Job Description
Human Resources Generalist
Department
Human Resources
Job Purpose
The HR Generalist is responsible for supporting the organization's human resource functions while driving employee engagement initiatives, Recruitment and coordinating the company's performance management framework. The role ensures the attraction, retention, engagement, development, and productivity of employees through effective HR practices, employee engagement programs, and KPI management processes.
The incumbent will work closely with departmental heads and employees to create a positive work environment, enhance employee experience, improve organizational culture, and ensure performance objectives are aligned with business goals.
Key Duties and Responsibilities
1. Recruitment & Talent Acquisition
Responsibilities
• Coordinate end-to-end recruitment processes.
• Source candidates through job portals, social media, referrals, and recruitment agencies.
• Conduct CV screening and shortlisting of applicants.
• Schedule interviews and coordinate assessment exercises.
• Participate in interviews and candidate evaluations.
• Conduct reference and background checks.
• Prepare employment offers and onboarding documentation.
• Maintain recruitment databases and talent pipelines.
• Monitor recruitment KPIs and provide periodic reports.
2. Employee Onboarding & Integration
Responsibilities
• Coordinate employee induction and orientation programs.
• Facilitate smooth integration of new employees into the organization.
• Ensure all onboarding documentation is completed.
• Conduct probation monitoring and follow-up reviews.
• Gather feedback from new hires regarding onboarding experiences.
• Coordinate employee confirmations after probation.
3. Employee Relations & Industrial Relations
Responsibilities
• Serve as the first point of contact for employee concerns and grievances.
• Manage disciplinary processes including queries, warnings, investigations, and hearings.
• Facilitate conflict resolution between employees and departments.
• Advise management on employee relations matters.
• Ensure fair and consistent application of HR policies.
• Promote positive workplace relationships and employee well-being.
• Conduct exit interviews and analyze employee turnover trends.
4. Employee Engagement & Culture Management
Responsibilities
Employee Engagement Strategy
• Develop and implement employee engagement initiatives aligned with business objectives.
• Create annual employee engagement plans and calendars.
• Monitor employee morale and organizational climate.
• Drive initiatives that improve employee satisfaction and retention.
• Policy review and enforcement.
Employee Recognition Programs
• Coordinate employee recognition and reward schemes.
• Organize Employee of the Month and Long Service Awards programs.
• Implement appreciation and motivation initiatives.
Employee Events & Activities
• Coordinate staff meetings, team-building activities, wellness programs, and social events.
• Organize employee engagement campaigns and celebrations.
• Coordinate festive activities and staff appreciation events.
Employee Feedback Management
• Conduct employee satisfaction and engagement surveys.
• Analyze survey outcomes and prepare reports.
• Recommend action plans based on employee feedback.
• Facilitate focus group discussions and engagement forums.
Internal Communication
• Develop HR communication materials.
• Coordinate employee newsletters and announcements.
• Facilitate town hall meetings and employee engagement sessions.
• Promote organizational values and culture.
• Higher employee participation in engagement initiatives.
5. Performance Management & KPI Administration
Responsibilities
KPI Framework Management
• Coordinate the development and implementation of KPIs across all departments.
• Work with Departmental Heads to establish measurable performance indicators.
• Ensure alignment between departmental KPIs and organizational objectives.
• Facilitate KPI review meetings with stakeholders.
Performance Appraisals
• Coordinate bi-annual and annual performance appraisal exercises.
• Ensure timely completion of performance evaluations.
• Monitor appraisal compliance across departments.
• Review appraisal outcomes and prepare reports.
Performance Monitoring
• Track employee performance against established KPIs.
• Prepare monthly, quarterly, and annual KPI reports.
• Identify performance gaps and recommend interventions.
• Support managers in implementing Performance Improvement Plans (PIPs).
Goal Setting & Alignment
• Facilitate performance planning sessions.
• Ensure cascading of organizational goals to departments and employees.
• Monitor achievement of strategic and operational objectives.
Reporting & Analytics
• Generate performance dashboards and analytics.
• Provide management with KPI performance reports.
• Monitor trends and recommend improvement strategies.
• Improved employee productivity.
