Job Description
Job Summary
• Are you a strategic HR leader who believes that an employee’s long-term success begins on day one? Do you have the vision to design a world-class employee lifecycle and the operational grit to oversee corporate administration?
• We are seeking a dynamic, forward-thinking HR & Administration Manager to architect our people strategy and lead our administrative functions.
• Reporting directly to the Managing Director/CEO, you will serve as a vital partner to the senior leadership team, aligning workforce planning, talent management, and office operations with our core business objectives.
• A defining focus of this leadership role is the creation of a best-in-class onboarding experience.
• You will be the architect of a structured, 5-pillar onboarding framework built on Compliance, Clarity, Culture, Connection, and Check-Back—ensuring that every new hire transitions seamlessly from a candidate into a highly productive, engaged team member.
Key Responsibilities
Strategic HR Leadership & Lifecycle Management:
• Partner with executive leadership to design workforce planning frameworks, organizational structures, and change management strategies.
• Track and translate workforce data (turnover, cost-per-hire, time-to-fill, engagement) into actionable recommendations.
• Oversee end-to-end recruitment, performance management appraisal cycles, career development frameworks, and succession planning.
• Provide expert guidance to managers on employee relations, disciplinary procedures, and risk mitigation.
Orchestrating the 5-Pillar Onboarding Experience:
• Compliance: Manage the pre-boarding contract cycle, execute NDPR-compliant data collection, and coordinate with Finance for seamless, on-time payroll setup.
• Clarity: Build structured, role-specific 90-day onboarding plans and supply line managers with clear objective-setting toolkits.
• Culture: Design cultural immersion initiatives, bridging the gap between company values and real-world workplace etiquette.
• Connection: Facilitate cross-functional stakeholder introductions and manage an effective "onboarding buddy" or mentorship program.
• Check-Back: Conduct formal touchpoints at the 7, 30, 60, and 90-day marks to proactively capture feedback, optimize the probation review process, and reduce early attrition.
Administration & Office Operations:
• Oversee daily office administration, facilities management, procurement, and document control systems.
• Supervise, mentor, and review the performance of the administrative and logistics support staff.
• Manage corporate supplier relationships and assist directors with governance documentation when needed.
• Implement and optimize an automated HRIS platform to act as a single source of truth for all people analytics.
What We Are Looking For (Person Specification)
Qualifications:
• Essential: Bachelor’s degree in Human Resource Management, Business Administration, or a closely related discipline.
• Essential: Active professional HR certification (e.g., CIPM Nigeria, SHRM-CP/SCP, CIPD Level 5 ).
• Desirable: Master’s degree in HRM, an MBA, or a specialized certification in Change Management (e.g., Prosci).
Experience & Skills:
• 6–10 years of progressive HR experience, with a minimum of 3 years in a managerial or leadership capacity.
• A proven track record of designing, delivering, and measuring the direct commercial impact of structured onboarding programs.
• Deep, practical command of Nigerian labor law, FIRS statutory deductions, and NDPR compliance.
• Dual capability to act as a strategic advisor to the board while comfortably executing hands-on administrative and office operations.
• Strong numerical and data fluency, with experience using HRIS platforms and generating HR metrics.
Working Conditions:
• Standard office hours are Monday to Friday, 8:00 am – 5:00 pm, with professional flexibility required during peak recruitment or organizational changes.
• Based primarily in our Lagos office with occasional local travel for corporate events or training.
Pre-Employment Requirements:
• Satisfactory background checks and a minimum of two professional references.
• Verification of all stated academic degrees and professional HR certifications (CIPM/SHRM/CIPD).
• A valid means of identification.
