Group HR Manager

To provide strategic leadership for the Group’s human resources function by developing and implementing people strategies, policies, systems and practices that support business growth, operational excellence and a high-performance culture across all Group companies. The role is responsible for ensuring that the Group attracts, develops, engages and retains high-calibre talent while maintaining strong HR governance, regulatory compliance and effective workforce management.

1. Group HR Strategy and Leadership

• Develop and implement a Group-wide HR strategy aligned with the Group’s business objectives and growth plans.
  
• Establish consistent HR policies, standards, processes and governance frameworks across all subsidiaries and business units.
  
• Advise the Group MD/CEO and senior leadership on workforce, organizational and people-related matters.
  
• Provide strategic HR support for business expansion, restructuring, mergers, acquisitions and new business initiatives.
  
• Drive a strong performance-oriented, ethical and collaborative organizational culture across the Group.
  

2. Workforce Planning and Organization Development

• Lead Group-wide workforce planning and manpower budgeting.
  
• Assess current and future talent requirements and develop strategies to close workforce gaps.
  
• Support organizational design, restructuring, succession planning and leadership development.
  
• Review organizational structures, reporting lines and role responsibilities to ensure effectiveness and scalability.
  
• Develop workforce analytics and HR metrics to support management decision-making.
  

3. Talent Acquisition and Employer Branding

• Establish Group-wide recruitment and selection standards to attract high-quality talent.
  
• Oversee recruitment for critical, senior and specialist positions across the Group.
  
• Develop talent pipelines and succession plans for key positions.
  
• Strengthen the Group’s employer value proposition and employer brand.
  
• Ensure effective onboarding and integration of new employees.
  

4. Performance Management

• Develop and manage a robust Group-wide performance management framework.
  
• Ensure that employees have clear objectives, KPIs and performance expectations.
  
• Coordinate performance reviews, performance improvement plans and talent reviews.
  
• Promote a culture of accountability, meritocracy and continuous performance improvement.
  
• Support management in addressing underperformance fairly and consistently.
  

5. Compensation, Benefits and Rewards

• Develop and maintain competitive compensation and benefits structures across the Group.
  
• Conduct salary benchmarking and periodic compensation reviews.
  
• Establish appropriate grading, salary bands and reward frameworks.
  
• Oversee payroll governance and ensure accurate and timely employee compensation.
  
• Develop incentive and recognition programs that support business performance and employee retention.
  

6. Learning, Development and Succession

• Develop Group-wide learning and development strategies based on organizational and individual capability gaps.
  
• Establish leadership and management development program.
  
• Support professional development, certifications, coaching and mentoring initiatives.
  
• Develop succession plans for critical roles and high-potential employees.
  
• Measure the effectiveness and business impact of training program.
  

7. Employee Relations and Engagement

• Provide leadership on employee relations, grievance management, disciplinary matters and workplace conflict resolution.
  
• Promote positive employee-management relationships and a healthy workplace culture.
  
• Develop employee engagement and retention initiatives.
  
• Monitor employee satisfaction, engagement trends and key workforce risks.
  
• Ensure consistent and fair application of HR policies across Group companies.
  

8. HR Policies, Compliance and Governance

• Develop, review and maintain the Group’s HR policies, procedures and employee handbook.
  
• Ensure compliance with applicable Nigerian employment laws, regulations and statutory requirements.
  
• Monitor HR practices across subsidiaries to ensure adherence to Group standards.
  
• Maintain appropriate HR documentation, records and controls.
  
• Identify and mitigate people-related legal, operational and reputational risks.
  

9. HR Systems, Analytics and Reporting

• Lead the implementation and effective utilization of HRIS and other HR technology solutions across the Group.
  
• Establish reliable HR data and reporting systems.
  
• Prepare periodic HR reports and dashboards covering headcount, turnover, recruitment, compensation, performance, absenteeism, training and other key indicators.
  
• Use people analytics to identify trends, risks and opportunities and support evidence-based management decisions.
  

10. HR Team Leadership

• Lead, coach and develop the Group HR team and HR personnel across business units.
  
• Establish clear objectives, performance expectations and accountability for the HR function.
  
• Build HR capability and promote consistent professional standards across the Group.
  
• Ensure HR teams provide responsive, commercially focused and employee-centred support to business leaders.
  

11. Strategic Business Partnership

• Partner with business unit heads and senior management to translate business objectives into effective people strategies.
  
• Provide HR input into business planning, budgeting and strategic decision-making.
  
• Support leadership teams in managing organizational change and transformation.
  
• Serve as a trusted adviser to management on people, organizational and employment matters.
  

• Bachelor’s degree in Human Resources, Business Administration, Industrial Relations, Management, Psychology or a related discipline.
  
• A Master’s degree in Human Resources, Business Administration, Management or a related field is an advantage.
  
• Professional membership/certification with CIPM, SHRM, HRCI or an equivalent professional body is required/preferred.
  
• Minimum of 8–12 years’ progressive HR experience, with significant experience in a managerial or strategic HR leadership role.
  
• Demonstrated experience managing HR across multiple business units, subsidiaries or locations.
  
• Strong knowledge of Nigerian employment legislation, HR best practices and contemporary people management.
  
• Experience in workforce planning, talent management, compensation, performance management, employee relations and HR governance.
  
• Strong HR analytics, reporting and HRIS capability.
  

Join the Group’s leadership team in shaping a high-performing, people-driven organization, with the opportunity to influence culture, talent and business growth across multiple businesses while enjoying competitive compensation, meaningful leadership exposure and strong professional growth opportunities.