Our client is an Africa-focused developer of measurable and impactful zero-emission projects under a technology-driven Ecosystem, with a pipeline of projects pertaining to electro mobility and energy efficiency, commercial electric vehicle charge point operations, and clean power supply systems, at very advanced stages of their development.

The business will operate as a corporate and commercial fleet offered to commuters using EVs in a Technology-Driven Ecosystem with both hardware and software participation. The venture is planned for implementation in two phases, i.e. the Pilot Phase and the Commercial Phase, as collaboration is a Key Success Factor required for an ecosystem to exist, both phases will be driven by multiple partnerships and collaborations. The Venture will be operated as a green mobility commercial fleet with support from sustainability partners.

Running the pilot phase is expected to provide a better understanding of the routes that will be used for enhancing the venture's delivery of a ride-hailing app and trip monitoring in order to accelerate the learning curve.

They are looking for young, smart, dynamic, innovative, and focused young people to join their budding team.

HR Strategy Development

• Implement the company’s HR mission, vision, and strategic plan that supports and enables the company's business goals; communicate and advocate to Executive management
• Design, communicate, and lead the implementation of people initiatives that support the company's business strategy and enhance the effectiveness of the workforce
• Develop and communicate HR effectiveness metrics and measurements; review metrics with and recommend actions to Executive management on a regular schedule

Policy Development

• Develop and implement HR policies to suit changing business needs
• Update the company's HR policies and procedures in line with business strategy and plans.
• Interpret and discuss HR policies and procedures with managers and employees.

Industrial Relations

• Understand Collective Bargaining- meaning, the process content and challenges
• Effective handling of negotiations with unions - Industrial Relations and Union Rights - Industrial Relations Systems in Nigeria
• Structure, Parties, and Challenges
• Legal Framework for Industrial Relations Practice

Reward Strategy

• Implement the company's benefits strategy and policy in line with company goals; ensure alignment of all new benefits programs
• Ensure the company's reward strategy and programs are designed to attract and retain employees
• Partner with Executive management to approve new or changed recognition programs in line with the overall rewards strategy
• Ensure short- and long-term incentives are aligned with the company compensation strategy

Performance Management

• Supervise the company's employee performance evaluation process and brief Executive management on the outcome of the process
• Track and Monitor the performance review process and monitor progress toward key success metrics for the performance evaluation process
• Review HR metrics related to employee pay increases that stem from the appraisal exercise, ensuring budget allocation meets organizational goals.

HR Analytics

• Explain the links between HR analytics and business performance
• Gather and analyze data from Human Resource Information and other appropriate sources.
• Present HR scorecard to business managers, providing practical analysis that they can easily consider and utilize.
• Set goals for HR metrics at a group level, present performance against goals, and propose action plans to address any concerns.
• Analyze Departmental performance indicators, partnering with business management to research the root cause of any areas of concern and create action plans to address.

Change Management

• Implement change management plans in line with business direction.  
• Facilitate forums to discuss the goals and impact of the change in partnership with executive management.
• Advise managers on their roles in the implementation of a change and an associated change management plan

Learning & Development Strategy

• Establish and communicate a vision for how the learning function adds value, improves business performance and enables execution;
• Partner with senior management to advocate performance improvement through learning
• Communicate industry trends and company priorities and their impact on the company's workforce development to the senior management
• Communicate the critical workforce development priorities to executive management
• Establish and implement an overall agenda and direction for the learning and development function with key metrics for evaluating its impact on employee and business performance

Organizational Development

•  Partner with Executive management to approve and support organizational design activities aimed at optimizing organizational capability and alignment with company goals
• Design a change in organizational structure that impacts a large organization or the whole company, in partnership with executive management
• Lead executive management through an assessment of the alignment of organizational culture with mission and goals;
• Lead efforts to realign culture with goals and mission when needed

Employee Life Cycle ( Entry, Onboarding, Employee Experience, Employee Engagement and Exit) 

• Manage all Company recruitment & Manpower Planning - Oversee the entire recruitment strategy for the company which includes attracting and retaining talented employee
• Primarily responsible in driving employee Inductions and Exit processes.  
• Improve the Employee Value proposition and company employee retention strategies

Statutory Compliance 

• Ensure compliance with all statutory requirements (NSITF, PENCOM, GROUPLIFE and ITF)

Field Management In conjunction with the Technical and Operations team,

• Ensure that crew are selected carefully based on high standards, with their Certificates in place, and efficiently administer the crewing function thereby contributing significantly to building the business.
• Supervise and ensure that the training and development required for all crew are up to date and maintained in accordance with client and regulatory requirements
• Supervise the Administrative unit. 
• Manage Brand Communications, corporate outlook and stationaries, website management
• Supervise all CSR Initiatives and execution
• Manage all community relationships with the company
• Supervise the production of corporate gift items

• 5 years of experience in transportation, law, banking, IT, FMCG, manufacturing, etc.
• A legal background 
• Prior experience in HR and administration, with a focus on legal industry HR is preferred.
• Strong knowledge of labor laws and regulations specific to the legal profession.
• Excellent communication, organizational, and problem-solving skills.
•  Discretion and the ability to handle sensitive and confidential information.
• Proficiency in HR software and tools.

The remuneration is competitive along with other benefits.

The Deadline for submission is September 30, 2023. Interviews are on a rolling basis to this date. Only shortlisted candidates will be contacted.

Further assessments will be required.