• Effective performance reporting and monitoring.
6. Learning & Development
Responsibilities
• Identify training needs through performance reviews and engagement surveys.
• Coordinate internal and external training programs.
• Develop annual training plans.
• Monitor training effectiveness.
• Maintain employee training records.
• Support leadership development initiatives.
7. HR Operations & Administration
Responsibilities
• Maintain accurate employee records and HR databases.
• Manage employee documentation and personnel files.
• Administer leave and attendance management systems.
• Support payroll processing activities.
• Generate HR reports and workforce analytics.
• Maintain confidentiality of employee information.
8. HR Policy & Compliance Management
Responsibilities
• Ensure compliance with labour laws and company policies.
• Participate in policy review and development.
• Communicate HR policies to employees.
• Conduct HR compliance audits.
• Monitor adherence to organizational policies.
. Qualifications
Educational Requirements
• Bachelor's Degree in Human Resources, Industrial Relations, Business Administration, Psychology, or related field.
Professional Certifications (Preferred)
• CIPM
• Certified Performance Management Professional (Advantage)
Experience
• Minimum of 4 years HR experience.
• At least 2 years handling Recruitment, Employee Engagement initiatives.
• Experience managing Performance Management and KPI systems.
• Experience in a retail, FMCG, technology, or service-oriented environment is an added advantage.
Core Competencies
HR Functional Competencies
• Talent Acquisition & Recruitment
• Employee Relations Management
• Employee Engagement & Culture Development
• Performance Management & KPI Administration
• HR Analytics & Reporting
• Training & Development
• Labour Law & Compliance
• HR Operations Management
Leadership Competencies
• Communication Skills
• Stakeholder Management
• Coaching & Mentoring
• Problem Solving
• Decision Making
• Emotional Intelligence
• Change Management
• Project Management
Technical Skills
• Microsoft Excel (Advanced)
• HRIS Systems
• Performance Management Software
• Data Analysis & Reporting Tools
• Microsoft PowerPoint & Word
Responsibilities
Job Purpose
The HR Generalist is responsible for supporting the organization's human resource functions while driving employee engagement initiatives, Recruitment and coordinating the company's performance management framework. The role ensures the attraction, retention, engagement, development, and productivity of employees through effective HR practices, employee engagement programs, and KPI management processes.
The incumbent will work closely with departmental heads and employees to create a positive work environment, enhance employee experience, improve organizational culture, and ensure performance objectives are aligned with business goals.
Key Duties and Responsibilities
1. Recruitment & Talent Acquisition
Responsibilities
• Coordinate end-to-end recruitment processes.
• Source candidates through job portals, social media, referrals, and recruitment agencies.
• Conduct CV screening and shortlisting of applicants.
• Schedule interviews and coordinate assessment exercises.
• Participate in interviews and candidate evaluations.
• Conduct reference and background checks.
• Prepare employment offers and onboarding documentation.
• Maintain recruitment databases and talent pipelines.
• Monitor recruitment KPIs and provide periodic reports.
2. Employee Onboarding & Integration
Responsibilities
• Coordinate employee induction and orientation programs.
• Facilitate smooth integration of new employees into the organization.
• Ensure all onboarding documentation is completed.
• Conduct probation monitoring and follow-up reviews.
• Gather feedback from new hires regarding onboarding experiences.
• Coordinate employee confirmations after probation.
3. Employee Relations & Industrial Relations
Responsibilities
• Serve as the first point of contact for employee concerns and grievances.
• Manage disciplinary processes including queries, warnings, investigations, and hearings.
• Facilitate conflict resolution between employees and departments.
• Advise management on employee relations matters.
• Ensure fair and consistent application of HR policies.
• Promote positive workplace relationships and employee well-being.
• Conduct exit interviews and analyze employee turnover trends.
4. Employee Engagement & Culture Management
Responsibilities
Employee Engagement Strategy
• Develop and implement employee engagement initiatives aligned with business objectives.
• Create annual employee engagement plans and calendars.
• Monitor employee morale and organizational climate.
• Drive initiatives that improve employee satisfaction and retention.
• Policy review and enforcement.
