Job Description
Job Summary
Contract Type:
Sign up to view job details.
Qualifications
Qualifications + Desirables
• Bachelor's Degree in Human Resources, Business Administration, or a related field (Master's Degree or HR Certification is a plus).
• 7+ years of progressive HR experience, with a minimum of 3 years in a senior HRBP role.
• Strong knowledge of HR best practices, employment laws, and regulations.
• Excellent interpersonal and communication skills.
• Strategic thinker with the ability to translate business objectives into HR initiatives.
• Proven experience in resolving complex employee relations issues.
• Proficiency in HRIS and data analysis tools.
• Change management expertise and project management skills.
• Demonstrated commitment to diversity, equity, and inclusion initiatives.
Demonstrated Skills and Competencies:
• A commitment to IRC’s mission and vision
• Knowledge and experience with payroll, benefits administration, compensation benchmarking and utilizing HR metrics to inform decision-making.
• Strategic Thinking: The ability to think strategically and align HR initiatives with the organization's overall business objectives.
• Strong interpersonal and conflict resolution skills
• A commitment to promoting diversity, equity, and inclusion within the organization. Developing and implementing DEI initiatives.
• Familiarity with HRIS (Human Resources Information Systems) and data analytics tools. Staying updated with HR technology trends.
• The ability to adapt to changing business environments and HR trends.
• Flexibility in responding to unexpected challenges.
• The ability to address and resolve complex employee relations issues.
• Very strong proficiency in MS Word, Excel, Outlook, and PowerPoint is required.
• Working knowledge of Nigeria labor law
Language Skills:
• English fluency required.
• Travel: 3% of time spent in different IRC Nigeria Field locations
Professional Standards
• IRC staff must adhere to the values and principles outlined in IRC Way – Global Standards for Professional Conduct. These are Integrity, Service, and Accountability. In accordance with these values, IRC operates and enforces policies on Beneficiary Protection from Exploitation and Abuse, Child Safeguarding, Anti-Workplace Harassment, Fiscal Integrity, and Anti-Retaliation.
Responsibilities
Strategic HR Planning:
• Collaborate with senior leadership to develop and implement HR strategies that support organizational goals and objectives.
• Provide insights and recommendations on workforce planning, talent management, and organizational development.
Employee Relations:
• Work with the Senior HR Coordinator to address complex employee relations issues, conduct investigations, and ensure fair and consistent application of HR policies and procedures.
• Promote a positive and inclusive workplace culture by fostering diversity, equity, and inclusion initiatives.
Talent Acquisition and Development:
• Work with the Talent acquisition team to Oversee recruitment efforts, including talent sourcing, interviewing, and onboarding processes.
• Work with the L&D focal Point to develop and implement training and development programs to enhance employee skills and career growth.
Performance Management:
• Work with the Senior HR Coordinator to lead the performance management process, including goal setting, performance evaluations, and feedback.
• Provide coaching and guidance to managers on performance improvement plans.
Compensation and Benefits:
• Collaborate with the compensation team to ensure competitive and equitable salary and benefits structures.
• Advise on salary reviews, promotions, and incentive programs.
HR Analytics:
• Utilize data and HR analytics to make informed decisions and measure the impact of HR initiatives.
• Develop reports and dashboards to track key HR metrics.
Legal Compliance:
• Stay up to date with labor laws and regulations to ensure HR policies and practices are compliant.
• Mitigate legal risks by advising on HR-related legal matters.
Change Management:
• Assist in organizational change initiatives, including transitions, and restructuring.
• Manage change communication and support employees through transitions.
Key Working Relationships:
• Position Reports to Senior HR Coordinator
• Position directly supervises (People &Culture) HR Manager &FPs for the respective states.
• Key Internal Stakeholders: Sector Leads, Field Coordinators, SAMs, Senior Managers and Program Managers
• Key External Stakeholders: Third Party service Providers on Insurance, Employee Well Being, Training &Development
Contract Type:
Sign up to view job details.
