Type: Full-Time
Work Schedule: Monday to Friday, 9:00 AM – 5:00 PM (flexible/hybrid)
Reports To: Chief Operating Officer (COO)
Experience: 3+ years managing HR functions (recruitment, payroll, compliance, performance management)
Qualification: Degree in HR Management, Business Administration, or related field. CIPM/SHRM is a plus but not required.
ROLE SUMMARY
This role exists because the COO is currently doing HR alongside operations — and both are suffering. Cogent is growing (30 roles across 9 departments, active construction projects, ISO certification in progress) and needs someone who OWNS the people function end to end.
This is not an admin role. This is a strategic function — you build the systems that attract the right people, develop them, hold them accountable, and let them go when necessary. You make sure the company runs on standards.
You ARE the HR department. There is no one above you in this function and no one below you. You own it completely: recruitment, payroll, confirmation, compliance, onboarding, offboarding, staffing, KPIs, performance improvement plans, behaviour tracking, and culture.
The philosophy is simple: "Never allow anyhowness to reign supreme, but keep staff satisfied and motivated." High standards AND employee satisfaction — both, always.
WHAT SUCCESS LOOKS LIKE
• Every hire is the right hire — your recruitment process filters, not just fills.
• Payroll runs without errors, on time, every month, without exception.
• New hires are productive within 30 days — because your onboarding actually works.
• Underperformers are identified early, given a fair PIP, and either improve or exit. No one lingers.
• Staff know exactly what is expected of them — because the JDs, SOPs, and KPIs you maintain tell them clearly.
• Compliance is never a scramble — statutory filings, certifications, insurance are always current.
• Staff retention is high among top performers. Low tolerance for mediocrity.
• The COO never has to handle an HR issue again.
KEY RESPONSIBILITIES
Recruitment & Talent Acquisition
• Own the entire recruitment pipeline: JD review, job posting, screening, interviews, selection, offer letters.
• Use the standardised Cogent offer letter template for all offers.
• Coordinate with department heads on hiring needs — understand what each role actually requires.
• Maintain a talent pipeline for critical roles — don’t start from zero every time.
• Conduct reference checks, qualification verification, and background checks for every hire.
Onboarding & Offboarding
• Execute the multi-phase onboarding process: pre-arrival preparation through Month 3 probation review.
• Ensure all new hires complete: 20 HSSE videos, Handbook review, SOP review, and the 50-question onboarding test (80% pass required).
• Conduct probation reviews at 30, 60, and 90 days — no exceptions, no delays.
• Coordinate offboarding: exit interview, asset return, access revocation, knowledge transfer, final pay calculation.
Payroll & Compensation
• Process monthly payroll: gross salary, statutory deductions (PAYE, Pension 7.6%, NHIS 2.7%, NHF), net pay.
• Maintain employee compensation records — accurate, up to date, confidential.
• Coordinate with the Accountant on payroll execution and payment.
• Manage leave tracking and entitlements (10–15 days per role as per Working Agreements).
• Process statutory remittances: pension, PAYE, NHIS — on time, every month.
Performance Management
• Coordinate quarterly KPI reviews with department heads.
• Administer the Performance Improvement Plan (PIP) process — fair, documented, time-bound.
• Track probation confirmations — every new hire gets a formal 90-day review.
• Maintain performance records per employee — these inform promotions, PIPs, and separations.
• Coordinate the annual performance review cycle.
Compliance & Records
• Maintain up-to-date personnel files for every employee — contracts, certifications, ID, next of kin.
• Ensure all statutory registrations are current: pension, NHIS, group life insurance, ITF, NSITF.
• Track contract renewals, probation dates, and confirmation dates — nothing expires without action.
• Maintain the Employee Handbook and ensure all staff have signed acknowledgement.
• Coordinate with external legal counsel on employment law matters via the COO.
Culture & Employee Relations
• Be the first point of contact for staff grievances — listen, document, resolve.
• Mediate workplace conflicts before they escalate.
• Enforce the progressive discipline system (reference Operations Handbook Part 7).
• Coordinate staff engagement activities — build a culture worth staying for.
• Monitor staff satisfaction — catch problems before they become resignations.
• "Never allow rubbish to reign supreme, but make staff happy" — both, always.
Training & Development
• Identify training needs from KPI reviews and performance gaps.
• Coordinate training delivery — internal and external.
• Maintain the training matrix and training records.
• Ensure 90-day recertification compliance for all site staff.
REQUIREMENTS
• Proven experience managing HR functions (recruitment, payroll, compliance, performance management) — minimum 3 years.
• Experience in a growing company where you built systems, not just maintained them.
• Strong knowledge of Nigerian labour law, pension regulations, PAYE, NHIS.
• Comfortable with digital tools — you will work within a structured, app-driven environment (Cogent Site App).
• Attention to detail for payroll accuracy — every naira must be correct.
• Ability to have difficult conversations — terminations, PIPs, disciplinary actions.
• High emotional intelligence — staff trust you, even when you deliver hard news.
• Experience over qualifications — CIPM, SHRM, or similar is a plus but not required.
NON-NEGOTIABLES
• Payroll errors are unacceptable. Every naira must be correct.
• Statutory deadlines are not “guidelines” — they are deadlines.
• Confidentiality is absolute. HR handles the most sensitive information in the company.
• You cannot be everyone’s friend AND hold standards. You must do both.
• If a process does not exist, you build it. If a process is broken, you fix it.
COMPENSATION
₦200,000 – ₦300,000 monthly. 90-day probation period. HMO provided after confirmation.
Job Type: Full-time
Pay: ₦250,000.00 - ₦300,000.00 per month
Experience:
• Human Resource Management: 3 years (Required)
Work Location: In person
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