Group Head, Human Resource at Phillips Consulting

Description

• We are seeking to recruit a Group Head of Human Resources to drive operational excellence and strategic growth aspirations in line with its corporate vision.
• The Group Head of Human Resources will lead the development/implementation of top-quartile HR/people strategy, policies, systems, processes, and procedures aimed at facilitating the attraction, deployment, development, and retention of critical talent in our companies. 
• The Group Head HR will advise management and leaders across our companies on appropriate strategies for managing transformation and business improvement.

Key Roles & Responsibilities

• Develop/deploy HR strategy and plan for the company and subsidiary Companies aligned with the organisation's overall business strategy.
• Develop/implement top-quartile HR policies, processes, procedures, and systems to support the execution of the company and subsidiary Companies’ Business
• Implement a robust workforce/manpower planning system to manage the demand and supply of people resources across all teams in the company and subsidiary Companies
• Implement strategies and plans to attract, deploy, develop and retain critical talent across the company and subsidiary Companies, supported by a fit-for-purpose career planning mechanism
• Design, develop and implement a world-class leadership development academy to enable critical talent to realize their potential and achieve their career goals
• Conduct periodic reviews of the organization to ensure alignment at all times, especially with current realities and changes in the business environment
• Assess organization capabilities across the entities by putting in place systems for competence and skills assessment; analyzing critical gaps, and identifying interventions to close identified gaps
• Work with line Managers and Skillpool leaders to identify diverse interventions for closing critical capability/competence gaps across the company and subsidiary Companies.
• Define, develop, and implement appropriate formal/informal learning and development programmes for closing out critical capability/competence gaps in the company and subsidiary companies, including:
  • Formal Learning: classroom-based learning events, certifications, accreditation, and assessments.
  • Informal Learning: coaching & mentoring, job rotation, job shadowing, lunch & learn, brown bag activities, and away days
• Facilitate change and business improvement and support the entrenchment of teamwork and other core values of the entities
• Benchmark HR policies, systems, processes, and procedures with similar Exploration & Production (E & P) companies to ensure currency and/or close critical gaps.
• Conduct periodic evaluation of jobs across the organization and ensure alignment with associated pay and reward mechanisms
• Conduct compensation and benefits survey as required and advise Management on appropriate compensation/pay strategies to implement ·
• Manage industrial/employee relations, and negotiations and ensure compliance with labor laws and standards. ·
• Advise Management on developments/changes in Labour Laws to facilitate compliance · Manage HR budget and ensure that all programs are cost-effective and that funds are managed prudently. ·
• Ensure integrity of people data and records in Human managers, Performance Management tools, and other systems in the company and subsidiary Companies ·
• Represent Management in all negotiations with ‘Unions’ and in all people-related functions

Accountabilities

• Deliver top-quartile HR strategy, policies, systems, processes, and procedures to attract, deploy, develop and retain critical talent
• Deploy Value-for-Money (VfM) mechanisms for executing recruitment/resourcing, learning, and development
• Facilitate the deployment of HR strategies to support improved performance, efficiency, and execution
• Deliver a seamless manpower planning and resourcing system to address manpower gaps including a succession plan to manage internal resourcing
• Improve competencies of HR staff and HR’s capability to deliver on its promises and support the organization through change
• Delivery of HR programs within approved budget
• Align HR strategy with the company and subsidiary Companies’ strategy and aspirations
• Lead change and transformation across the company and subsidiary Companies·
• Deploy appropriate systems to secure the integrity of HR and people data
• Facilitate minimal disruption to business activities due to employee unrest

Dimension:

• Strategic planning and implementation of human resource programs to include professional and auxiliary staffing, compensation and leave administration,
• All staff in the company and subsidiary companies, and other interests.
• Manages up to 10 staff in HR
• Payroll and other HR budget lines
• Performance appraisal, employee relations, and benefits.

Key Interfaces

• Internal: Board/GMD/Management; All Heads of Departments (HODs); line Managers; Team Leaders; and all staff
• External: Government Agencies & Regulatory Authorities in Nigeria (DPR, NAPIMS, etc); Labour Agencies; Nigerian Employees Consultative Association (NECA); Oil Producers Trade Section (OPTS); Petroleum and Natural Gas Senior Staff Association (PENGASSAN)

Key Performance Indicators

• Resourcing plans and strategy
• Right People, Right Place, Right Time
• Succession cover for top 35 jobs
• Individual Development Plans and Career Plans for top 35 talent
• Deploying Global/top-quartile processes
• Enabling a business environment with minimal disruption due to employee unrest
• Leadership development
• ROI of Learning/Learning impact

Requirements
Key Skills, Experience, and Qualifications required:

• Post graduate Degree (M.Sc., MBA, MILR, etc) in International Human Resources Management or applicable Social Science disciplines, plus HR Certifications such as HRCI, CIPD, CIPM, SHRM etc
• Full domain of current knowledge of major human resource areas (e.g. Performance, Manpower Planning, benefits, etc.) and labour laws and regulations affecting human resources
• Previous strategic HRM leadership experience
• Ability to represent HR at senior levels
• Understanding of HR processes at the global level, with depth in talent and skill-pool management
• Deep understanding of E & P business requirements
• Minimum of fifteen (15) years’ work experience covering Oil and Gas business, Human Resources Management, Planning and Strategy
• Well-developed communication & Interpersonal Skills

Job Attributes:

• Previous experience in functional HR leadership in an international oil and gas company Experienced in developing overall design & development of HR business strategy & business plan
• Ability to influence leaders to raise their games on leading people
• Broad exposure to a range of different business and HR roles
• Skilled in managing customer expectations & business reputation
• Strong interpersonal skills (e.g. tact/diplomacy, persuasion, cooperation, negotiations)
• Excellent organizational skills including the ability to resolve disputes and observe confidentiality
• Strong oral platform and written communication skills (e.g., presentation, listening, report writing).