Human Resource Manager - Bhojsons Industries

Location: Lagos (Corporate Head Office / Manufacturing Plant Operations — On-Site)
Department: Human Resources & Corporate Services
Reports To: Group Head of Human Resources / Managing Director

Role Purpose

• The Human Resources Manager will lead the end-to-end human capital strategy and daily HR operationsacross its corporate offices and manufacturing facilities.
• Acting as a strategic partner to Executive Management and Plant Leadership, the role is responsible for workforce planning, senior and technical talent acquisition, industrial and trade union relations, performance management, compensation and benefits administration, expatriate and statutory compliance, and driving a disciplined, safety-conscious, and high-engagement workplace culture.

Key Responsibilities
Strategic HR Business Partnering & Workforce Planning:

• Partner with the Managing Director, Plant Managers, and Department Heads to align manpower planning, organizational design, and headcount budgets with production and commercial targets.
• Formulate, review, and enforce HR policies, Standard Operating Procedures (SOPs), and the Employee Handbook to ensure consistency across administrative and factory-floor teams.
• Track and analyze monthly HR metrics—including headcount utilization, attrition, absenteeism, overtime cost ratios, and productivity—to guide executive decision-making.

Talent Acquisition, Onboarding & Succession Planning:

• Direct full-cycle  recruitment across managerial, engineering/technical, commercial, and shift-operative roles, managing external recruitment partners and internal talent pipelines.
• Oversee structured executive and shop-floor onboarding, ensuring seamless cultural integration, mandatory HSE inductions, and rigorous pre-employment background and guarantor verification.
• Drive succession planning and talent-retention frameworks for critical technical, supervisory, and leadership positions.

Industrial Relations, Employee Welfare & Workplace Culture:

• Lead industrial and employee relations across unionized and non-unionized workforces, proactively managing collective bargaining engagements, joint consultative committees, and shop-floor disputes to sustain industrial harmony.
• Preside over disciplinary panels and grievance resolution processes, ensuring strict adherence to due process, fair hearing, and Nigerian labour jurisprudence.
• Oversee employee welfare administration, including HMO schemes, Group Life Assurance, canteen services, and staff engagement initiatives that strengthen morale and retention.

Performance Management & Capability Development:

• Manage the annual and mid-year performance appraisal cycle, ensuring clear KPI alignment, objective evaluations, and structured Performance Improvement Plans (PIPs) where required.
• Conduct organization-wide Training Needs Analyses (TNA) and execute technical, supervisory, safety, and leadership development programs while maximizing Industrial Training Fund (ITF) reimbursement compliance.

Compensation, Benefits & Payroll Governance:

• Oversee monthly payroll preparation and validation in collaboration with Finance, ensuring accurate computation of shift allowances, overtime, bonuses, statutory deductions, and terminal benefits.
• Conduct periodic compensation benchmarking to maintain internal equity and external market competitiveness across technical and corporate job bands.

Statutory Compliance & Expatriate Administration:

• Guarantee full compliance with the Nigerian Labour Act, Factories Act, and statutory remittances covering PENCOM, NSITF, ITF, NHF, and PAYE.
• Coordinate expatriate quota administration, Combined Expatriate Residence Permit and Aliens Card (CERPAC) renewals, and immigration compliance for foreign technical specialists and executives in liaison with Group Corporate Services.

Key Performance Indicators (KPIs)

Focus Area

Performance Metric

Target

Talent & Retention

Time-to-fill key roles & annualized voluntary regrettable turnover

≤ 30 days (Technical/Admin); ≤ 10% turnover

Industrial Harmony

Unplanned work stoppages & grievance resolution turnaround

Zero industrial disruptions; ≤ 5 working days resolution

Compliance & Payroll

Statutory remittances, expatriate permits & payroll accuracy

100% on-time compliance; zero regulatory penalties

Performance & Training

Appraisal completion rate & annual training plan execution

100% cycle completion; ≥ 90% training execution

Qualifications, Experience & Competencies

• Education: Bachelor’s Degree (B.Sc.) or HND in Human Resource Management, Industrial Relations & Personnel Management, Business Administration, Law, or a related Social Science discipline. An MBA or M.Sc. in Human Resources / Organizational Behaviour is an added advantage.
• Professional Certification: Full Membership of the Chartered Institute of Personnel Management of Nigeria (MCIPM) with a valid HR Practice License (HRPL) is required. Additional certifications (SHRM-SCP/CP, CIPD) are advantageous.

Experience:

• 6 – 9 years of progressive HR experience, including at least 3 years in a Managerial or Senior HR Business Partner role within a manufacturing, industrial, FMCG, or multi-site group environment.
• Proven track record managing complex industrial relations, union negotiations, factory-floor workforce dynamics, and Nigerian statutory compliance.
• Direct experience handling expatriate documentation and multicultural executive teams is strongly preferred.

Competencies:

• Sound command of Nigerian employment law, compensation structuring, and HR analytics.
• Proficiency in HRIS/ERP platforms and Microsoft Office Suite (advanced Excel and PowerPoint).
• Executive presence, emotional intelligence, high ethical integrity, and decisive conflict-resolution capability.