Junior Human Resources Business Partner
Strategic Outsourcing Limited
Lagos, Nigeria
5d ago
source : Fuzu

An HR Business Partner is responsible for aligning the actions / behaviors of employees in designated strategic business units (SBUs) with company strategy and business objectives.

The position serves as a consultant to SBU’s on human resource-related issues and represents the talent interests of the designated SBU.

The HRBP will ensure that the people's perspective is represented in business decisions so that implications are understood, and the workforce is proactively managed.

The HRBP is an advocate for both the employer and employee and is to proffer HR solutions focused on organisational outcomes and on improving employee and organisational culture, performance, and productivity, and aligned to business needs and best practice trends.

Understand the strategic objectives and operations of designated SBU’s and provide integrated and timely solutions to their human resources-related needs.

Anticipate and resolve employee relations issues before they impact the business by continuous engagement with relevant line managers.

Proffer and implement effective solutions where required.

Plan and maintain data on Manpower Planning and recruitment for designated SBUs.

Perform end-to-end recruitment, including interviewing, onboarding, and post-hire activities.

Analyse trends and metrics in partnership with the HR team to develop solutions, programs, and policies for designated SBUs.

Develop in-depth knowledge and stay abreast of legal requirements for employee relations to reduce exposure to risks and ensure regulatory compliance.

Partner with the legal department as required.

Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.

Provide guidance and input on business unit structures, workforce planning, performance management, and succession planning.

Provide performance management guidance to line management (performance monitoring and evaluation, counseling, career development, disciplinary actions).

Adjust HR strategies to respond to changing business needs for designated SBUs.

Provide HR policy guidance and interpretation.

Liaise with designated SBU Heads and line managers to identify and implement training needs and solutions for SBUs.

Monitor and evaluate training programs to ensure success. Provide post-training feedback.

Attend and drive discussions regarding people issues in SBU, team and strategy meetings, and performance review sessions.

Prepare contract terms for new hires; promotions and transfers in designated SBUs.

Communicate organizational culture and updates on HR initiatives to designated SBUs.

Resolve problems and manage competing personalities in the execution of business plans

Hold periodic HR engagement meetings with designated SBUs.

Act as a single point of contact on all human resources-related issues for designated SBUs, including recruitment.

Perform any other duties assigned by the Head, Human Resources.

Education / Knowledge, Skills, Attributes, Experience & Other Requirements

Bachelor's degree in any relevant discipline

Master's in a relevant discipline would be an advantage

Minimum of 3 -5 years’ experience in a similar role

Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.

Relevant industry experience.

Strong problem-solving skills

Ability to be proactive and forward thinking

Conflict resolution

Strong business acumen

Strong presentation and communication skills

High level of integrity

Global & cultural awareness

Strong relationship management skills

KEY PERFORMANCE INDICATORS

Demonstration of Human Resource knowledge & expertise.

Quality & effectiveness of service delivery and support to the business.

Quality and turnaround time (TAT) on delivery of tasks.

Quality, effectiveness, and timeliness of communication and feedback.

Level of staff satisfaction & engagement.

Quality, timeliness, and effectiveness of solutions.

Accuracy and value of data provided.

Quality of Initiatives & solutions and speed of implementation.

Quality of stakeholder management & relationships.

Quality of Initiatives & solutions & speed of execution.

Planning & execution of HR strategy.

Knowledge and understanding of SBU business.

Quality and effectiveness of problem-solving and dispute resolution.

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