Human Resources Manager

Role Overview

• The HR Manager will provide strategic and operational leadership across the company's Human Resources function, ensuring that people strategies, policies and practices align with organisational objectives and business priorities.
• The successful candidate will oversee the entire employee lifecycle, workforce planning, talent acquisition, performance management, compensation and benefits, employee relations, organisational development and HR compliance.
• This position requires a hands-on HR leader with strong business understanding and proven leadership experience, sound judgement, excellent stakeholder management skills and the ability to build scalable HR systems and processes within a fast-paced, technology-driven environment.

Key Responsibilities

HR Strategy & Organisational Development

• Develop and implement HR strategies, policies and initiatives aligned with the company's business objectives and long-term growth plans.
• Provide strategic HR advisory and business partnering support to the CEO, Management and departmental leaders on workforce matters and organisational priorities.
• Drive organisational design, workforce planning, succession planning and talent management initiatives.
• Establish and continuously improve HR policies, procedures, frameworks and operational processes.
• Identify organisational gaps and recommend people-focused solutions that improve productivity, efficiency and business performance.

Talent Acquisition & Workforce Planning

• Lead end-to-end recruitment and selection processes across all departments and business units.
• Develop effective talent acquisition strategies to attract, assess and retain high-calibre professionals, particularly within technology, fintech, cryptocurrency and financial services.
• Oversee manpower planning, recruitment budgets, hiring forecasts and talent pipelines.
• Establish structured interview, competency assessment and candidate evaluation frameworks.
• Ensure effective onboarding, probation management and integration of new employees.

 Performance & Talent Management

• Design, implement and manage performance management frameworks, including KPIs, performance reviews and objective-setting processes.
• Lead performance evaluation, employee development, promotion and merit-based salary review processes.
• Identify high-potential employees and develop succession and career progression frameworks.
• Partner with departmental heads to address performance gaps and strengthen employee accountability.
• Develop learning and development strategies that build organisational capability and support professional growth.

Compensation, Benefits & HR Administration

• Oversee compensation and benefits administration, ensuring internal consistency, market competitiveness and alignment with approved budgets.
• Supervise payroll administration and ensure accurate coordination with Finance on salary inputs, statutory deductions, adjustments and payroll reconciliation.
• Manage employee benefits, HMO administration, pension arrangements and other welfare programmes.
• Establish and maintain effective HR records, employee databases, personnel documentation and HR reporting systems.
• Ensure timely and accurate administration of employee contracts, leave, attendance, promotions, transfers and exits.

Employee Relations & Engagement

• Provide leadership in employee relations, grievance management, disciplinary procedures and conflict resolution.
• Promote a positive, inclusive and performance-driven organisational culture.
• Develop employee engagement, recognition, welfare and retention initiatives.
• Oversee investigations into employee misconduct and workplace concerns, ensuring procedural fairness, confidentiality and appropriate documentation.
• Manage employee exits, exit interviews and retention analysis, translating findings into actionable organisational improvements.

 HR Compliance & Risk Management

• Ensure HR policies and employment practices comply with applicable Nigerian labour legislation, statutory requirements and relevant regulatory obligations.
• Maintain appropriate HR governance, documentation, confidentiality and internal controls.
• Review and update employee handbooks, employment contracts, workplace policies and disciplinary frameworks.
• Advise Management on employment risks, employee-related liabilities and appropriate mitigation strategies.
• Support organisational compliance with applicable data protection requirements, particularly regarding employee records and confidential information.

HR Technology, Analytics & Reporting

• Leverage HR technology, HRIS platforms and automation tools to improve HR efficiency and data accuracy.
• Develop and monitor HR dashboards covering headcount, employee turnover, recruitment, attendance, performance, workforce costs and retention.
• Analyse workforce data and provide evidence-based recommendations to Management.
• Prepare periodic HR reports, budgets and strategic workforce updates for executive review.

Team Leadership & Stakeholder Management

• Lead, supervise and develop the HR team, ensuring clear accountability and effective service delivery.
• Establish departmental goals, performance standards and operational priorities.
• Collaborate effectively with Finance, Legal, Technology, Operations and other business functions.

Qualifications & Experience

• Bachelor's degree in Human Resources Management, Industrial Relations, Business Administration, Psychology or a related discipline.
• A Master's degree in Human Resources Management, Business Administration or a related field will be an added advantage.
• Minimum of 5 years' relevant professional experience in Human Resources, with at least 3 years in an HR managerial, departmental leadership or equivalent supervisory position.
• Previous experience in fintech, cryptocurrency, banking, financial services, technology or other fast-paced corporate environments is strongly preferred.
• Experience managing HR teams, HR budgets, organisational change and executive-level stakeholder relationships.
• Strong knowledge of Nigerian labour laws, employment practices and statutory HR obligations.
• Relevant HR certifications or professional membership from recognised bodies such as CIPM, SHRM, CIPD or HRCI are required. Additional certifications in HR Analytics, Talent Management or Organisational Development will be an added advantage.

Core Competencies

• Strategic HR leadership and business partnering.
• Strong knowledge of Nigerian employment legislation and HR governance.
• Excellent employee relations and conflict management capabilities.
• Workforce planning and organisational development.
• Talent acquisition and succession planning.
• Performance and compensation management.
• Strong analytical, reporting and decision-making skills.
• Leadership, negotiation and stakeholder management.
• High levels of integrity, discretion and professional judgement.
• Ability to balance employee advocacy with organisational objectives.