The Role
Manages staffing and HR services, including employee relations, performance management, recruitment, onboarding, personnel records, HR policies, and employee support. Coordinates with government bodies, handles HR inquiries, schedules interviews and events, and supports client-facing key account activities. Builds new client relationships through networking and lead generation while maintaining professionalism, discretion, attention to detail, and a results-driven approach.
Summary Generated by Built In
At eRecruiter Africa, our business is Talent! From Acquisition, Management, Mobility to everything that revolves around talent. We are like no other recruitment consulting firm. We are results driven, we believe in delivering value first to our clients.
JOB SUMMARY
The Staffing Services Manager will provide strategic and operational leadership across the organisation’s HR, staffing and workforce management functions. The role oversees internal HR operations, outsourced employee management, recruitment, performance management and client account management, ensuring effective workforce administration, employee engagement and service delivery.
The individual will serve as the organisation’s in-house HR lead, drive efficient staffing operations, maintain strong client relationships and identify business development opportunities, while ensuring alignment with organisational objectives and applicable employment regulations.
KEY RESPONSIBILITIES
A. Strategic Human Resource and People Management
● Develop and implement people strategies aligned with organisational objectives and growth plans.
● Provide strategic HR advisory and business partnering support to management across all regions.
● Lead internal HR operations, providing guidance to management and employees.
● Drive workforce planning, talent management and organisational effectiveness.
● Establish and maintain effective HR policies, procedures and frameworks.
● Monitor HR trends and workplace developments, translating relevant insights into actionable strategies.
● Foster a performance-driven, inclusive and accountable workplace culture.
● Advise leadership on workforce challenges, people-related risks and HR interventions.
● Oversee the internal employee lifecycle, including onboarding, engagement, development, retention, employee relations and separation.
● Maintain accurate, confidential and up-to-date employee records and documentation.
B. Workforce Planning and Staffing Operations
● Lead workforce planning, manpower forecasting and resource allocation across business regions.
● Ensure optimal workforce deployment and utilisation in line with operational and client needs.
● Oversee staffing operations and timely fulfillment of workforce requirements.
● Maintain comprehensive workforce databases and staffing reports.
● Monitor headcount, utilisation, attrition, absenteeism and productivity.
● Develop strategies for managing permanent, contract, contingent and outsourced workforces.
● Ensure compliance with client SLAs, contractual obligations and service expectations.
● Oversee the end-to-end HR administration of outsourced employees, from recruitment and onboarding to deployment, management and exit.
● Conduct periodic site visits and employee engagements to assess workforce conditions and service delivery.
● Maintain accurate records of employee deployment, movements, leave, attendance and performance.
● Manage outsourced employee queries and workplace issues, escalating critical matters where necessary.
C. Recruitment and Talent Acquisition
● Oversee internal and client recruitment and talent acquisition processes.
● Develop effective sourcing and selection strategies to attract and secure qualified talent.
● Establish structured recruitment processes, competency-based interviews and assessment frameworks.
● Build talent pipelines for critical and hard-to-fill roles.
● Monitor recruitment effectiveness, including time-to-hire, cost per hire and quality of hire.
● Manage end-to-end recruitment activities, including sourcing, screening, interviews, assessments and background checks.
● Coordinate employment offers, contracts, pre-employment documentation and onboarding.
● Ensure accurate and complete recruitment and deployment records.
D. Employee Engagement, Retention and Performance Management
● Develop and implement employee engagement, motivation and retention strategies.
● Drive performance management processes, including goal setting, appraisals and performance improvement plans.
● Identify employee development needs and coordinate learning and development initiatives.
● Promote effective workplace communication and employee feedback.
● Advise management on employee relations, grievances, disciplinary matters and conflict resolution.
● Coordinate performance appraisals and feedback for internal and outsourced employees, ensuring timely follow-up.
● Oversee employee welfare, complaints and disciplinary processes in line with company policies and client requirements.
● Monitor leave, attendance and employee conduct, ensuring accurate record-keeping.
● Prepare and issue HR correspondence, including query, warning, confirmation, promotion and separation letters.
E. Succession Planning and Talent Development
● Develop and implement succession plans for critical roles across the organisation.
● Identify and develop high-potential employees and future leaders.
● Establish career progression and talent development pathways.
● Collaborate with departmental heads to identify skills gaps and leadership development needs.
● Drive coaching, mentoring and knowledge transfer initiatives.
● Ensure business continuity through effective talent pipeline and succession management.
F. Organisational Restructuring and Change Management
● Lead organisational design, restructuring and workforce transformation initiatives.
● Review organisational structures to ensure efficiency and alignment with business objectives.
● Conduct workforce assessments and recommend appropriate organisational changes.
● Drive change management initiatives arising from business expansion, restructuring and operational or technological changes.
● Advise leadership on workforce implications and change implementation.
● Ensure restructuring activities comply with labour laws and ethical standards.
● Implement initiatives that enhance organisational effectiveness and operational efficiency.
