The position is accountable to the Group Human Resources Manager, ensuring strategic alignment with HR policies and practices across the organization.
Job Summary
The Human Resources Business Partner (HRBP) functions as the primary HR liaison for designated business units, collaborating closely with leadership to enhance organizational effectiveness via the implementation of strategic people management initiatives.
This position is tasked with executing HR strategies, overseeing employee relations, facilitating talent acquisition and development initiatives, enhancing performance management processes, and maintaining adherence to employment laws and organizational policies.
The HRBP will collaborate closely with the Group Human Resources Manager to implement HR initiatives across the organization and contribute to the fulfillment of business goals.
Oversee a comprehensive range of duties encompassing strategic project leadership, cross-functional coordination, and operational execution to ensure alignment with organizational objectives. Drive the development and implementation of initiatives that enhance efficiency, innovation, and performance across teams. Serve as a pivotal liaison between departments, fostering collaboration and resolving interdepartmental challenges. Monitor progress through data-driven insights, providing actionable feedback and adjustments to optimize outcomes. Ensure compliance with industry regulations, company policies, and best practices while maintaining rigorous quality standards. Actively identify opportunities for process improvements, cost reduction, and scalability to support sustainable growth. Foster a culture of accountability, continuous learning, and high performance among team members.
Collaborate closely with senior management and departmental leaders to ensure HR strategies are in sync with overarching business objectives and day-to-day operational needs.
Act as the main HR liaison for designated business units, delivering ongoing HR assistance and expert counsel to supervisors and staff members on a daily basis.
Assist the Group Human Resources Manager in executing organization-wide HR strategies, policies, procedures, and initiatives focused on organizational development.
Oversee the entire recruitment and selection lifecycle to identify, engage, and secure top-tier talent while fostering long-term retention strategies.
Ensure employee records and HR documentation are meticulously maintained, consistently updated, and fully compliant with all organizational policies and regulatory mandates.
Enhance employee engagement strategies to foster a positive workplace culture, elevate morale, boost productivity, and strengthen retention efforts.
Design, deploy, and evaluate performance management systems and processes throughout the organization to ensure alignment with strategic objectives and operational needs.
Offer expert advice and assistance on employee relations issues, addressing conflict resolution, grievance management, disciplinary actions, and workplace investigations.
Examine HR metrics, workforce patterns, and employee-related data to generate meaningful insights and actionable recommendations for leadership decision-making.
Compile and deliver regular HR reports to the Group Human Resources Manager in accordance with established schedules and directives.
Assess training and development requirements and oversee the execution of learning and development initiatives to enhance employee skills and organizational growth.
Collaborate on workforce planning, talent management, and succession planning initiatives to ensure organizational readiness and continuity.
Administer compensation and benefits processes, oversee periodic salary reviews, and conduct benchmarking exercises to ensure alignment with industry standards.
Interpret and effectively communicate HR policies and procedures to ensure uniform implementation across all designated business units.
Oversee adherence to employment legislation, labor standards, and internal company policies to mitigate legal risks and maintain regulatory compliance.
Assist in implementing change management strategies and organizational restructuring efforts as needed.
Partner with executive teams to enhance employee engagement and drive organizational efficiency.
Continuously oversee and enhance HR processes, systems, and service delivery standards to ensure optimal efficiency and effectiveness.
Seeking candidates with a proven track record in the field, possessing relevant qualifications and substantial hands-on experience. The ideal applicant will demonstrate expertise through prior roles, showcasing the ability to meet the outlined requirements and deliver results. A minimum of [X] years of professional experience in [specific area] is necessary, along with [specific certifications or education], ensuring alignment with the role’s demands. Strong analytical, communication, and problem-solving skills are essential to thrive in this position.
A bachelor’s degree in Human Resources, Business Administration, Industrial Relations, Psychology, or a related field is required.
Professional credentials like Certified Information Privacy Manager (CPM), Society for Human Resource Management (SHRM), or HR Certification Institute (RCI) qualifications, or their equivalents, are highly beneficial.
A minimum of five years of progressively responsible experience in Human Resources is required, including at least two years in an HR Business Partner, HR Generalist, or equivalent capacity.
Proficiency in Nigerian labor legislation, human resources policies, and industry-recognized best practices is required.
Proven expertise in recruitment, employee relations, performance management, talent development, and HR operations is required.
Demonstrated expertise in utilizing Microsoft Office applications and HR Information Systems (HRIS) is essential.
