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JOB INTRODUCTION
  • Title: Head of Human Resource Management and Talent Development

  • Location: Lagos, Nigeria

  • Work Type: Hybrid

  • Reports To: Executive Director 

The Head of Human Resource Management and Talent Development holds a pivotal role to lead teams and review, develop and implement HR strategies and initiatives. This role installs the responsibility of overseeing HR operations, compliance, and talent management and human development specific to the multi-cultural corporate environment. The individual is charged with ensuring global best practices in ensuring the recruitment, engagement, management, and talent development of Slum2School’s staff and volunteers.

The ideal candidate is a high-energy, proactive go-getter who loves the challenge and is comfortable working in a multi-cultural corporate environment and leading complex talent management and human development processes across distributed team

KEY AREAS OF ACCOUNTABILITY

  • As the Head of Human Resources Management and Talent Development, you’ll coordinate all functions for efficiency, provide adequate support for the overall success and continual improvements to advance the organization’s mission of transforming the lives of underserved children through education.
  • Prepare and oversee the implementation of the unit’s annual budget, plans and processes, ensuring alignment with the overall strategic plans and objectives.
  • Lead and effectively manage the performance of subordinates/team members towards the achievement of unit, functional and organizational objectives.
  • Build and maintain the organization’s job competency framework by partnering with business leads to articulate the skills required to be successful at each level.
  • Facilitating frequent check-ins between employees and leadership.
  • Support managers with managing low and top performance, by building the infrastructure by which they can create, and track Performance Improvement Plans as well as develop top talent action plans.
  • Develop and lead cross-functional trainings for managers and employees to enhance their growth and learning.
  • Work with leadership to implement processes and policies ensuring people operations reflect overall business priorities. This includes organizational design and change management ensuring adequate staffing and allocation of resources throughout business units, and robust performance management and feedback initiatives.
  • Be the “culture champion”, ensuring that employees embody Slum2School’s mission and values, promote its brand and corporate identity – internally and externally – to support employee retention and to build a strong pipeline of talent.
  • Lead recruitment efforts throughout the hiring cycle from job description/promotion, application, interviews, negotiation of contract and on-boarding. You will help diversify and strengthen the recruitment pipeline from global and in-country talent pools and help streamline the hiring process by working with managers across the organization.
  • Manage succession planning to ensure business continuity for critical positions.
  • Managing strategic relationships with organizations to attain its goal.
  • Ensure that employees across the organization are empowered and motivated to perform to their best ability via various initiatives, including designing clear career tracks for various roles (salary increases, in-grade progressions, promotions to new grades etc.), monitoring compensation and benefits to ensure Slum2School remains competitive, building capacity through ongoing training and development, implementing coaching and mentoring programs, organizing team retreats to foster collaboration and team spirit, and recognizing and fast-tracking rising talent.
  • Develop and execute the organization’s talent acquisition strategy in alignment with business goals and workforce planning needs.
  • Implement innovative and effective sourcing strategies to attract a diverse pool of qualified candidates through various channels, including online platforms, social media, networking events, and direct sourcing.
  • Collaborate with the HR team to facilitate new hires’ smooth onboarding and integration, ensuring a positive and engaging experience.
  • Contribute to the development of the business goals and strategy as an actively participating member of the business leadership team.
  • Develop and implement an efficient volunteer management and engagement program.
  • Stay up-to-date with employment laws and regulations, ensuring practices comply with relevant legislation and company policies.

 

TEAM LEADERSHIP

  • Managing the day-to-day activities of the team.
  • Develop annual HR plans and procedures, as well as plan, organize, and coordinate HR department activities.
  • Lead and mentor the HR team, fostering a safety-focused and performance-driven culture.
  • Developing and implementing a timeline to achieve targets.
  • Delegating tasks to team members and measuring and reporting performance.
  • Conducting training for team members to maximize their potential.
  • Identifying and empowering team members with skills to improve their confidence, product knowledge, and communication skills.
  • Conducting quarterly performance reviews.
  • Maximize employee value and ensure efficient HR utilization.
  • Creating a pleasant working environment that inspires the team.
  • Ensure the growth of the team as well as the efficient and timely onboarding and offboarding of team members.

 

QUALIFICATION AND EXPERIENCE

  • Bachelor’s degree in Human Resources, Business Administration, or in a related field is required. A higher degree such as a Master’s in Human Resources, Business Administration or a relevant program management certification is an added advantage.
  • 5+ years of direct and relevant HR professional experience in talent management or human development leadership roles.
  • Membership in a recognized professional body and relevant certifications for HR certification(s) (e.g., SHRM-SCP, PHR) is an added advantage.
  • Strong understanding of employment laws, regulations, and diversity and inclusion practices.
  • Commitment to Slum2School Africa’s mission and values.
  • In-depth knowledge of talent management strategies, and human development methodologies.
  • Nimble business mind with a focus on developing creative solutions.

 

SKILL AND COMPETENCE

  • Strategic thinker with the ability to align HR initiatives with the company’s operational goals.
  • Ability to balance drive for control with need for efficiency and effectiveness.
  • Possess sound analytical skills, a keen eye for detail, and demonstrate strong follow up and follow through skills.
  • Proven leadership and capacity in negotiation and conflict management.
  • High degree of independence, objectivity, and assertiveness. Able to take ownership and work with minimal supervision.
  • Proven skill in guiding management and functional heads on all Human Resource issues.
  • Understanding and appreciation of diverse cultures, particularly relevant for an organization focused on underserved communities.
  • Ability to work in a fast-paced environment, handle multiple projects simultaneously, and meet deadlines.
  • Deeply loyal and a steel-trap with confidential information.
  • Strong time management skills and the ability to manage teams, departments, and projects simultaneously.
  • Professionalism, empathy, and the ability to work as part of a team, maintain a sense of humor, and interact with a diverse array of people from all walks of life.
  • Strong relationship, communication, and project management skills.

 

KEY PERFORMANCE INDICATOR

  • Percentage reduction in budget variance, aiming for 2% or less.
  • Percentage improvement in team performance, targeting a 90% increase based on project completion rates, client satisfaction scores, and task accomplishment metrics.
  • Percentage completion and alignment of the organization’s job competency framework, ensuring an annual update.
  • Percentage of skills learned in training sessions adopted by employees, with a goal of 75%.
  • Percentage increase in the diversity of talent pools, including hires from underrepresented groups.
  • Percentage coverage of critical positions in the succession plan, aiming for at least 95% coverage.
  • Percentage success of employee empowerment initiatives, including career tracks, compensation adjustments, and recognition programs, measured through participation rates and feedback.
  • Percentage completion and impact assessment of at least 3 strategic initiatives aligned with the overall business strategy.
  • Percentage maintenance of 100% compliance with relevant employment laws and regulations, tracked through regular audits and assessments.
  • Percentage increase in volunteer YoY retention and engagement.
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