Job Openings at Alfred and Victoria Associates

Summary

• This Employee Engagement & Communications Manager is responsible for working with the staff at all levels to drive higher employee engagement and improve communication between management and staff.
• The key result areas for this role include employee engagement, corporate communications strategy, internal communications, media & public relations, customer communications, crisis information management and corporate social responsibilities

Roles & Responsibilities

Unit Leadership:

• Cascades departmental yearly goals/performance objectives to the Unit
• Works with the Head of HR to prepare a yearly implementation plan for unit goals and performance objectives
• Puts systems in place to monitor and evaluate the work of direct reports
• Provides leadership and direction for the unit

Employee Engagement:

• Organises town hall meetings to address major issues and clear out misinformation among staff members
• Develop and implements various employee engagement activities such as games, team bonding activities, birthday celebrations, celebration notable dates, events, etc.
• Organises and administers employee engagement surveys and analyses outcomes to identify gaps
• Recommends and implements improvements on gaps identified in the employee engagement surveys

Employee Welfare, Health & Safety:

• Addresses all staff concerns with a win-win approach
• Manages the administration of HMO program
• Manages relationships with the HMO service providers
• Resolves staff issues with accessing the HMO program
• Takes delivery and distribution of personnel protective equipment (PPE) for all staff
• Manages the administration of the company canteen services
• Liaise with the HMO service providers to organise health orientation sessions/training for member of staff

Corporate Communications Strategy:

• Develops the organisation’s corporate communications strategy in alignment with the overall organisation strategic objectives and the Bollore group
• Develops and implement plans for executing the corporate communications strategy

Internal Communications:

• Drafts emails and memos announcing company news and initiatives
• Creates printed materials, such as employee handbooks or flyers to communicate information to employees
• Manages internal blogs, newsletters, or other publications
• Creates and manages platforms for employees to communicate and provide feedback to the organisation

Media and Public Relations:

• Creates news conferences, service rollouts, and interviews, and creates materials (banners, flyers, etc.) for such events
• Writes and distributes press releases to the media to garner coverage
• Monitors the news for mentions of the organization, its product, and key employees such as stakeholders and members of management
• Devises plans to address unfavourable press coverage or misinformation

Customer Communications:

• Works with the commercial department to generate various marketing materials and general customer communications, including marketing emails, brochures, flyers, newsletters, website copy, etc.
• Identifies the best communication channels for various forms of communications
• Collaborates with external communications agencies to engage customers

Crisis Information Communication:

• Organises interviews and news briefings for company representatives to discuss crisis issues
• Provides advisory to the company representatives on information to release and how to communicate it when speaking with members of the media
• Communicates with attorneys, government regulators, emergency responders, and politicians as necessary
• Protects the organisation’s reputation and ability to do business

Corporate Social Responsibility:

• Defines and implements corporate social responsibility strategy and framework
• Engages with external stakeholders on CSR
• Partners with various departments within the organisation to execute CSR
• Identifies opportunities within and outside the organisation to entrench CSR

Skills & Competency Requirements

Educational Qualification:

• HND or Bachelor's Degree or its equivalent in Human Resources, Business Administration, Behavioral Science, or Management

Professional qualification:

• Recognized Human Resource Certifications (e.g., SHRM, HRCI, CIPM, etc.)

Years of Experience:

• Minimum of 7 years of experience in a relevant field or industry

Age:

• 28 - 35years old

Knowledge:

• Knowledge of Corporate Social Responsibility
• Understanding of Media & Public Relations
• Understanding of the Nigerian Labour Law
• Understanding of international management standards and principles

Technical:

• Proficiency in Microsoft office tools and other HRIS
• Effective Communications skills
• Organisation & planning skills
• Crisis Management
• Digital Marketing
• Social Media Management
• HR Technology
• Change Management
• Program Management
• Mentoring & Coaching
• Facilitation Skills

Behavioural:

• Ability to perform under pressure
• Judgement & decision-making skills
• Problem-solving skills
• Strong & firm personality
• Ethical Practice
• Mission Driven
• Results- and Goal-Oriented
• Influential Leadership
• Negotiation & Conflict Resolution Skills
• Team Player and Global Citizenship

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Summary

• The HR Services Executive is responsible for the management of the service delivery of the HR Helpdesk and HR Administration operations, including HR documentation, payroll monitoring, benefits & leave administration, and the HR Information Systems.