G. Labour Law, Employee Relations and Industrial Relations
● Ensure compliance with Nigerian labour laws, employment regulations and applicable requirements across operating jurisdictions.
● Monitor legislative developments and relevant industrial court rulings, including decisions of the National Industrial Court of Nigeria.
● Ensure compliance with employment contracts, statutory obligations and workplace policies.
● Advise management on disciplinary matters, termination, redundancy, grievances and dispute resolution.
● Manage industrial relations and liaise with regulatory authorities, legal advisers and relevant stakeholders.
● Review and update HR policies and procedures in line with legislative changes and best practices.
● Identify and mitigate employment-related legal and operational risks.
● Coordinate statutory HR compliance activities and maintain accurate supporting records.
H. Budgeting, Financial Management and Cost Control
● Prepare and manage annual HR and staffing budgets, including workforce cost projections and expenditure forecasts.
● Monitor recruitment, payroll, training and other employee-related costs, ensuring effective budget utilisation and cost control.
● Prepare budget performance reports and collaborate with Finance on workforce cost reporting and accountability.
● Coordinate monthly payroll administration for internal and outsourced employees, ensuring accurate validation and timely submission of payroll inputs.
● Ensure accurate processing of salaries, allowances, overtime, commissions, bonuses, deductions and other employee entitlements.
● Oversee payroll records, payslip administration and resolution of employee payroll queries.
● Coordinate pension, tax and other statutory payroll schedules with relevant internal teams for processing and remittance.
● Monitor employee benefits administration, including leave entitlements, leave allowances and other applicable benefits.
I. HR Calendar, Learning and Organisational Events
● Develop and manage the annual HR calendar across all business regions.
● Plan and coordinate performance reviews, salary reviews, workforce planning and employee engagement activities.
● Coordinate learning and development programmes, leadership training and management workshops.
● Organise employee recognition, corporate events and team-building initiatives.
● Ensure timely execution and monitoring of scheduled HR activities.
● Track programme participation, expenditure and effectiveness.
● Coordinate HR meetings, interviews, training sessions and employee engagements.
● Manage internal HR communications, ensuring timely dissemination of relevant updates and information.
J. Client Account Management and Staffing Services Delivery
● Lead staffing service delivery and manage strategic client accounts, maintaining strong stakeholder relationships.
● Understand client workforce needs and develop appropriate staffing solutions.
● Oversee recruitment, onboarding, deployment and ongoing workforce management services.
● Monitor client satisfaction, service standards, SLAs and contractual deliverables.
● Serve as the primary HR and staffing contact for designated clients, resolving escalations and operational issues.
● Conduct regular client engagements and account reviews to assess workforce needs and service delivery.
● Prepare periodic client reports covering workforce strength, attendance, performance, payroll and employee movements.
● Identify opportunities for account retention, expansion and improved service delivery.
● Drive business development through prospecting, networking, lead generation and client relationship building.
● Manage prospective client pipelines, proposals, presentations and contract negotiations.
● Collaborate with Business Development, Recruitment and Operations teams to achieve client acquisition, revenue and staffing growth targets.
3. QUALIFICATIONS AND PROFESSIONAL REQUIREMENTS
Essential Qualifications
● A Bachelor’s degree in Human Resources, Business Administration, Management Sciences or a related field.
● A Master’s degree in Human Resource Management, Business Administration, Industrial Relations, Organisational Psychology or a related discipline will be a strong plus.
● Professional HR certification such as CIPM, CIPD, SHRM or HRCI will be an added advantage.
Experience & Requirements
● Minimum of 5 years of progressive experience in Human Resources, staffing, workforce management or related functions.
● At least 3 years in a senior HR management, staffing management or strategic business partnering role.
● Demonstrable experience managing people and staffing operations across multiple locations or business regions.
● Experience in recruitment, employee relations, organisational development, performance management and client account management.
● Experience managing outsourced, contract and permanent workforce arrangements will be a strong advantage.
● Proven experience in HR budgeting, workforce planning and organisational restructuring.
● Have an high level of professionalism and discretion.
● Have excellent communication (verbal and written) skills, people skills and aptitude in problem solving.
● Be able to work in a team with a result driven approach.
● Please note this is not a typical 9-5 job (there are some long days).
● Be smart, focused and have a passion for People Management.
● Be very technology savvy. Technology is what drives our business.
● Be very detail oriented.
Skills Required
- Minimum of 3 years of relevant experience
- High level of professionalism and discretion
- Excellent verbal and written communication skills
- Strong people skills and problem-solving aptitude
- Ability to work in a team with a results-driven approach
- Technology savvy
- Detail-oriented
- ACIPM, SPHRI, or another relevant certification
- MBA or MSc
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The Company
What We Do
eRecruiter Nigeria is a recruitment consultancy that helps employers find candidates by offering services in talent acquisition, recruitment, outsourcing, and payroll, aiming to reduce cost-per-hire.