Employee Recognition Programs
• Coordinate employee recognition and reward schemes.
• Organize Employee of the Month and Long Service Awards programs.
• Implement appreciation and motivation initiatives.
Employee Events & Activities
• Coordinate staff meetings, team-building activities, wellness programs, and social events.
• Organize employee engagement campaigns and celebrations.
• Coordinate festive activities and staff appreciation events.
Employee Feedback Management
• Conduct employee satisfaction and engagement surveys.
• Analyze survey outcomes and prepare reports.
• Recommend action plans based on employee feedback.
• Facilitate focus group discussions and engagement forums.
Internal Communication
• Develop HR communication materials.
• Coordinate employee newsletters and announcements.
• Facilitate town hall meetings and employee engagement sessions.
• Promote organizational values and culture.
• Higher employee participation in engagement initiatives.
5. Performance Management & KPI Administration
Responsibilities
KPI Framework Management
• Coordinate the development and implementation of KPIs across all departments.
• Work with Departmental Heads to establish measurable performance indicators.
• Ensure alignment between departmental KPIs and organizational objectives.
• Facilitate KPI review meetings with stakeholders.
Performance Appraisals
• Coordinate bi-annual and annual performance appraisal exercises.
• Ensure timely completion of performance evaluations.
• Monitor appraisal compliance across departments.
• Review appraisal outcomes and prepare reports.
Performance Monitoring
• Track employee performance against established KPIs.
• Prepare monthly, quarterly, and annual KPI reports.
• Identify performance gaps and recommend interventions.
• Support managers in implementing Performance Improvement Plans (PIPs).
Goal Setting & Alignment
• Facilitate performance planning sessions.
• Ensure cascading of organizational goals to departments and employees.
• Monitor achievement of strategic and operational objectives.
Reporting & Analytics
• Generate performance dashboards and analytics.
• Provide management with KPI performance reports.
• Monitor trends and recommend improvement strategies.
• Improved employee productivity.
• Effective performance reporting and monitoring.
6. Learning & Development
Responsibilities
• Identify training needs through performance reviews and engagement surveys.
• Coordinate internal and external training programs.
• Develop annual training plans.
• Monitor training effectiveness.
• Maintain employee training records.
• Support leadership development initiatives.
7. HR Operations & Administration
Responsibilities
• Maintain accurate employee records and HR databases.
• Manage employee documentation and personnel files.
• Administer leave and attendance management systems.
• Support payroll processing activities.
• Generate HR reports and workforce analytics.
• Maintain confidentiality of employee information.
8. HR Policy & Compliance Management
Responsibilities
• Ensure compliance with labour laws and company policies.
• Participate in policy review and development.
• Communicate HR policies to employees.
• Conduct HR compliance audits.
• Monitor adherence to organizational policies.
Requirements
. Qualifications
Educational Requirements
• Bachelor's Degree in Human Resources, Industrial Relations, Business Administration, Psychology, or related field.
Professional Certifications (Preferred)
• CIPM
• Certified Performance Management Professional (Advantage)
Experience
• Minimum of 4 years HR experience.
• At least 2 years handling Recruitment, Employee Engagement initiatives.
• Experience managing Performance Management and KPI systems.
• Experience in a retail, FMCG, technology, or service-oriented environment is an added advantage.
Core Competencies
HR Functional Competencies
• Talent Acquisition & Recruitment
• Employee Relations Management
• Employee Engagement & Culture Development
• Performance Management & KPI Administration
• HR Analytics & Reporting
• Training & Development
• Labour Law & Compliance
• HR Operations Management
Leadership Competencies
• Communication Skills
• Stakeholder Management
• Coaching & Mentoring
• Problem Solving
• Decision Making
• Emotional Intelligence
• Change Management
• Project Management
Technical Skills
• Microsoft Excel (Advanced)
• HRIS Systems
• Performance Management Software
• Data Analysis & Reporting Tools
• Microsoft PowerPoint & Word
Benefits
HMO
HYBRID WORKING
GLOBAL INCENTIVES AFTER CONFIRMATION
Overview
Pay: ₦280,000.00 - ₦350,000.00 per month
Work Location: In person
Department
Human Resources
Job Purpose
The HR Generalist is responsible for supporting the organization's human resource functions while driving employee engagement initiatives, Recruitment and coordinating the company's performance management framework. The role ensures the attraction, retention, engagement, development, and productivity of employees through effective HR practices, employee engagement programs, and KPI management processes.