Demonstrates proficiency in key areas including analytical thinking, problem-solving, and effective communication. Exhibits strong organizational skills with the ability to manage multiple tasks efficiently. Maintains adaptability in dynamic environments and collaborates effectively within cross-functional teams. Displays a commitment to continuous learning and professional development to stay current with industry trends and best practices.
Proven strategic thinking capabilities and a keen business sense are essential for this role. Candidates must demonstrate the ability to analyze complex situations, anticipate future trends, and develop innovative solutions that drive long-term success. A deep understanding of market dynamics, competitive positioning, and organizational objectives is required to align decisions with overarching goals. Additionally, strong analytical skills and the capacity to translate insights into actionable strategies are critical for navigating challenges and capitalizing on opportunities in a dynamic business environment.
Handles employee relations and conflict resolution matters with a focus on fostering a positive and collaborative work environment. Addresses grievances, mediates disputes, and implements strategies to mitigate potential issues. Collaborates with management to ensure alignment with company policies and labor laws while promoting fairness and consistency in resolutions. Identifies trends and develops proactive initiatives to enhance employee satisfaction and reduce workplace conflicts.
Our organization seeks to enhance its workforce capabilities through the strategic acquisition and development of top-tier talent. This role involves identifying, recruiting, and onboarding exceptional candidates while fostering their long-term engagement and career progression within the company. Responsibilities include sourcing talent, conducting interviews, assessing cultural fit, and implementing retention strategies to ensure sustained organizational success. The ideal candidate will hold a bachelor’s degree in human resources, business administration, or a related field, coupled with a minimum of three years of experience in talent acquisition, talent management, or a comparable role. Proficiency in applicant tracking systems, strong interpersonal skills, and a data-driven approach to decision-making are essential. Additionally, expertise in employer branding and workforce planning is highly desired.
Conducts comprehensive performance management activities to evaluate, enhance, and sustain employee productivity and engagement. Establishes clear performance metrics, benchmarks, and goals in collaboration with management and staff. Provides continuous feedback, coaching, and development opportunities to support individual and team success. Identifies performance gaps and implements corrective actions or improvement plans as necessary. Utilizes performance data and analytics to inform strategic workforce decisions and talent optimization initiatives. Ensures alignment between employee contributions and organizational objectives through regular reviews and assessments. Maintains accurate documentation of performance evaluations and related processes for compliance and audit purposes.
Conducts strategic workforce planning and succession management initiatives to ensure optimal talent alignment and continuity within the organization.
Analyze and interpret data to generate meaningful insights, then compile and present findings through comprehensive reports, ensuring clarity and accuracy for stakeholders.
We specialize in facilitating structured transitions to ensure seamless adoption of new processes, technologies, or organizational shifts. This role involves collaborating with stakeholders to assess impacts, develop communication strategies, and provide training to mitigate resistance and drive successful implementation. Key responsibilities include identifying change requirements, designing change management plans, and monitoring progress to measure adoption rates and effectiveness. The ideal candidate will possess strong interpersonal skills, experience in organizational development, and proficiency in change management methodologies such as ADK AR or Prosci.
Proficient communication and strong interpersonal abilities are essential, enabling effective collaboration with colleagues, clients, and stakeholders across diverse teams and departments. These skills facilitate clear articulation of ideas, active listening, and the capacity to build rapport, fostering productive and professional relationships. The role demands the ability to convey complex information succinctly, adapt communication styles to various audiences, and resolve conflicts diplomatically while maintaining a positive and respectful demeanor. Additionally, emotional intelligence is critical for navigating interpersonal dynamics and ensuring alignment with organizational goals and team cohesion.
We seek a professional with exceptional stakeholder management and influencing skills, capable of fostering strong relationships across diverse groups. The ideal candidate will excel in negotiating mutually beneficial outcomes, aligning interests, and driving consensus among key parties. This role demands the ability to communicate persuasively, build trust, and navigate complex organizational dynamics to achieve strategic objectives.
Analytical and critical thinking skills are essential for evaluating complex situations and determining the most effective solutions. Candidates must demonstrate the ability to make informed, timely decisions while considering various factors and potential outcomes. Strong reasoning capabilities are required to address challenges efficiently and ensure optimal results.
Maintaining a high standard of integrity and confidentiality is paramount for this role.
Prospective applicants meeting the specified criteria are invited to submit their CVs via email to recruitment@stiveshealthcare.com, with “Human Resources Business Partner” included in the subject line.
Qualifications
BA/BSc/HND , Professional Certificate
Experience Required
5 years