Roles & Responsibilities

HR Data and Documentation:

• Defines, reviews, and updates HR documentation and filing system for the organisation both physically and digitally
• Keeps a repository of all HR documents, including policies, procedures, SOPs, etc., and updates when new versions become available
• Creates and maintains physical files for every staff and files every interaction of the organisation with each employee throughout their stay with TICT
• Onboards new employee and deboard exiting employees from the amplitude software (in compliance with Bollore). This includes inputting staff information in the system and generating staff number for payroll purposes
• Onboards new employee and deboard exiting employees from the B-People platform (a Bollore Group companies’ employee database)

Payroll Monitoring:

• Prepares mid-month and end of the month payroll variables and shares with the Head of HR for approval
• Reviews the monthly payroll after payment is made and prepares a report to be shared with the Bollore Group
• Processes company loan requisitions made by employees for approval and payment

Grievances and Disciplinary Action Implementation:

• Prepares the disciplinary action letters and shares with the employee, payroll and other stakeholders involved
• Documents the letter in the employee file

Benefits & Leave Administration:

• Calculates terminal benefits and gets approval from the Head of HR or ER&E Manager
• Communicates the terminal benefits calculation to payroll for payment
• Communicates status of terminal benefits with the staff involved
• Reviews staff request for external loans, drafts employee status letters, and signs them off with the Head of HR or ER&E Manager
• Reviews leave requests against the leave days earned & available for each employee
• Functions as the second line of approval for leave requests
• Processes leave allowances with payroll

Human Resource Information System Administration:

• Functions as administrator for the HRIS platform
• Onboards and deboards employees on the HRIS platform
• Resolves users’ issues on the platform

HR Service Centre:

• Sets up and manage an HR service help desk to serve as the first line of interaction with the Human Resource department
• Provides information and resolves staff issues as it relates various services offered by the HR Department through the HR Service Centre
• Leverages various platforms to provide information to staff (e.g., company website, HRIS, printed bills, etc.,)
• Maintains documentation of frequently asked questions (FAQs) with their responses and makes them available to all staff
• Institutionalises a case management approach in resolving employee matters

Skills & Competence Requirements

Educational Qualification:

• HND or Bachelor's Degree or its equivalence in Human Resources, Business Administration, Behavioral Science, or Management,

Professional qualification:

• Recognized Human Resource Certifications (e.g., SHRM, HRCI, CIPM, etc.)

Years of Experience:

• Minimum of 5 years of experience in a relevant field or industry

Age:

• 28- 35years old

Knowledge:

• Strategic Human Resource Management
• Diversity & Inclusion
• Understanding of the Nigerian Labour Law
• Understanding of international management standards and principles

Technical:

• Proficiency in Microsoft office tools and other HRIS
• Communications skills
• Organisation & planning skills
• Strategic Business Management
• HR Technology
• HR Shared Services
• Compensation & Benefits
• Change Management
• Project Management
• Customer Service Skills

Behavioural:

• Ability to perform under pressure
• Judgement & decision-making skills
• Problem-solving skills
• Ethical Practice
• Mission Driven
• Results- and Goal-Oriented
• Influential Abilities
• Negotiation & Conflict Resolution Skills
• Team Player.

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Summary

• The Performance & Learning Specialist is responsible for supporting the development and implementation of the performance management and learning & development systems to optimise staff performance and foster employee development.
• Using multiple frameworks such as competency, the incumbent will work closely with heads of departments, line managers, and other key stakeholders to achieve this objective.

Roles & Responsibilities

Competency Management:

• Works with the Performance & Learning Manager (P&L Manager) to develop and maintain a catalogue of competencies for all job roles in alignment with the present and future capabilities needs of the organisation to drive the talent management processes
• Carries out competency assessments using the competency catalogue to identify gaps
• Prepares development plans to close competency gaps

Performance Planning & Implementation:

• Assist in the development of Performance Management (PM) policies and frameworks to guide the process of managing employee performance
• Assists with building awareness for the PM process by providing training and ongoing support to all levels of staff on the performance management process and systems
• Works with the P&L Manager to ensure that business goals are set for each financial year
• Drives the process of goal setting for all staff at different levels and ensures it is documented on the digital platform
• Supports the implementation of the standard and best practices to drive the performance management cycle and institutionalise the performance management culture
• Works with Line Managers to ensure that performance discussions are documented on the digital platform
• Initiates and concludes the process of employee confirmation

Performance Reviews and Calibration:

• Initiates the mid-and end-of-year performance review/appraisal process.
• Works with Line Managers to ensure that all performance reviews/appraisals are completed within scheduled timelines
• Assists with the identification and resolution of staff appraisal issues and/or conflicts, including post-appraisal appeals
• Schedules and ensures that performance calibration sessions are held for all staff at various levels and in different functions
• Carries out data analysis to determine current performance, forecasts, and future performance trends to recommend improvements and/or corrective actions
• Recommends performance improvement & development plans for various categories of staff
• Assists with the implementation of performance outcomes for all staff

Learning Needs Analysis and Planning:

• Assists with the development of learning & development strategies to identify performance gaps and address them accordingly
• Works with the P&L Manager to develop learning needs analysis using data from sources like the PM process and competency assessments
• Supports the development of the annual training plan based on identified learning and development needs for management approval
• Assist with the documentation of the training plan with ITF