The incumbent will work closely with departmental heads and employees to create a positive work environment, enhance employee experience, improve organizational culture, and ensure performance objectives are aligned with business goals.
Key Duties and Responsibilities
1. Recruitment & Talent Acquisition
Responsibilities
• Coordinate end-to-end recruitment processes.
• Source candidates through job portals, social media, referrals, and recruitment agencies.
• Conduct CV screening and shortlisting of applicants.
• Schedule interviews and coordinate assessment exercises.
• Participate in interviews and candidate evaluations.
• Conduct reference and background checks.
• Prepare employment offers and onboarding documentation.
• Maintain recruitment databases and talent pipelines.
• Monitor recruitment KPIs and provide periodic reports.
2. Employee Onboarding & Integration
Responsibilities
• Coordinate employee induction and orientation programs.
• Facilitate smooth integration of new employees into the organization.
• Ensure all onboarding documentation is completed.
• Conduct probation monitoring and follow-up reviews.
• Gather feedback from new hires regarding onboarding experiences.
• Coordinate employee confirmations after probation.
3. Employee Relations & Industrial Relations
Responsibilities
• Serve as the first point of contact for employee concerns and grievances.
• Manage disciplinary processes including queries, warnings, investigations, and hearings.
• Facilitate conflict resolution between employees and departments.
• Advise management on employee relations matters.
• Ensure fair and consistent application of HR policies.
• Promote positive workplace relationships and employee well-being.
• Conduct exit interviews and analyze employee turnover trends.
4. Employee Engagement & Culture Management
Responsibilities
Employee Engagement Strategy
• Develop and implement employee engagement initiatives aligned with business objectives.
• Create annual employee engagement plans and calendars.
• Monitor employee morale and organizational climate.
• Drive initiatives that improve employee satisfaction and retention.
• Policy review and enforcement.
Employee Recognition Programs
• Coordinate employee recognition and reward schemes.
• Organize Employee of the Month and Long Service Awards programs.
• Implement appreciation and motivation initiatives.
Employee Events & Activities
• Coordinate staff meetings, team-building activities, wellness programs, and social events.
• Organize employee engagement campaigns and celebrations.
• Coordinate festive activities and staff appreciation events.
Employee Feedback Management
• Conduct employee satisfaction and engagement surveys.
• Analyze survey outcomes and prepare reports.
• Recommend action plans based on employee feedback.
• Facilitate focus group discussions and engagement forums.
Internal Communication
• Develop HR communication materials.
• Coordinate employee newsletters and announcements.
• Facilitate town hall meetings and employee engagement sessions.
• Promote organizational values and culture.
• Higher employee participation in engagement initiatives.
5. Performance Management & KPI Administration
Responsibilities
KPI Framework Management
• Coordinate the development and implementation of KPIs across all departments.
• Work with Departmental Heads to establish measurable performance indicators.
• Ensure alignment between departmental KPIs and organizational objectives.
• Facilitate KPI review meetings with stakeholders.
Performance Appraisals
• Coordinate bi-annual and annual performance appraisal exercises.
• Ensure timely completion of performance evaluations.
• Monitor appraisal compliance across departments.
• Review appraisal outcomes and prepare reports.
Performance Monitoring
• Track employee performance against established KPIs.
• Prepare monthly, quarterly, and annual KPI reports.
• Identify performance gaps and recommend interventions.
• Support managers in implementing Performance Improvement Plans (PIPs).
Goal Setting & Alignment
• Facilitate performance planning sessions.
• Ensure cascading of organizational goals to departments and employees.
• Monitor achievement of strategic and operational objectives.
Reporting & Analytics
• Generate performance dashboards and analytics.
• Provide management with KPI performance reports.
• Monitor trends and recommend improvement strategies.
• Improved employee productivity.
