GROUP PEOPLE MANAGER
JOB IDENTIFICATION
Job Title: GROUP PEOPLE MANAGER
Job Code:
ABU/SBU: GROUP/
ENERGY & CONSTRUCTION SERVICES
Grade:
Job Classification:
Influence Category: High
ORGANISATIONAL RELATIONSHIPS
Directly reports to:
GMD
Directly supervises:
PEOPLE ENABLEMENT DEPARTMENT
ORGANIZATIONAL MANDATE
OBEK GROUP is a leading project Engineering and delivery Service organization established to utilize the latest technology and top performing personnel to deliver projects and transform the African socioeconomic narrative by providing sustainable construction and operation services that will play a huge part in industrialization of Africa.
JOB OBJECTIVE(S)
- To Develop and keep up to date the Group People Management Process and Document same process into Procedures
- To ensure that all Group People Management (HR) processes and procedures are compliant with the relevant laws and regulations
- To ensure the effective and efficient deployment of human skills, abilities, and knowledge
- To ensure that the Group is properly resourced with Human Capital to meet the corporate objectives of the Group
- To make Sure that the Group People Resourcing moel meets the group overall objective
CORE JOB RESPONSIBILITIES
- Developing and implementing human resources policies.
- Supporting strategic objectives.
- Hiring staff and negotiating employment agreements.
- Ensuring compliance with laws and regulations.
- Managing staff wellness and performance reviews.
- Motivating and supporting current staff.
- Maintaining staff records.
- Handling employee benefits.
- Identifying staffing needs and creating job descriptions.
- Designing and directing training program.
- Ensures that the organization complies with labour laws and federal state employment laws
- Determine the best recruitment method best suited for the company needs
- Reduce the company cost turn over, attrition and hiring replacement workers
- Improve the company bottom line with the knowledge of how human capital affects organizational success.
- Conducts research and analysis of organizational trends including review of reports and metrics from the organizations human resource information system (HRIS) or talent management system.
- Monitors and ensures the organizations compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.
KEY PERFORMANCE INDICATORS
- Employee Engagement: We will measure and track employee engagement levels through surveys, feedback mechanisms, or other assessment tools. KPIs will include overall engagement scores, participation rates in engagement initiatives, and improvements in specific areas identified as priorities.
- Recruitment and Retention: We will monitor key recruitment metrics such as time-to-fill positions, quality of hires, and retention rates. Assess the effectiveness of recruitment strategies and initiatives in attracting and retaining top talent.
- Performance Management: Evaluate the effectiveness of the performance management process by tracking metrics such as goal achievement rates, completion of performance reviews within specified timelines, and feedback quality. We will measure how much of the company performance feedback is not impacted by bureaucratic bottleneck associated to hierarchical organizational design
- Training and Development: We will measure the impact of training and development initiatives by tracking metrics such as training participation rates, employee satisfaction with learning programs, and the application of learned skills on the job.
- HR Service Delivery: We will assess the efficiency and effectiveness of HR service delivery by monitoring metrics such as response time to employee inquiries, HR process accuracy, and employee satisfaction with HR services.
- HR Metrics and Analytics: Track and analyze HR data to derive insights and inform decision-making. KPIs will include metrics related to turnover rates, absenteeism, cost per hire, employee productivity, and other relevant HR analytics.
- Compliance: We will monitor compliance with relevant employment laws, regulations, and internal policies. Track metrics such as compliance rates in training and certifications, adherence to policy guidelines, and reduction in compliance-related incidents.
- HR Projects: Evaluate the successful completion of HR projects and initiatives within established timelines and budgets. Assess the impact of these projects on key HR and business outcomes.
- Business Partnership and Stakeholder Satisfaction: Assess the satisfaction levels of key stakeholders, including business unit leaders, managers, and employees, through surveys or feedback mechanisms. Measure the perceived value and impact of HR business partnering activities
KEY INTERFACES
Internal
- GMD
- CFO
- General Managers
- Internal Auditor
- SCM
- Treasury
- Project managers
- Construction Managers/Leads
- Operations Managers
External
- Client
- External Auditors
- FIRS, SIRS Federal and State govt departments and agencies
- Vendors
JOB SPECIFICATIONS
Academic and Professional:
- Bachelor’s degree in business management or equivalent.
- Master’s degree in human resources or a related field such as business management, finance or labour relations is required.
- Professional certificates such as FCIPM, MCIPM, PHRi, SPHRi, GPHR is required.
- Expert in labour laws set by governing authorities such as the labour act and employment act.
- Experience with at least 5 years in human resources or related field within the energy design and build industry is required.
- Excellent computer skills including programming, expert level knowledge in Microsoft Windows environment and MS office software. Must include knowledge of Excel and skills in Human Resources Information Systems (HRIS) Apps.
- Expertise in Finance is required but can be trained to the level needed
Experience:
- least 7 – 8 years of At experience in a similar role
COMPETENCE
Organizational Competencies
Grade Category Competencies
Functional Competencies
- Teamwork
- Transparency
- Integrity
- Accountability
- Development-oriented
- Excellence
- Professionalism
- Demonstrated strong effective communication in writing, business presentations, and interpersonal communication.
- HR Leadership & Strategy
- Data Literacy
- Financial Literary
- Demonstratable knowledge of method for leaning and development
- Experience in directing the efforts of a team of diverse human resource professionals.
- Knowledge of labour laws and regulation
- Experience in organization development and change management.
- Highly organized.
- Superior interpersonal skills.
- Budget management experience.
- Project and time management skills.
(1) Business Acumen:
(a) Context interpretation: Understanding the global context of work and the internal organizational dynamics
(b) Customer orientation: Understanding the end customer and aligning HR policies to optimize delivered value
(c) Strategy co-creation: Practicing strategic HRM and co-creating business strategy.
(2) People Advocacy
(a) Culture building: Safeguarding and shaping the desired organizational culture.
(b) People practices: Working efficiently and being an effective HR professional.
(c) Workplace champion: A credible, trusted, and ethical figurehead who advocates for the overlooked.
(d) Communications expert: A highly effective communicator who drives impact
- General Working Conditions
- Ability to lead in an environment of constant change
- Ability to deal with and douse any situation that may arise, in an un-biased way
Job Type: Full-time
Ability to commute/relocate:
- Lekki: Reliably commute or planning to relocate before starting work (Required)
Application Question(s):
- Do you have super user experience in any of the HRM data Acquisition, Analytics, & Reporting solutions
Experience:
- Oil and Gas/Construction Industry People Management: 5 years (Required)
Application Deadline: 27/05/2023
Expected Start Date: 03/07/2023
