13 May 2023

Senior Human Resource Business Partner at Alan & Grant

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Job Description


Alan & Grant – Our work is focused on creating innovative HR and Organizational Development Solutions aimed at Performance Improvement & Business Growth. We currently serve clients across various sectors of the Economy from locations in Jos, Port Harcourt and Lagos.

We are recruiting to fill the position below:

Job Title: Senior Human Resource Business Partner

Location: Lekki, Lagos
Job Type: Full time
Industry: Health Care

Job Description
HR Business Partnering:

  • The Sr. HRBP will be a member of HR team and will report directly to the HR Director.
  • Business Partner with business units to integrate people strategies with overall organizational strategy.
  • Provide HR services as it relates to human resources programs and policies, often encompassing all areas of human resources.
  • Provide policy guidance and interpretation; recommend and implement changes as needed.
  • Analyses trends and metrics in partnership with the HR leadership to develop solutions, programs, and policies.
  • Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
  • Ensure that people’s plans are aligned with global direction and shaped for unit needs.
  • Design solutions and, working with the business leaders, lead and drive delivery of the people plans and monitor progress and impact using milestones and KPIs.
  • Use the people plans as a context for effective implementation of people management disciplines such as compensation and benefits, succession planning, people development, and performance management to achieve business goals.
  • Gather and analyze relevant data, trends, and patterns and identify gaps and priorities, particularly in the areas of talent management, performance management, workforce planning, strategic recruitment, and capability development.
  • Leverage the HR function to deliver effective and customer-focused HR Operations.
  • Manage the organization’s performance management program, including communications, training, and monitoring.
  • Play a key role in ensuring coherent implementation of people plans and processes across the units within their area and ensuring they align with global direction.
  • Ensure efficient processing of HR administration for the client groups.

Capacity Building and Talent Development:

  • Create and execute learning strategies and programs.
  • Translate the business/function strategy into long- and short-term people plans, which consider the organization’s leadership, capability, cultural, and structural development needs.
  • Evaluate individual and organizational development needs and lead, implement and manage staff development initiatives.
  • Deploy different kinds of learning methods to the organization, such as coaching, job shadowing, online training, and so on.
  • Organize e-learning courses, workshops, and other training.
  • Utilize the LMS (Learning Management System) capacity to provide training and development opportunities to global staff.
  • Coach and challenge leaders to support the development of leadership capability.
  • Leads the development of training and learning modules and mentoring and coaching tools.
  • Lead the evaluation and monitoring of training programs to ensure success.
  • Follows up to ensure training objectives are met.
  • Assess the success of development plans and help employees make the most of learning opportunities.
  • Help managers develop their team members through career pathing.
  • Gather and analyze data to identify trends, gaps, and priorities, particularly in the areas of performance management, talent development, and workforce planning.
  • Develop and deliver training programs, materials, and resources on a broad range of HR-related topics.
  • Provide guidance and input on restructuring, workforce planning, and succession planning: identify training needs and individual management coaching needs.
  • Provide catalytic support to enable business transformation. Work with business/function leaders to spot opportunities for organizational development, which will accelerate the delivery of business strategy.
  • Interface with various levels within the organization to develop and lead training initiatives on a broad range of HR-related topics.

Employee Relations:

  • Manages and resolves complex employee relations issues.
  • Conducts effective, thorough and objective investigations.
  • Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
  • Partners with the legal department as needed/required.
  • Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
  • Consult with employees and management on employee relations issues providing guidance and assistance with policy interpretation, open and direct communication, conflict resolution, performance management, and conduct-related issues.
  • Serve as an initial point of contact for employee relations, including conducting exit interviews.
  • Researches and explains laws and legal affairs concerning employment to managers, supervisors, and employees.
  • Uses surveys, interviews, and other studies to research human resource policies, compensation, and other employment issues.
  • After analyzing the information, makes recommendations on changes.
  • Advises and trains managers and supervisors in best employee relations practices and strategies for managing supervisor problems and employee grievances.
  • Develops further training as needed.

Supervision and Development:

  • Supervises and trains the HR Business Partner

Requirements

  • Bachelor’s Degree in Human Resources, Psychology, Law or relevant Degree.
  • 10+ years working in human resources.
  • CIPMSHRM-SCP, SHRM-CP, SPHR or PHR certification.
  • Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.
  • Experience in facilitating training.
  • Strong analytical skills and ability to interpret and communicate data.
  • Excellent customer service skills, including understanding users’ needs, offering solutions and following up to ensure end user success.
  • Initiative and drive to improve processes continuously and systems.
  • Solid project management skills including attention to detail, highly organized.
  • Strong problem-solving skills.
  • Proven ability to work effectively in teams and with individuals at all levels within an organization; understanding of cultural contexts.
  • Experience managing several tasks and priorities and exercise independent working; a self-starter.
  • Extensive knowledge of HR processes, procedures and policies.
  • Strong facilitation and communication skills.

Application Closing Date
Not Specified.






Method of Application

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