• Effective performance reporting and monitoring.
6. Learning & Development
Responsibilities
• Identify training needs through performance reviews and engagement surveys.
• Coordinate internal and external training programs.
• Develop annual training plans.
• Monitor training effectiveness.
• Maintain employee training records.
• Support leadership development initiatives.
7. HR Operations & Administration
Responsibilities
• Maintain accurate employee records and HR databases.
• Manage employee documentation and personnel files.
• Administer leave and attendance management systems.
• Support payroll processing activities.
• Generate HR reports and workforce analytics.
• Maintain confidentiality of employee information.
8. HR Policy & Compliance Management
Responsibilities
• Ensure compliance with labour laws and company policies.
• Participate in policy review and development.
• Communicate HR policies to employees.
• Conduct HR compliance audits.
• Monitor adherence to organizational policies.
. Qualifications
Educational Requirements
• Bachelor's Degree in Human Resources, Industrial Relations, Business Administration, Psychology, or related field.
Professional Certifications (Preferred)
• CIPM
• Certified Performance Management Professional (Advantage)
Experience
• Minimum of 4 years HR experience.
• At least 2 years handling Recruitment, Employee Engagement initiatives.
• Experience managing Performance Management and KPI systems.
• Experience in a retail, FMCG, technology, or service-oriented environment is an added advantage.
Core Competencies
HR Functional Competencies
• Talent Acquisition & Recruitment
• Employee Relations Management
• Employee Engagement & Culture Development
• Performance Management & KPI Administration
• HR Analytics & Reporting
• Training & Development
• Labour Law & Compliance
• HR Operations Management
Leadership Competencies
• Communication Skills
• Stakeholder Management
• Coaching & Mentoring
• Problem Solving
• Decision Making
• Emotional Intelligence
• Change Management
• Project Management
Technical Skills
• Microsoft Excel (Advanced)
• HRIS Systems
• Performance Management Software
• Data Analysis & Reporting Tools
• Microsoft PowerPoint & Word
Responsibilities
Job Purpose
The HR Generalist is responsible for supporting the organization's human resource functions while driving employee engagement initiatives, Recruitment and coordinating the company's performance management framework. The role ensures the attraction, retention, engagement, development, and productivity of employees through effective HR practices, employee engagement programs, and KPI management processes.
The incumbent will work closely with departmental heads and employees to create a positive work environment, enhance employee experience, improve organizational culture, and ensure performance objectives are aligned with business goals.
Key Duties and Responsibilities
1. Recruitment & Talent Acquisition
Responsibilities
• Coordinate end-to-end recruitment processes.
• Source candidates through job portals, social media, referrals, and recruitment agencies.
• Conduct CV screening and shortlisting of applicants.
• Schedule interviews and coordinate assessment exercises.
• Participate in interviews and candidate evaluations.
• Conduct reference and background checks.
• Prepare employment offers and onboarding documentation.
• Maintain recruitment databases and talent pipelines.
• Monitor recruitment KPIs and provide periodic reports.
2. Employee Onboarding & Integration
Responsibilities
• Coordinate employee induction and orientation programs.
• Facilitate smooth integration of new employees into the organization.
• Ensure all onboarding documentation is completed.
• Conduct probation monitoring and follow-up reviews.
• Gather feedback from new hires regarding onboarding experiences.
• Coordinate employee confirmations after probation.
3. Employee Relations & Industrial Relations
Responsibilities
• Serve as the first point of contact for employee concerns and grievances.
• Manage disciplinary processes including queries, warnings, investigations, and hearings.
• Facilitate conflict resolution between employees and departments.
• Advise management on employee relations matters.
• Ensure fair and consistent application of HR policies.
• Promote positive workplace relationships and employee well-being.
• Conduct exit interviews and analyze employee turnover trends.
4. Employee Engagement & Culture Management
Responsibilities
Employee Engagement Strategy
• Develop and implement employee engagement initiatives aligned with business objectives.
• Create annual employee engagement plans and calendars.
• Monitor employee morale and organizational climate.
• Drive initiatives that improve employee satisfaction and retention.
• Policy review and enforcement.
