Saro Agro-Allied is a leading agricultural commodity exporting company that started in 1996 as a cocoa trading company and today trades both locally and internationally. Our operations over time have covered sesame seeds, cashews, and cocoa-producing communities in Nigeria. The business has been repositioned to become a Consumer driven sustainable Agric. & Food business Company that will play in the multi-seed oil crushing, value-added export, and marketing of branded food products in Nigeria.

We are recruiting to fill the position below:

Job Title: Factory Human Resource Officer

Locations: Benue and Niger
Employment Type: Full-time

Job Purpose

• The Factory Human Resource Officer will play a key role in managing and executing HR functions within the manufacturing facility.
• This individual will be responsible for implementing and maintaining HR policies, procedures, and programs to ensure a productive and positive work environment.
• The Factory Human Resource Officer will collaborate with department managers and employees to address HR-related issues, provide support, and contribute to the overall success of the organization.

Duties / Responsibilities
Recruitment / Talent Acquisition:

• Attracting and retaining the best talent in the industry
• Overseeing the recruitment and hiring process report on its performance
• The FHR will ensure that all new recruits are properly integrated to the business through general and customised induction programmes & onboarding.
• Ensure that all recruitments are duly approved and are done consistent with the Saro policies and practices.
• Responsible for overseeing professional reference checks and background checks to verify that candidates are eligible to work for the company.
• Implement new sourcing methods.
• Coordinate with department managers to forecast future hiring needs.
• Review recruitment software and suggest the best option for company needs.
• Participate in job fairs and career events.
• Review and manage a highly functional compensation, appraisal, welfare & benefit structure that drives attracts, and retains high performing talent.
• Perform candidate and employee satisfaction evaluations and workshops.
• Build the company’s professional network through relationships with HR professionals, colleges and other partners.

Training and Development

• Responsible for launching employee development initiatives. This could entail additional on-the-job training, professional development programs, or educational. opportunities that allow employees to grow and develop in their current roles or prepare them for career advancement within the organization.
• Implement various learning methods companywide (e.g. coaching, job-shadowing, online training)
• Help managers develop their team members through career pathing.

HR Policy and Compliance:

• Ensure compliance with labor laws and company policies.
• Keep abreast of changes in labor legislation and update policies accordingly.
• Conduct regular audits to ensure HR processes align with organizational goals.

Culture/Employee Engagement:

• Share the company’s values, norms, and vision with employees familiarizing them with the overall ethics of the organization.
• Identify any shortcomings within the organization and have the ability to address them effectively.
• Responsible for organizing team outings, community building, or recognition programs that can improve a healthy work environment.
• The HR Business partner is expected to advice and give guidance on disciplinary and welfare issues, expected to assist business leaders in identifying aberrant behaviour, make recommendations on appropriate disciplinary measures to be taken in line with the employee handbook. Develop effective relationships with the business in order to promote good employee relations across the SBU. Carry out survey on impact on values, culture, and anti-values.
• Promote an open-door policy for communication.

Performance Management:

• Responsible for Performance Management System based on leading practices with the aim to provide a fair and transparent performance management across units.
• Resolve problems related to appraisals, such as employee requests for re-evaluation, and ensure that these issues are handled in a fair, professional, and transparent way.
• Collect and analyze performance appraisal results across units.
• The FHR can be assigned additional responsibilities or roles as may be deemed necessary by the SBU MD and HRBP from time to time. In addition, to performing day-to-day administrative tasks such as maintaining information files and processing paperwork.

Education and Experience

• Bachelor’s Degree with a minimum of Second Class Upper Degree in Human Resources or related field
• Knowledge of labor laws, regulations, and HR best practices
• Relevant HR certifications that demonstrate knowledge/possession of current HR competencies are required (e.g. Associate, Chartered Institute of Personnel Management of Nigeria, Senior/Professional in Human Resources, Human Resources Business Professional). like PHR, SPHR, CIPM,
• Applicants should have 3 – 5 years relevant experience in similar role.

Required Skills / Abilities:

• Analytical skills
• Problem solving and conflict resolution.
• Hands-on experience with HR software
• Excellent communication skills
• Attention to details.
• Leadership skills
• Strategic Thinking
• People Management.
• Age Requirement: 26 – 30 years.

Application Closing Date
8th February, 2024.