Head of HR
Phillips Consulting, Nigeria

Our client in the legal services industry is looking to fill the role of Head of HR.

The job role is to formulate, develop and implement the company's Human Resources Strategy leading to the achievement of the company’s vision, and supporting business growth, operating efficiency, and effectiveness targets. The job role is responsible for all aspects of the company’s people-management systems and is charged with helping Executive Management achieve clarity around the essential and critical resourcing and capability deployment needs necessary for the attainment of organisational goals over time. The job role also provides strategic and functional leadership to the company’s Human Resources and Practice Administration Units.

Main Duties and Responsibilities

Strategic Objectives and Core Values:

• Design HR strategy in alignment of organisational objectives and ensure measurable indicators to ascertain the value of HR role in organisational strategy implementation.
• Develop effective HR strategic plans for supporting/enabling the attainment of short-, medium- and long-term business goals that ensure the company maintains its competitive edge.
• Design and deliver programs that ensure synergy across all units and branches to ensure alignment with corporate objectives.
• Provide an atmosphere that allow talent to thrive and provide ROI on employee acquisition and retention strategy

Recruitment and Selection:

• Responsible for manpower planning, designing and driving recruitment and selection strategy for the organisation.
• Manage the entire recruitment and selection life cycle job requisition, job advertisement, shortlisting, selection tests, interviews, job offer letters, reference checks, employee induction/onboarding, and confirmation of new hires.
• Maintain a database of all applications; Screen and shortlist CVs for Tenants and Business Services staff across all levels including NYSC, law school, summer, and other internships.
• Scheduling and coordinating tests and interviews for shortlisted candidates.
• Create work schedules for Law school and summer interns.

Employee Relations:

• Formulate and implement sound, current and innovative HR policies in line with Labour laws and business objectives.
• Ensure all HR policies and procedures are effectively communicated to all employees and are understood and implemented.
• Serve as a link between management and employees by handling questions, interpreting and administering contracts, and helps resolve work-related issues.
• Responsible for maintaining the HR Information System platform while ensuring that employee personal information, salary and benefits (such as welfare, pension, medicals, etc.) are updated per time.
• Manage employee working conditions, disciplinary and grievance procedures, equal opportunities, redundancies and employee leave schedule.
• Make recommendations on improved systems, activities, policies and effective procedures for the growth of the Firm.
• Assist with seamless exit interviews, completing paperwork and make recommendations to management ensuring compliance of necessary intake and exit formalities and standard procedures
• Advise Chief Finance Officer on details of staff payroll, facilitating resolution to payroll errors.

Compensation and Benefits:

• Monitor and review the company’s salary and benefits structure to ensure a balance between control of costs and attracting/retaining staff.
• Conducts compensation surveys to measure the competitiveness of the company’s compensation and benefits package, and makes recommendations as appropriate.
• Provides timely and appropriate staff information to Finance department for salary review and administration.

Performance Management:

• Responsible for the development and implementation of a performance management framework that is tied to business strategy.
• Sending performance management-related correspondence to all members to initiate individual appraisal of staff every quarter.
• Ensuring all supervisors (across levels) complete performance appraisal feedback as at when due.
• Coordinate the employee performance appraisal process educating employees, collating appraisal results, arranging for moderation review sessions, preparation, and presentation of performance appraisal reports to Partners.

Training and Development:

• Create training plans and training budgets in line with the Partner in charge of Lamp;D’s review of employees’ training and developmental needs.
• Collaborate with Departmental Leads to gather employees’ training needs and proffer training interventions (both internal and external) within ap

Job Rewards and Benefits