Qualifications
Qualifications + Desirables
• Bachelor's Degree in Human Resources, Business Administration, or a related field (Master's Degree or HR Certification is a plus).
• 7+ years of progressive HR experience, with a minimum of 3 years in a senior HRBP role.
• Strong knowledge of HR best practices, employment laws, and regulations.
• Excellent interpersonal and communication skills.
• Strategic thinker with the ability to translate business objectives into HR initiatives.
• Proven experience in resolving complex employee relations issues.
• Proficiency in HRIS and data analysis tools.
• Change management expertise and project management skills.
• Demonstrated commitment to diversity, equity, and inclusion initiatives.
Demonstrated Skills and Competencies:
• A commitment to IRC’s mission and vision
• Knowledge and experience with payroll, benefits administration, compensation benchmarking and utilizing HR metrics to inform decision-making.
• Strategic Thinking: The ability to think strategically and align HR initiatives with the organization's overall business objectives.
• Strong interpersonal and conflict resolution skills
• A commitment to promoting diversity, equity, and inclusion within the organization. Developing and implementing DEI initiatives.
• Familiarity with HRIS (Human Resources Information Systems) and data analytics tools. Staying updated with HR technology trends.
• The ability to adapt to changing business environments and HR trends.
• Flexibility in responding to unexpected challenges.
• The ability to address and resolve complex employee relations issues.
• Very strong proficiency in MS Word, Excel, Outlook, and PowerPoint is required.
• Working knowledge of Nigeria labor law
Language Skills:
• English fluency required.
• Travel: 3% of time spent in different IRC Nigeria Field locations
Professional Standards
• IRC staff must adhere to the values and principles outlined in IRC Way – Global Standards for Professional Conduct. These are Integrity, Service, and Accountability. In accordance with these values, IRC operates and enforces policies on Beneficiary Protection from Exploitation and Abuse, Child Safeguarding, Anti-Workplace Harassment, Fiscal Integrity, and Anti-Retaliation.
Responsibilities
Strategic HR Planning:
• Collaborate with senior leadership to develop and implement HR strategies that support organizational goals and objectives.
• Provide insights and recommendations on workforce planning, talent management, and organizational development.
Employee Relations:
• Work with the Senior HR Coordinator to address complex employee relations issues, conduct investigations, and ensure fair and consistent application of HR policies and procedures.
• Promote a positive and inclusive workplace culture by fostering diversity, equity, and inclusion initiatives.
Talent Acquisition and Development:
• Work with the Talent acquisition team to Oversee recruitment efforts, including talent sourcing, interviewing, and onboarding processes.
• Work with the L&D focal Point to develop and implement training and development programs to enhance employee skills and career growth.
Performance Management:
• Work with the Senior HR Coordinator to lead the performance management process, including goal setting, performance evaluations, and feedback.
• Provide coaching and guidance to managers on performance improvement plans.
Compensation and Benefits:
• Collaborate with the compensation team to ensure competitive and equitable salary and benefits structures.
• Advise on salary reviews, promotions, and incentive programs.
HR Analytics:
• Utilize data and HR analytics to make informed decisions and measure the impact of HR initiatives.
• Develop reports and dashboards to track key HR metrics.
Legal Compliance:
• Stay up to date with labor laws and regulations to ensure HR policies and practices are compliant.
• Mitigate legal risks by advising on HR-related legal matters.
Change Management:
• Assist in organizational change initiatives, including transitions, and restructuring.
• Manage change communication and support employees through transitions.
Key Working Relationships:
• Position Reports to Senior HR Coordinator
• Position directly supervises (People &Culture) HR Manager &FPs for the respective states.
• Key Internal Stakeholders: Sector Leads, Field Coordinators, SAMs, Senior Managers and Program Managers
• Key External Stakeholders: Third Party service Providers on Insurance, Employee Well Being, Training &Development
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