Learning Plan Implementation:

• Plans and executes learning programs according to approved training plans to improve employee skills and competencies
• Sources for and works with vendors/third party consultants and professionals on how to improve in-house employee learning and teaching strategies
• Assists with the design and development of learning content for in-house and function/ organisation-specific topics and conducts train-the-trainer sessions
• Ensures that pre-and post-training evaluations are conducted to measure training impact
• Supports the development and implementation of induction programs for new hires
• Assists with the development and propagation of a blended approach to learning, which integrates different learning modes, such as coaching, classroom instruction, online learning, and action learning

Learning Review:

• Carries out post-delivery evaluations of vendors/third-party consultants and professionals to assess the value delivered
• Evaluates the implementation rate of the annual training plan to identify issues and implement improvements

Career Management & Succession Planning:

• Assists with the implementation of career development & succession planning strategies to suit the business & talent needs
• Supports the mapping of various career paths for different categories of staff
• Assists with the identification of critical roles within the business and develops strategies to retain the incumbents and fill vacant ones

Teamwork & Performance:

• Works with other members of the HR team to complete designated tasks
• Takes ownership of own performance using the performance management system
• Attends and maximises training recommended by the Capability Development Manager to close performance & development gaps
• Supports the induction of new team members into the department
• Performs any other duties as required by the business

Job Analysis and Evaluation:

• Works with line managers and heads of functions to identify job needs/workload assessments.
• Conducts job analysis to determine job relevance, requirements, and content.
• Evaluates jobs to determine relative worth and pricing as well as placement within or mapping t Job Architectural Framework.

Skills & Competence Requirements

Educational Qualification:

• HND or Bachelor's Degree or its equivalence in Human Resources, Business Administration, Behavioural Science, or Management

Professional qualification:

• Recognised Human Resource Certifications (e.g., SHRM, HRCI, CIPM, etc.)

Years of Experience:

• Minimum of 5 years of experience in a relevant field or industry

Age:

• 28- 35years old

Knowledge:

• Understanding of Compensation & benefits
• Knowledge of Succession Planning & Career Management
• Human Resource Development
• Diversity & Inclusion
• Understanding of the Nigerian Labour Law

Technical:

• Proficiency in Microsoft office tools and other HRIS
• Communications skills
• Organisation & planning skills
• Strategic Business Partnering
• Performance Management
• HR Technology
• Learning & Development
• Change Management
• Program Management

Behavioural:

• Ability to perform under pressure
• Judgement & decision-making skills
• Problem-solving skills
• Strong & firm personality
• Ethical Practice
• Results- and Goal-Oriented
• Negotiation Skills
• Team Player.

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Job Description

• We are seeking a skilled and detail-oriented Quantity Surveyor to join our team. As a Quantity Surveyor, you will be responsible for preparing cost analysis, tender and contract documents, and evaluating tenders from contractors and subcontractors.
• You will play a crucial role in controlling project budgets, monitoring progress, and ensuring that client requirements are met.
• Strong analytical and communication skills are essential for this role.

Responsibilities

• Prepare accurate cost analysis based on architectural drawings, engineering estimates, materials required, and labor involved.
• Create tender and contract documents, including bills of quantities.
• Evaluate tenders received from contractors and subcontractors, and negotiate as necessary.
• Control all project stages within predetermined budget and expenditure.
• Monitor and track project progress, and measure and value variations in the work during the contract for interim payments and final account agreement.
• Work collaboratively with a team to ensure successful project delivery.
• Conduct monthly valuations of work in progress, including forecasting final costs and sales.
• Provide advice to project staff on commercial and contractual matters, including reviewing and drafting correspondence.
• Perform commercial vetting of subcontractor tenders and contracts.
• Certify subcontractor monthly valuations and final accounts.
• Foster a positive team-based work environment.
• Maintain regular communication with project staff and specialist subcontractors to ensure compliance with commercial controls.
• Produce accurate formal reports in accordance with the business timetable.
• Monitor all commercial information related to the project, including labor, material, and subcontractor cost forecasting, to ensure adherence to budgets.
• Provide all relevant information to the General Manager and/or Managing Director for review at specified intervals.
• Assist the General Manager and/or Managing Director with various duties as required.

Requirements

• Bachelor's Degree in Quantity Surveying or a related field.
• Proven experience as a Quantity Surveyor or similar role.
• Strong knowledge of quantity surveying practices, including cost estimation and valuation.
• Familiarity with tendering and contracting processes.
• Excellent negotiation skills and the ability to evaluate and analyze tenders.
• Proficient in using relevant software and tools for quantity surveying.
• Exceptional attention to detail and accuracy.
• Strong organizational and time management skills.
• Excellent communication and interpersonal abilities.
• Ability to work well within a team environment.
• Proactive problem-solving and decision-making skills.
• Knowledge of the construction industry and relevant regulations.