SENIOR HRBP

LOCATION: Head office, Lagos
LINE SUPERVISOR: HEAD HR, STRATEGY

SCOPE AND IMPACT

The SNR HRBP is responsible for leading and overseeing the strategic direction of the HR function, focusing on workforce planning, succession planning, human resource business partnering, talent acquisition, and organizational development. This role involves collaborating closely with senior leadership and line managers to align the HR strategy with the business objectives of the organization. The incumbent will ensure that HR initiatives are innovative, effective, and fully integrated into the company’s overall strategy.

JOB SUMMARY

The incumbent will guide and mentor the HRBPs and Talent Acquisition team, ensuring a cohesive and strategic approach to staffing, succession planning and organizational development. This role includes designing and implementing comprehensive HR strategies that support the company’s growth and operational goals. The incumbent will focus on creating a robust talent pipeline, optimizing workforce structures, and ensuring the organization’s HR capabilities are leveraged to drive business success. Additionally, the Head of HR Strategy will manage all strategic teams concerning workforce planning, recruitment, compensation, and departmental restructuring efforts.

DUTIES & RESPONSIBILITIES

1. Strategic Workforce Planning:
   • Lead the development and execution of strategic workforce plans to ensure the organization has the right talent in place to meet current and future business needs.
   • Collaborate with senior management to assess and anticipate talent requirements, aligning HR ] initiatives with business strategies.
2. Talent Acquisition Strategy:
   • Develop and oversee comprehensive talent acquisition strategies that attract, engage, and retain top talent.
   • Demonstrate expertise in identifying high-caliber candidates, particularly for management, senior, and strategic roles. Anchor final level interviews for these critical positions to ensure the selection of the best candidates.
   • Lead the Talent Acquisition team to design innovative sourcing techniques and recruitment processes to build a diverse and skilled workforce.
   • Work with stakeholders to design comprehensive JDs for all roles.
   • Ensure a consistent and effective employer branding strategy that positions the company as an employer of choice.
3.  Organizational Development and Structure/Change Management:
   • Partner with and lead line managers and the HRBPs to continuously assess and refine departmental structures, ensuring they align with business objectives and market trends implementing appropriate change management strategies.
   • Oversee the development and implementation of succession planning and talent management strategies to ensure business continuity and organizational growth.
4. Succession Planning:
   • Develop and implement a comprehensive succession plan for the entire organization, ensuring a systematic approach to identifying and developing future leaders at all levels.
   • Work closely with senior leadership to identify key roles and potential successors, creating a pipeline of talent ready to step into critical positions as needed.
5. Leadership and Team Development:
   • Mentor and guide the HRBP and Talent Acquisition teams, fostering a collaborative and high-performance culture within the HR department.
   • Ensure the continuous professional development of the HR team, promoting best practices in HR management.
6. Performance Metrics and Reporting:
   • Develop key performance indicators (KPIs) for HR initiatives and regularly report on progress to the management.
   • Analyze HR data and trends to provide actionable insights and recommendations for improving HR processes and outcomes.
7. Stakeholder Management:
   • Build and maintain strong relationships with internal and external stakeholders, including executive leadership, department heads, and external partners.
   • Serve as a trusted advisor to senior management on all HR-related matters.
8.  Any other task as assigned by the line manager.

KEY PERFORMANCE INDICATORS

• Successful development and implementation of strategic workforce and succession plans
• Effectiveness and efficiency of talent acquisition processes and outcomes.
• Alignment of organizational structure with business goals and market trends.
• Development and implementation of comprehensive succession and talent management plans.
• Achievement of HR KPIs, including employee satisfaction and retention rates.

QUALIFICATIONS/REQUIREMENTS

• Bachelor’s degree in Human Resources Management, Business Administration, or a related field.
  Master’s degree is preferred.
• At least 7-10 years of experience in strategic HR roles, including significant experience in talent
  acquisition and organizational development or HR consulting
• Demonstrated expertise in identifying and recruiting top talent, particularly for management, senior, and strategic positions.
• Professional HR certification (e.g., CIPD, CIPM, PHRi, SPHRi) is highly desirable.
• Background in consulting is preferred, providing a deep understanding of strategic business processes and organizational effectiveness.
• Demonstrated experience in leading HR teams and implementing HR strategies that align with business objectives.
• Strong knowledge of HR best practices, employment laws, and regulatory requirements.
• Excellent strategic thinking, leadership, and communication skills.
• Proven ability to work in a multicultural and multidisciplinary environment.
• Strong analytical skills and the ability to leverage HR data to drive decision-making.

Job Knowledge

• Deep understanding of strategic HR principles, including workforce planning, talent acquisition, succession planning, and organizational development.
• Proven ability to identify, attract, and retain top talent, especially for senior, management, and strategic roles.
• Strong knowledge of organizational design and restructuring, with the ability to develop and implement organizational frameworks that enhance efficiency and effectiveness.
• Expertise in designing and managing compensation and benefits strategies that attract and retain talent, align with market trends, and support the company’s financial objectives.
• Skilled in advising and influencing senior management on HR-related matters.
• Strong data analytics skills, with the ability to interpret HR data and metrics to inform decision making and strategy development.
• Ability to bring a consulting perspective to internal HR practices, offering innovative solutions and strategic insights.
• Awareness of HR trends and best practices, particularly in talent management and organizational development.

Skills/Competencies

• `Ability to outline expectations for the recruitment process to source and select the best qualified candidate(s) for the position
• Sets expectations for all stake holders in the hiring process; gains agreement on schedules and responsibilities
• Strong strategic planning and organizational development skills.
• Ability to lead and mentor a diverse HR team.
• Excellent communication and interpersonal skills, with the ability to influence and collaborate with senior management.
• Proficiency in HR technologies and tools, including HRIS and talent management systems.
• High level of professionalism, integrity, and confidentiality.
• Ability to work under pressure and manage multiple priorities effectively.
• Strong time management skills, with the ability to meet tight deadlines.