Job Summary
The Human Resources Manager is responsible for building, managing, and enforcing effective people systems across the organization. This role goes beyond hiring, covering performance management, discipline, compliance, staff development, and culture. The HR Manager ensures the company has the right people, in the right roles, behaving in line with company values and operational standards.
Key Responsibilities
1. Recruitment & Onboarding
- Develop and implement effective recruitment strategies to attract qualified candidates.
- Oversee end-to-end hiring processes, including job postings, interviews, selection, and background/guarantor checks.
- Ensure new employees undergo structured onboarding and orientation programs.
- Maintain a talent pipeline for critical positions.
2. Employee Relations & Engagement
- Serve as the primary point of contact for employee concerns and grievances.
- Promote a positive workplace culture across all outlets.
- Organise staff welfare activities, recognition programs, and engagement initiatives to improve morale.
- Address misconduct and conflicts promptly while ensuring fair and consistent disciplinary action.
3. Policy Development & Compliance
- Develop, review, and enforce HR policies in line with Nigerian labour laws and QSR industry best practices.
- Ensure all branches comply with company rules, labour laws, and health & safety regulations.
- Keep management updated on changes in employment legislation.
4. Performance Management
- Coordinate the company’s performance appraisal process.
- Collaborate with department heads to set Key Performance Indicators (KPIs) for all roles.
- Monitor and evaluate employee performance, guiding improvement.
5. Training & Development
- Conduct training needs analysis for all departments.
- Organise periodic training sessions for customer service, food safety, leadership, and compliance.
- Develop career development plans for high-potential employees.
6. HR Administration
- Maintain accurate HR records, personnel files, and HRIS data.
- Manage staff attendance, leave requests, and absenteeism reports.
- Oversee payroll inputs and staff benefits administration.
- Ensure proper documentation of all HR actions and decisions.
7. Workforce Planning & Retention
- Forecast staffing needs for new and existing outlets.
- Develop retention strategies to reduce staff turnover.
- Identify and groom internal talent for leadership roles.
Key Performance Indicators (KPIs)
- Staff turnover rate maintained within company targets.
- Recruitment cycle time (vacancy to hire) kept within agreed limits.
- 100% compliance with company policies and labour regulations.
- Timely completion of performance appraisals.
- Improved employee engagement scores.
- Reduction in disciplinary cases due to proactive staff management.
