The Recruiter

Our client – the Nigerian subsidiary of an international group operating in the agro-industry sector – is a company specialized in the local production of therapeutic nutritional foods aimed at combating malnutrition, particularly among children and vulnerable populations.

Its products are supplied to public health programs, humanitarian aid initiatives, and nutritional support programs in hospitals and medical facilities.

The Nigerian subsidiary is based in Kano (Northern Nigeria), where it operates an industrial facility validated by agencies such as UNICEF, WFP, and Médecins Sans Frontières to meet local and regional needs.
The company processes locally sourced raw materials into adapted nutritional products, while also supporting local farmers.

The Context

The company – with 200 employees and USD 35 million in annual revenue – is experiencing a phase of hypergrowth, requiring the recruitment of seasoned professionals for several strategic positions. The objective is to effectively support the executive management in the company’s transformation.

REPORTS
Reports to: HR Director / Head of HR
Key interfaces: Plant/Operations Management, Production Supervisors, Quality, Food Safety, Supply Chain, Finance/Payroll, HSE, Legal, IT, Employee
Scope: One or multiple production sites (shift-based workforce), warehouses/logistics, head office functions

PURPOSE OF THE POSITION

Ensure efficient, compliant, and high-quality HR service delivery for a processed agro-food organization. The HR Operations Manager runs core HR operations (workforce administration, payroll coordination, time &a attendance, employee relations, staffing support, compliance, and HR data), with particular focus on the realities of a
manufacturing environment: shift work, seasonal labor, safety, attendance discipline, and high operational continuity requirements.

DUTIES AND RESPONSIBILITIES

1) HR operations delivery & governance

 Own day-to-day HR operations and service standards (response times, accuracy, employee experience).
 Maintain HR policies and procedures; ensure consistent application across plants/warehouses/offices.
 Build and manage HR operational calendars (pay cycles, contract renewals, medical checks, audits, training deadlines).
 Monitor and improve HR processes (onboarding, contract management, leave management, exit process).

2) Workforce administration

 Manage employee lifecycle administration: contracts, amendments, transfers, promotions, disciplinary records, separations.
 Ensure compliant management of shift patterns, overtime rules, breaks, and rest periods in line with labor law and CBAs.
 Oversee HR file management and documentation (paper + digital), ensuring confidentiality and audit readiness.
 Support production planning with workforce availability information (absences, restrictions, seasonal peaks).

3) Time & attendance, scheduling support, and payroll coordination
 Own the time & attendance process (clocking, shift rosters, overtime validation, absence coding).
 Ensure accurate payroll inputs: hours worked, overtime, premiums (night shift/holiday), allowances, deductions, advances.
 Coordinate payroll processing with Finance/Payroll provider; validate payroll outputs and resolve discrepancies quickly.
 Produce payroll-related reporting: labor cost trends, overtime ratios, absenteeism patterns.

4) Employee relations & discipline management

 Act as first-line HR lead for employee relations issues in plant and warehouse settings.
 Manage investigations and disciplinary processes with fairness, documentation, and compliance.
 Support grievance handling and conflict resolution; mediate between supervisors and employees.
 Coordinate relationships with employee representatives/unions (meetings, minutes, commitments tracking) where applicable.

5) Staffing operations: recruitment
support & onboarding

 Coordinate operational recruitment needs (operators, packers, drivers, technicians), including seasonal hiring.
 Manage onboarding logistics: documents, medical checks, induction, PPE issuance coordination, policy briefings.
 Ensure timely creation of employee records in HRIS and site access systems.
 Track probation periods and ensure structured evaluation and confirmation.

6) Compliance, audits, and risk management (food manufacturing)

 Ensure compliance with labor laws, site rules, and internal HR controls; keep documentation audit-ready.

 Support audits linked to certifications and customer requirements (e.g., labor practice sections in food safety or supplier audits).
 Coordinate mandatory trainings and certifications (code of conduct, harassment prevention, safety briefings).
 Partner with HSE to ensure alignment on accident reporting, work restrictions, and return-to-work processes.

7) HR data, reporting, and continuous improvement

 Maintain HR master data integrity in HRIS (employee details, contracts, pay
elements, job codes).

 Develop HR dashboards: headcount, turnover, absenteeism, overtime, recruitment cycle times, training compliance.

 Identify root causes for operational KPIs (e.g., overtime spikes) and propose improvements with Operations.

 Lead HR process improvement initiatives (digitalization, workflow automation, standardized templates).

8) HR support to operational performance and culture

 Coach supervisors on core people processes: attendance management, shift discipline, fair treatment, communication.

 Support engagement actions for shop-floor teams (recognition, communicationsessions, feedback mechanisms).

 Ensure HR presence on the floor to anticipate issues and build trust.

9) Team management

 Manage HR officers/site HR admins; allocate workload by site/shift requirements.
 Train the HR ops team on documentation standards, confidentiality, and customer-service mindset.
 Set operational SLAs and monitor team performance.

 Bachelor’s degree in HR, Law, Business Administration, Industrial Relations, or related field.
 Typically 6–10+ years HR experience with at least 3+ years in HR operations in a manufacturing/industrial environment (FMCG/food is a strong plus).
 Hands-on experience with time & attendance, payroll inputs, and employee relations in shift-based settings.

Competences

A. Knowledge (what you must know)

 Labor law fundamentals, HR compliance, and documentation standards.
 HR operations processes (employee lifecycle, leave, contracts, disciplinary procedure).
 Manufacturing workforce dynamics: shifts, overtime premiums, attendance control, seasonal staffing.
 Payroll concepts (inputs, validation, deductions, statutory contributions—depending on country).
 Basics of HSE/occupational health interfaces (medical fitness, return-to-work, incident reporting).
 Data privacy and confidentiality requirements.

B. Know-how (what you must be able to do)

 Run time & attendance and ensure accurate payroll inputs and validations.
 Build clear HR operational procedures and ensure adoption by supervisors.
 Conduct investigations, manage disciplinary processes, and document cases properly.
 Coordinate high-volume onboarding and maintain HRIS data accuracy.

 Produce actionable HR dashboards and identify root causes (absenteeism, overtime drivers).

C. Interpersonal skills (how you work)

 Strong communication and credibility with shop-floor teams and supervisors.
 Fairness, integrity, and discretion with sensitive information.
 Calm conflict management and negotiation skills.
 Customer-service mindset while enforcing standards.
 Resilience and adaptability in fast-paced production environments.
 Hands-on leadership; ability to be visible on site and build trust.

EXPECTED RESULTS
 Accurate and timely HR operations delivery (contracts, onboarding, data
updates).
 High payroll input accuracy with minimal corrections and fast issue resolution.
 Consistent application of HR policies and reduced employee relations escalations.
 Improved attendance discipline and reduced unplanned absenteeism (where
targeted).
 Audit-ready HR documentation and strong compliance outcomes.