Employee Recognition Programs
• Coordinate employee recognition and reward schemes.
• Organize Employee of the Month and Long Service Awards programs.
• Implement appreciation and motivation initiatives.
Employee Events & Activities
• Coordinate staff meetings, team-building activities, wellness programs, and social events.
• Organize employee engagement campaigns and celebrations.
• Coordinate festive activities and staff appreciation events.
Employee Feedback Management
• Conduct employee satisfaction and engagement surveys.
• Analyze survey outcomes and prepare reports.
• Recommend action plans based on employee feedback.
• Facilitate focus group discussions and engagement forums.
Internal Communication
• Develop HR communication materials.
• Coordinate employee newsletters and announcements.
• Facilitate town hall meetings and employee engagement sessions.
• Promote organizational values and culture.
• Higher employee participation in engagement initiatives.
5. Performance Management & KPI Administration
Responsibilities
KPI Framework Management
• Coordinate the development and implementation of KPIs across all departments.
• Work with Departmental Heads to establish measurable performance indicators.
• Ensure alignment between departmental KPIs and organizational objectives.
• Facilitate KPI review meetings with stakeholders.
Performance Appraisals
• Coordinate bi-annual and annual performance appraisal exercises.
• Ensure timely completion of performance evaluations.
• Monitor appraisal compliance across departments.
• Review appraisal outcomes and prepare reports.
Performance Monitoring
• Track employee performance against established KPIs.
• Prepare monthly, quarterly, and annual KPI reports.
• Identify performance gaps and recommend interventions.
• Support managers in implementing Performance Improvement Plans (PIPs).
Goal Setting & Alignment
• Facilitate performance planning sessions.
• Ensure cascading of organizational goals to departments and employees.
• Monitor achievement of strategic and operational objectives.
Reporting & Analytics
• Generate performance dashboards and analytics.
• Provide management with KPI performance reports.
• Monitor trends and recommend improvement strategies.
• Improved employee productivity.
• Effective performance reporting and monitoring.
6. Learning & Development
Responsibilities
• Identify training needs through performance reviews and engagement surveys.
• Coordinate internal and external training programs.
• Develop annual training plans.
• Monitor training effectiveness.
• Maintain employee training records.
• Support leadership development initiatives.
7. HR Operations & Administration
Responsibilities
• Maintain accurate employee records and HR databases.
• Manage employee documentation and personnel files.
• Administer leave and attendance management systems.
• Support payroll processing activities.
• Generate HR reports and workforce analytics.
• Maintain confidentiality of employee information.
8. HR Policy & Compliance Management
Responsibilities
• Ensure compliance with labour laws and company policies.
• Participate in policy review and development.
• Communicate HR policies to employees.
• Conduct HR compliance audits.
• Monitor adherence to organizational policies.
Requirements
. Qualifications
Educational Requirements
• Bachelor's Degree in Human Resources, Industrial Relations, Business Administration, Psychology, or related field.
Professional Certifications (Preferred)
• CIPM
• Certified Performance Management Professional (Advantage)
Experience
• Minimum of 4 years HR experience.
• At least 2 years handling Recruitment, Employee Engagement initiatives.
• Experience managing Performance Management and KPI systems.
• Experience in a retail, FMCG, technology, or service-oriented environment is an added advantage.
Core Competencies
HR Functional Competencies
• Talent Acquisition & Recruitment
• Employee Relations Management
• Employee Engagement & Culture Development
• Performance Management & KPI Administration
• HR Analytics & Reporting
• Training & Development
• Labour Law & Compliance
• HR Operations Management
Leadership Competencies
• Communication Skills
• Stakeholder Management
• Coaching & Mentoring
• Problem Solving
• Decision Making
• Emotional Intelligence
• Change Management
• Project Management
Technical Skills
• Microsoft Excel (Advanced)
• HRIS Systems
• Performance Management Software
• Data Analysis & Reporting Tools
• Microsoft PowerPoint & Word
Benefits
HMO
HYBRID WORKING
GLOBAL INCENTIVES AFTER CONFIRMATION
Overview
Pay: ₦280,000.00 - ₦350,000.00 per month
Work Location: In person
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