HR (Human Resources) Manager

Job Summary

The HR Manager will partner with business and functional leaders to translate business priorities into practical people solutions that enable the company. The role will provide end-to-end HR support across workforce planning, talent acquisition, onboarding, performance management, employee engagement, capability development, employee relations, HR operations and people analytics, while helping to build a performance-driven and inclusive workplace.

Job Details

1. HR Business Partnering & People Strategy

• Partner with business leaders to understand commercial and operational priorities and translate them into appropriate people interventions.
• Support the development and execution of the division's people agenda.
• Provide practical HR guidance to managers on workforce, organization and employee matters.
• Use workforce information and business insights to identify emerging people priorities.

2. Workforce Planning & Talent Acquisition

• Partner with hiring managers to identify workforce requirements and support manpower planning.
• Coordinate end-to-end recruitment for assigned functions and locations.
• Build pipelines for critical and recurring roles, particularly within commercial, operations and support functions.
• Promote disciplined recruitment governance and appropriate candidate assessment.
• Support effective onboarding and integration of new employees.

3. Performance & Talent Management

• Coordinate the performance-management cycle for the assigned business areas.
• Support managers in setting clear objectives, conducting performance conversations and documenting development priorities.
• Facilitate talent reviews and identify capability and succession needs.
• Support development plans for critical talent and emerging leaders.
• Partner with relevant stakeholders to strengthen the leadership and talent pipeline.

4. Learning & Capability Development

• Conduct capability-gap assessments in partnership with functional leaders.
• Translate identified business capability requirements into relevant learning interventions.
• Coordinate functional and behavioral development initiatives.
• Track effectiveness and business application of agreed learning interventions.
• Encourage a culture of continuous development.

5. Employee Engagement & Culture

• Support initiatives that strengthen employee experience, engagement and retention.
• Facilitate employee communication and feedback channels.
• Work with leaders to reinforce desired workplace behaviors and organizational values.
• Support action planning arising from employee feedback and engagement activities.
• Champion an environment where employees can contribute ideas and take ownership.

6. Employee Relations

• Provide guidance to managers and employees on workplace issues.
• Support fair and consistent application of HR policies and procedures.
• Manage employee relations matters professionally and maintain appropriate documentation.
• Support disciplinary and grievance processes in line with applicable policy and employment requirements.
• Promote constructive employee-management relationships.

7. HR Operations & Governance

• Ensure employee documentation and HR records are complete and accurate.
• Support effective implementation of HR policies, processes and procedures.
• Work with relevant HR teams on employee lifecycle processes.
• Maintain confidentiality of employee and business information.
• Monitor adherence to approved HR practices and escalate material concerns appropriately.

8. People Analytics & Reporting

• Prepare and maintain HR dashboards and management reports.
• Monitor workforce indicators such as recruitment progress, headcount, turnover, attendance, performance completion and learning activities.
• Identify patterns and provide actionable insights to HR and business leadership.
• Use people data to support workforce and talent decisions.

Requirements

Ideal Candidate: An experienced HR professional with strong business partnering capabilities and preferably 7 to 10 years of progressive HR experience within Beverages, FMCG, or a closely related consumer business.

Education

• Bachelor's degree in Human Resources, Industrial Relations, Business Administration, Psychology or a related discipline.
• Relevant postgraduate qualification would be an advantage.
• Professional HR certification such as CIPM, SHRM or CIPD would be an advantage.

Experience

• 7 to 10 years of progressive HR experience, with substantial exposure to HR business partnering or generalist HR responsibilities.
• Prior HR experience within Beverages, FMCG, sales/distribution consumer business.
• Experience supporting commercial and/or operational populations across multiple locations would be useful.
• Practical exposure to talent acquisition, performance management, employee relations, engagement, learning and workforce planning.

About Company

TGI

https://www.clicktgi.net/companies/tgi-distri-limited/

TGI Distri Ltd is the distribution arm of Tropical General Investments (TGI) Group, delivering exceptional brands like Big Bull Rice, Terra Seasoning Cubes, Golden Terra Oil, Terra Tastemaker, Peppe Terra and Renew Starch to millions of Nigerian consumers since 2018. We drive innovation from concept to consumption and are committed to building a team of passionate professionals who will lead the next generation in Nigeria's FMCG space. This enables us to meet the diverse needs of our esteemed customers. From customized services to cutting-edge solutions, we pride ourselves in providing tailored approaches that drive efficiency, safety and operational excellence. Romson has established its reputation as a provider of chemical and engineered solutions tailored to the specific need of the oil and gas industry with its network of strategic partners..