HR Manager

Job Summary

The HR Manager is a strategic leader responsible for developing and executing the organization's human capital strategy in alignment with business objectives. This role serves as a trusted advisor to the Executive Leadership Team, driving a high-performance culture while ensuring the organization attracts, develops, retains, and engages talent. The role holder will lead the full spectrum of HR functions including talent acquisition, performance management, learning & development, total rewards, employee relations, HR operations, and organizational effectiveness while championing an inclusive and values driven workplace culture.

Job Details

Strategic HR Leadership

•  Contribute to the development and drive the implementation a forward-looking HR strategy aligned 
  with the organization's mission, vision, and long-term business goals as well as the Group’s HR 
  strategy. 
• Serve as a strategic partner to the CEO and Executive Leadership Team, providing data-driven 
  insights on people and organizational matters. 
• Champion culture transformation initiatives that reinforce core organizational values and drive 
  employee engagement. 
• Translate business strategy into impactful people plans, ensuring the organization is future-fit in 
  terms of capability and structure. 

Talent Acquisition & Management 

• Oversee end-to-end talent acquisition processes, ensuring the organization attracts diverse and 
  high-calibre candidates. 
• Design and manage a robust succession planning framework to build a strong internal leadership 
  pipeline. 
• Develop and implement employer branding strategies to position the organization as an employer 
  of choice. 

HR Operations & Compliance 

• Ensure HR policies, processes, and practices are compliant with all relevant labour laws, 
  regulations, and industry standards. 
• Leverage HR technology and data analytics to generate insights that inform people strategy and 
  operational decisions.
• Oversee HR operations including payroll coordination, HRIS management, onboarding, and 
  offboarding processes. 
• Establish and track key HR metrics and dashboards to measure the effectiveness of HR initiatives. 

Reward, Compensation & Benefits 

• Support the implementation of compensation and benefits frameworks. 
• Coordinate payroll inputs, benefits administration, and annual salary review processes. 
• Support job evaluation and grading initiatives. 
• Ensure consistency and internal equity in reward practices. 

Performance Management 

• Drive the implementation of performance management frameworks, including goal setting, mid
  year reviews, and annual appraisals. 
• Support managers in performance conversations, feedback delivery, and development planning. 
• Coordinate Performance Improvement Plans (PIPs) and ensure consistency and fairness in 
  application.

Learning & Development 

• Identify training needs in collaboration with business leaders. 
• Support the design and execution of learning and development initiatives. 
• Track training effectiveness and maintain training records. 
• Support leadership development and capability-building initiatives. 

Employee Relations & Engagement 

• Foster a positive, inclusive, and psychologically safe employee experience across the organization. 
• Manage complex employee relations matters including grievances, disciplinary proceedings, and 
  conflict resolution with fairness and legal compliance. 
• Drive employee engagement strategies, including the design and actioning of engagement survey 
  insights. 
• Promote a positive, inclusive, and respectful workplace culture. 
• Support employee engagement initiatives, surveys, and action plans.

Change Management & Culture 

• Support organizational change initiatives, restructures, and transitions. 
• Reinforce company values and desired behaviours across the organization. 
• Support culture-building initiatives aligned with business strategy. 

HR Team Leadership & Governance 

•  Lead, coach, and develop a high-performing HR team, establishing clear goals, accountabilities, 
  and development plans. 
• Create a collaborative, service-oriented HR function that is responsive to the needs of the business. 
• Manage the HR budget, ensuring efficient allocation of resources to deliver maximum impact. 

Requirements

Education Requirements

• Bachelor's degree in Humanities, Social Sciences, Business Administration or any related discipline
• Professional certification in Human Resources from any of HR Certification Institute (HRCI) USA, Chartered Institute of Personnel Management (CIPM) Nigeria, Society for Human Resource Management (SHRM) USA, Chartered Institute of Personnel Development (CIPD) UK is an added advantage.

Experience (What You Have Done)

• Minimum 8 -10 years of cognate experience.
• Experience partnering with business leaders to deliver HR solutions aligned to business needs.
• Hands-on experience managing core HR operations and employee lifecycle processes.
• Demonstrated experience supporting performance management cycles and employee relations cases.
• Experience coordinating recruitment, onboarding, and learning initiatives.
• Exposure to compensation reviews, benefits administration, and payroll coordination.
• Experience working in a fast-paced or growing organization is an added advantage.

Knowledge (What You Must Know)

• Strong knowledge of human resources principles, policies, and end-to-end employee lifecycle management.
• Solid understanding of labor laws, employment regulations, and HR compliance requirements.
• Knowledge of performance management frameworks, employee relations, and disciplinary processes.
• Understanding of talent acquisition, onboarding, learning and development, and succession planning.
• Working knowledge of compensation and benefits structures, payroll inputs, and job evaluation.
• Knowledge of HR information systems (HRIS), data management, and reporting.
• Understanding of organizational culture, change management, and employee engagement practices.

Skills (What You Must Be Able To Do)

• Strong interpersonal and communication skills for effective engagement across all levels of the organization.
• Strong written communication skills for drafting policies, reports, and employee communications.
• Proven stakeholder management and HR advisory skills.
• Strong problem-solving, negotiation, and conflict resolution skills.
• Sound judgment in interpreting and applying HR policies consistently and fairly.
• Strong planning, organizational, and time-management skills to manage competing priorities.
• Analytical skills for preparing HR reports and using data to support decision-making.
• Coaching and facilitation skills to support managers and teams in performance and development conversations.

Abilities (How You Think & Operate)

• Proven capability to manage multiple priorities in a fast-paced and evolving environment.
• Demonstrated discretion and professionalism in handling sensitive and confidential information.
• Strong influencing and advisory capability when guiding managers on people-related matters.
• Effectiveness in working both independently and collaboratively across cross-functional teams.
• Strong ownership in driving HR initiatives from concept through execution.
• High adaptability in navigating organizational change and supporting transformation initiatives.
• Sound judgment and objectivity when managing complex employee relations matters.
   

About Company

LATC Group

https://www.latcgroup.com/

We are a growing multi-industry organization with footprints in critical sectors driving growth and positively impacting our communities. As a Proprietary Investment Firm with about two decades of sustainable business practices, our companies have grown into powerhouses in the economy's Agricultural, Marine Logistics and Retail Franchising sectors.