Group Chief People Officer

Responsibilities: Group People Operations:

Coordinate day-to-day People Operations across the Group's business units and subsidiaries. Develop, implement, and continuously improve Group-wide HR policies, processes, systems, and standards. Manage the employee lifecycle, including recruitment, onboarding, probation, confirmation, promotion, transfers, leave, employee relations, and exit processes. Maintain accurate and confidential employee records. Ensure consistency in HR documentation and processes across business units. Develop and maintain a Group People calendar covering key HR activities and deadlines. Serve as a central point of coordination between business leaders and the People function.

Workforce Planning & Organisation Design:

Work with business unit leaders to understand current and future workforce requirements. Support annual and periodic workforce planning across the Group. Develop and maintain organisational structures, role profiles, job descriptions, and reporting lines. Support the creation and review of job descriptions and competency frameworks. Identify workforce gaps and recommend appropriate recruitment, restructuring, outsourcing, or capability-building interventions. Support organisational design initiatives as the Group grows and evolves.

Talent Acquisition:

Lead and coordinate recruitment activities across the Group. Partner with hiring managers to define role requirements and candidate profiles. Develop effective sourcing and talent pipeline strategies. Build talent pipelines for critical, recurring, and strategic roles. Ensure recruitment processes are efficient, professional, inclusive, and aligned with organisational values. Track recruitment metrics including time-to-hire, cost-per-hire, quality of hire, and recruitment pipeline.

Performance Management:

Coordinate the Group's performance management framework. Support managers in establishing clear KPIs, objectives, and performance expectations. Coordinate performance review cycles across business units. Track probation, confirmation, performance reviews, promotions, and performance improvement plans. Support managers in addressing performance gaps constructively and fairly. Provide management with insights on performance trends and organisational capability. Promote a culture of accountability, continuous feedback, and high performance.

Learning, Development & Capability Building

Given the Group's focus on capacity building and human capital development , the Group People Officer will play a central role in developing internal organisational capability.

Employee Engagement & Culture

Develop initiatives that strengthen employee engagement and organisational culture. Coordinate employee engagement activities, surveys, and feedback mechanisms. Develop internal people communications in collaboration with the Communications function. Promote the Group's values and expected behaviours. Support leadership in building an inclusive, collaborative, accountable, and high-performing workplace. Develop initiatives that strengthen employee retention and sense of belonging.

Employee Relations:

Serve as a trusted point of contact for employee-related matters. Support managers in handling employee grievances, workplace concerns, conflicts, and disciplinary matters. Ensure employee relations matters are handled fairly, professionally, confidentially, and in line with applicable policies and regulations. Maintain appropriate documentation of employee relations cases. Identify recurring people issues and recommend systemic solutions.

Compensation, Benefits & Payroll Coordination:

Coordinate payroll inputs and ensure accurate employee information. Maintain compensation and benefits records. Support salary reviews, promotions, allowances, bonuses, and other reward processes. Support the development and review of compensation structures. Conduct periodic benchmarking and provide management with relevant compensation insights.

HR Policy, Compliance & Governance:

Develop, review, and update Group HR policies and employee guidelines. Ensure HR practices comply with applicable Nigerian employment laws and regulatory requirements. Maintain appropriate employee documentation and controls. Support audits and compliance reviews relating to people operations. Ensure confidentiality and appropriate handling of employee information. Maintain professional standards of HR governance across all business units.

HR Data, Analytics & Reporting:

Establish and maintain a central Group employee database. Develop monthly, quarterly, and annual People reports for management. Support leadership decision-making with accurate workforce intelligence.

HR Systems & Process Improvement:

Review existing People processes and identify opportunities for improvement. Support implementation and adoption of HRIS and people-management technology. Digitise and automate repetitive HR processes where appropriate. Improve employee experience across key touchpoints. Establish scalable people systems capable of supporting the Group's growth across Africa.

Strategic People Partnership:

Work closely with senior leadership and business unit heads to address people and organisational challenges. Provide practical HR advice on workforce planning, recruitment, performance, employee relations, and organisational development. Participate in strategic planning where people and capability considerations are relevant. Translate business strategy into appropriate people priorities. Identify emerging talent and organisational risks and recommend interventions. Support leadership in building a sustainable talent pipeline for the Group.

Requirements:

Bachelor's degree in Human Resources, Industrial Relations, Business Administration, Management, Psychology, or a related discipline;  Master's degree preferred

Minimum 10 years of progressive HR/People Operations experience.

Demonstrable experience managing HR operations across multiple teams, departments, subsidiaries, or business units.

Strong experience across recruitment, performance management, employee relations, HR administration, learning and development, and HR reporting.

Strong knowledge of Nigerian employment practices and HR compliance.

Experience working with HRIS or other people-management systems.