Human Resources Business Partner

ROLE OVERVIEW

Operating within a fast-paced manufacturing environment, the HR Business Partner (HRBP) will serve as a critical catalyst in driving people excellence and operational efficiency. Reporting directly to the Head of HR, this role requires a hands-on, technologically advanced professional capable of taking ownership of vital portfolios including performance management, learning and development, data-driven HR analytics, and mid-level manager engagement. The ideal candidate blends deep knowledge of Nigerian Labour Law and immigration procedures with an expert ability to leverage AI and automation tools to streamline HR processes.

KEY RESPONSIBILITIES

1. Performance Management & Capability Building

• Partner with the Head of HR to execute a robust, transparent, and continuous performance management framework tailored to both factory floor operations and corporate staff.
• Coach, guide, and support mid-level managers through the target-setting (KPI/OKR) processes, appraisals, and alignment sessions.
• Manage the Performance Improvement Plan (PIP) process professionally, ensuring constructive coaching and full legal compliance.

1. Training & Learning Development (L&D)

• Conduct comprehensive Training Needs Analyses (TNA) across departments to uncover technical and soft skills deficiencies.
• Design, source, and deliver high-impact training schedules, maximizing internal knowledge sharing and managing external vendors.
• Evaluate training effectiveness using established metrics (e.g., Kirkpatrick model) to ensure tangible ROI on learning interventions.

1. HR Metrics, Analytics & Digital Automation

• Establish, track, and interpret essential HR metrics (time-to-hire, attrition rates, training ROI, revenue per employee) to back HR decisions with data.
• AI & Automation Champion: Identify operational bottlenecks and deploy AI tools, automated workflows (e.g., automated surveys, reminders, report builders), and modern HRIS modules to optimize daily HR execution.
• Build and maintain clean HR dashboards for leadership review.

1. Mid-Level Manager Engagement & Advisory

• Serve as a strategic sounding board, coach, and trusted advisor to mid-level managers and line supervisors to elevate leadership capabilities.
• Facilitate regular feedback loops, focus groups, and leadership forums to bridge the communication gap between executive management and operational leads.
• Proactively resolve employee relations matters and grievances escalated by unit heads.

1. Regulatory Compliance, Labour Law & Immigration

• Ensure all HR practices, factory operations guidelines, and disciplinary actions strictly mirror the provisions of the Nigerian Labour Act.
• Industrial Relations
• Oversee and coordinate expatriate management and immigration compliance, ensuring smooth processing of CERPAC, Subject-to-Regularization (STR) visas, Business Visas, and Expatriate Quota renewals/extensions with the Nigerian Immigration Service (NIS).

1. Compensation & Benefits Administration

• Deploy a structured compensation approach, assuring payroll inputs, benefits calculations, and statutory deductions (PAYE, NSITF, ITF, NHF, PenCom) are accurately processed.
• Utilize compensation data and local manufacturing benchmarking to provide input into salary reviews and incentive schemes.

1. Non – Negotiable Behaviours

• Reliability
• Ownership
• Presence & Focus
• Initiative
• Honesty & Transparency

REQUIRED PROFILE & COMPETENCIES

• Experience: 5 to 7 years of progressive HR experience, ideally with at least 2 years spent within a manufacturing, production, or heavy-industry setting.
• Education & Certifications: Bachelor’s degree in Human Resources, Business Administration, or related disciplines. Professional certification (e.g., CIPM, SHRM, HRCI) is highly desired.
• Legal & Regulatory Mastery: Thorough, updated knowledge of Nigerian Labour Law and standard Nigerian Immigration frameworks.
• Tech Savviness: Proven, practical familiarity with advanced HRIS platforms, productivity workflows, and modern Generative AI models (e.g., for policy writing, analytics, content creation, or task automation).
• Communication: Outstanding interpersonal, verbal, and formal presentation skills, with a track record of successfully managing and influencing mid-level leadership.