HR Business Partner at Flexedge Limited

FlexEdge Limited is a business support services company driven with the desire to enable, empower and enhance organizations with employable talents for ground breaking results.

We are recruiting to fill the position below:

Job Title: HR Business Partner

Location: Lagos
Employment Type: Full-time

Role Summary

• Supports the specified business units and/or associated companies by taking responsibility for particular HR functions including employee relations, talent management, performance management, training and development, amongst others.
• Driving and implementing the people programmes and policies that support a vibrant, fast-paced and high performance culture of the company.

Responsibilities
Man-Power Planning:

• Control, maintain and update manpower plan and prepare related monthly and weekly reports.
• Maintaining an updated record of personnel working in each department within the business units in order to ensure proper staffing level.
• Act as a point of contact for HR queries from staff and managers on manpower needs and issues; dealing with issues where able or referring onto Head, HR/Admin if necessary.
• Formulating plans for meeting the business’ manpower requirement and ensuring proper utilisation of existing human resources to meet organisational objectives.
• Managing manpower planning process and implementation of the manpower plans.·Updating approved changes in the structure/layout of the business structure.
• Reviewing and advising departmental heads on job description writing for all positions and ensuring they are updated, issued to staff and maintained in staff files.
• Ensures that manpower requisitions and staff movements are in accordance with the approved organization chart and staff establishment.
• Identify more proactive recruiting solutions for all positions and lead the recruitment process.
• Build relationships with line managers and HODs by assigning them staffing specialists and developing recruitment strategies focused on their recruitment priorities.

Talent Management and Development:

• Supports the Head HR/Admin in implementing strategies for talent identification and development.
• Designs and coordinates various talent development programs approved for company’s talent pipeline.
• Identifies and coordinates resources to meet organisation-wide talent, learning, educational and developmental needs.
• Manage succession planning for key roles.
• Be instrumental in driving talent retention agenda for the business and reporting on turn over, absences and reasons for leaving.3.Knowledge Transfer
• Facilitates group discussions on the company’s collaborative forum (Bitrix) to get feedback employees’ perceptions and expectations for effective HR management.
• Develops strategy for knowledge transfer activities among staff across businesses and locations; this includes planning, implementation, and coordination of such activities.
• Regularly communicates policies and updates to staff within the business unit via the corporate collaborative forum.
• Develops knowledge sharing processes and programs that encourage learning and collaboration.
• Prepares communications to share tools and information with various stakeholders, internally and externally

Performance Management:

• Develops and conducts presentations and training to management and staff on the performance appraisal system, as well as any software application deployed for the process.
• Responsible for driving the staff performance review process for all appraisal types back-to- back.
• Analyzes and reports on the progress and outcome of staff performance appraisals.
• Communication of staff performance appraisal results to staff in December each year.
• Provides ongoing oversight and support to ensure that performance measures are being used to effectively manage operations, identify and manage risks, and effect organizational change.
• Generates summary appraisal report for the business/location and send to Head HR/Admin for further action.
• Champion the development and implementation of employee performance improvement plans for the business units and closeout any consequential employee performance probation.

Manpower Learning and Development:

• Develops and maintains inventory skill sets of various corporate positions to help plan suitable training programs in coordination with departmental heads and direct superiors.
• Gathering data for training need analysis and preparing annual corporate training plan in conjunction with line managers.
• Coordinates management training for staff using in-house or 3rdparty resources.
• Evaluates trainer competence, performance and effectiveness of training courses and provide recommendations for improvement.
• Conducts training needs analysis for BU or associated company.
• Coordinate with departmental heads on their manpower training needs.
• Manages the revisions of training courses and evaluation methods as recommended by training specialists. Amending and revising programmes as necessary, in order to adapt to changes occurring in the work environment.
• Working with the rest of the HR team to produce programmes that are satisfactory to all relevant parties in an organisation.
• Recommends 3rdparty training programs contracted for which in-house training capability cannot match cost-effectively or wanting in competence.6.Employee Relations
• Act as a point of contact for HR queries from staff and managers, dealing with issues where able or referring onto Head HR/Admin if necessary.
• Attend to and resolve disciplinary issues involving employees; this including queries, counselling, disciplinary hearing, and issuance of disciplinary letters.
• Support line managers with disciplinary/grievances and other employee issues where specific business area knowledge is essential.
• Act as the performance improvement driver and provoke positive changes in the people management process.7.HR Central Coordination
• Implementation of departmental strategic initiatives as agreed with Head, HR/Admin and submitted to PEMS Department at the beginning of each year.
• Periodic review and update of HR policies and SOPs to reflect current best practices.
• Coordinate succession planning activities and reports with the Head, HR/Admin quarterly, and drive the overall implementation of the plan along with the respective HRBPs.

Requirements

• B. Sc. Degree in relevant field
• Possession of relevant professional certificates (CIPM, CIPD, PHRI etc.) is compulsory Minimum of 5 years Human Resource Generalist experience
• Full understanding of the labor laws and conditions of employment across Africa. Knowledge of SAGE HR system and other HRIS
• Experience creating transformational HR processes and other value adding continuous improvement initiatives within the HR function
• Intermediate to advanced knowledge of Microsoft office applications, particularly Microsoft word, Excel, Power Point, Outlook.

Salary
N200,000 / month

Application Closing Date
21st May, 2021.