NG Clearing was established to function as a central counterparty to support growth and development in the Nigerian Capital Market, as the gateway to African Markets. We aim to deliver best-in-class post-trade services that manage counterparty credit risks and reduce systemic risks. Our quest is to pave the way for a smooth introduction of exchange-traded derivatives and other financial instruments to the Nigerian and African markets, thus facilitating the availability of alternative investment options for knowledgeable local and foreign investors who seek a diversified portfolio within our markets.

NG Clearing provides equal opportunities to all. We are committed to helping our employees attain enviable heights in knowledge and personal development, while creating positive memories within a friendly environment, without fear of discrimination, harassment, or victimization. We are looking for individuals with deep passion for personal development, who are enthusiastic about adapting their core skills into multiple role scenarios and appreciate the benefit of working collaboratively to achieve greater success.

We require a Human Resources Manager to join our growing team of self-motivated, fun-loving employees.

Job Grade: Management (Manager) Grade, subject to experience

Department: Human Resources

Direct Reports (Functions): Human Resource Officer

Reports to: General Counsel / Company Secretary

Duties & Responsibilities

The Human Resources Manager will guide, manage, and provide strategic leadership and direction to the company’s people function as well as lead the implementation of HR strategy, policies and programmes required to achieve the company’s strategic goals.

Key Responsibilities

1. HR Strategy Formulation and Budgeting:

· Formulates and implements a HR Strategy that will promote the achievement of the company’s strategic objectives and is aligned to key business drivers

· Draws up annual budget for all HR programmes in line with business strategy

· Develops and implements effective HR procedures and policies in all areas to reflect business aims. This includes policies relating to Recruitment and Selection, Compensation, Performance Management, Training and Development, Employee Welfare, Succession Planning, Retention, Labour Relations, etc.

· Implements HR initiatives in line with the company’s strategic and business objectives

· Supports corporate strategy formulation by identifying key HR issues; contributes information, analysis, and recommendations to guide strategic thinking and direction within the company

· Supports the decision-making process by working closely with business leaders to provide HR advice, counsel, and relevant information

· Coordinates change initiatives and ensures employees are carried along so as to get buy-in/support

· Reviews and updates the organisational design process and succession planning framework of the company in line with corporate strategy

2. Talent Management:

· Coordinates all Talent Management activities and processes within the company. This includes Talent Acquisition, Orientation, Training and Development, Performance Management, etc.

· Oversees the development of an effective manpower planning process in alignment with the company’s corporate strategy.

· Implements the company’s Organisation structure to ensure alignment with business objectives

· Develops a strategic recruitment practise to ensure the talent needs of the organisation is met in the short and long term.

· Oversees the on-boarding and integration/induction process of new employees.

· Designs and implements employee retention programmes in order to lower turnover rate and maintain optimal headcount as per manpower plan.

· Provides strategic direction for the development of the company’s employee value proposition and employer brand.

· Develops and implements the Learning and Development Strategy of the Organisation in line with business objectives.

· Develops metrics to measure the return on training initiatives.

· Drives the deployment of annual Employee Engagement Survey, and develops action plans from responses to improve overall employee engagement and business performance.

· Designs and implements leadership framework and Management development programmes to ensure future leadership pipeline for the company.

· Oversees and monitors employee performance management system and cycle, and maintains a high-performance culture within the company.

· Develop and design the policies, process and framework for disciplinary management, and coordinate hearings, generate reports and communicate effectively with all key stakeholders.

· Design training courses and programmes necessary to meet training needs, where applicable, manage this activity via external providers.

· Communicate and collaborate organisation-wide with key stakeholders to improve Human Resource capability and learning resources to deliver best practices, create effective learning solutions and leverage programs and existing resources throughout the organization.

· Work with business and function leaders at all levels in the organisation to develop and implement courses and curriculum to meet on-going needs of employee groups based on analysis of needs and ensuring program sustainability over time.

· Learning and Development budget – preparation, overseeing, managing and tracking spend and revenue.

· Ensure the deployment of Knowledge Management Systems/Culture to preserve intellectual property and promote inter-generational knowledge transfer among the workforce.

· Partner with the Company’s Management team to analyse, develop and implement HR development solutions to support business needs and objectives in consultation with stakeholders.

· Employee Compensation and Benefits:

· Coordinates the development and implementation of a compensation structure that promotes equity, facilitates employee retention, and provides a competitive edge for the company.

· Conducts periodic employee costs forecasting, and annual budgetary management to ensure cost savings.

· Oversee payroll processes and ensure compliance with all process and legal requirements.

· Oversees the implementation of the staff health management scheme.

· Reviews all pay practices and systems for effectiveness and cost containments.

· Manages the market research on pay practices and pay bands that aids in recruitment and employee retention.

· HR Information System:

· Maintains a robust HRIS to ensure optimal HR service delivery.

· Gathers insights from the HRIS in form of HR Analytics for management report.

· Ensures accurate and up to date staff information to aid decision making.

· Employee Relations and Welfare:

· Develops appropriate communication channels to keep all employees informed of key organisation issues, HR policies and procedures.

· Develops an effective grievance handling and disciplinary procedures within the company.

· Manages all employee and employer related issues, and ensures no litigations or any such associated issues arise for the company.

· Conducts employee satisfaction survey and monitors the implementation of results.

· Implements effective conflict management processes and ensures an atmosphere of cordiality.

· Labour Law/Industrial Relations:

· Ensures the company’s HR/People Management practices comply with Federal, State, and Local legislations.

· Identifies and studies existing and new legislation affecting the company, enforces adherence to legislations and advices management on required actions.

· Interfaces with regulatory bodies as required for people related issues e.g., pension remittance, training fund, NSITF etc.

· People Management:

· Guides and manages the overall provision of Human Resources service for the entire company and carries out any other tasks that may from time to time be assigned by the Line Manager or the Executive Management team.

· Reviews work carried out by subordinates and evaluates their performance.

· Ensures that the employees’ conduct constantly aligns with the company’s culture and values.

· Organizational Development

· Act as a change agent providing the support and mechanism to implement major changes to the operations of the business and provide coaching to leaders and executives on organisational growth.

· Provide strategic direction for the design and implementation of Succession & Career Management framework and initiatives in order to foster employee engagement, career fulfilment and sustain business continuity.

· Protect the overall integrity of the Human Resource Information System and ensure it delivers value to all stakeholders.

Qualifications & Experience

· Minimum of a First degree in Human Resources or a related social science discipline

· An MBA or Masters degree in a relevant discipline would be an added advantage

· Relevant professional certification from a reputable professional institution e.g., CIPM, CIPD, SHRM

· About ten (10) to twelve (12) years of progressive experience in Human Resources across the financial service industry with about three (3) to five (5) years in Management function

· Strong track-record in HR Strategy development and implementation

· Thorough working knowledge of the Capital market.

Technical Competencies

· Change Management

· Compensation and Reward Management

· Employee Engagement

· Employee Relations and Welfare

· HR Analytics

· HR Service Delivery

· Organisation Development

· Performance and Career Management

· Project Management

· Regulatory Awareness and Compliance

· Strategic HR Management

· Knowledge of Nigerian Labour Laws and other statutory laws

· Knowledge of MS Excel, Word and PowerPoint and HR Automated Systems

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