HR Director Job at Kloverharris Limited

KloverHarris, is your premier indigenous Human Capital Development Consultancy Company in Nigeria. As a duly registered firm under the Laws of The Federal Republic of Nigeria, we take pride in offering exceptional services to both local and international companies. Our focus is on providing best-in-class HR consulting/talent management services as well as customized trainings and IT solutions to small and medium-scale enterprises (SMEs) & large corporations operating in Nigeria and across the globe.

We are recruiting to fill the position below:

Job Position: HR Director

Job Location: Lagos
Employment Type: Full-time

Job Summary

• The HR Director will be responsible for leading and managing the global HR strategy, overseeing a team of HR professionals across various regions where the company operates.
• The ideal candidate will drive human resources initiatives that align with the company’s goals and ensure seamless integration of HR processes across all regions.
• This role requires hands-on leadership in recruitment, employee relations, talent management, training, compliance, and HR operations, ensuring that HR activities support the unique challenges and requirements of each region while maintaining global consistency.

Key Responsibilities
Leadership of Regional HR Teams:

• Lead and mentor a team of regionalstaff across diverse locations, including [list regions/countries].
• Establish regional HR objectives, ensuring they align with the company’s overall business goals and strategic priorities.
• Provide ongoing coaching and professional development for regional HR teams, ensuring they have the tools, resources, and support to meet their objectives.
• Act as a strategic partner to the regional leadership teams, offering guidance on HR matters that impact business performance.
• Ensure consistent application of HR policies, practices, and systems across regions while considering local laws, culture, and customs.
• Regularly travel to regional offices and work closely with HR Managers to address specific regional HR challenges.

Regional Talent Acquisition & Workforce Planning:

• Collaborate with regional HR teams to design and execute talent acquisition strategies tailored to each market, ensuring the attraction of top talent within each region.
• Develop a global talent pipeline strategy that meets future staffing needs, with an emphasis on local market nuances and industry trends.
• Work with regional HR Managers to ensure the company is attracting diverse talent and filling key positions across all regions, including manufacturing, logistics, sales, and corporate roles.
• Oversee workforce planning, ensuring alignment with regional growth objectives and the identification of skills gaps in each market.
• Lead the development of global and regional onboarding processes to ensure consistency while maintaining flexibility for local cultural preferences.

Compensation, Benefits, and Reward Strategy:

• Design and oversee the execution of a global compensation and benefits framework that allows for competitive, market-driven strategies within each region.
• Ensure that regional compensation and benefits offerings comply with local laws, tax regulations, and industry standards while maintaining equity across regions.
• Partner with regional HR teams to monitor and evaluate compensation packages for all levels of employees, including sales incentives, bonuses, and long-term incentives.
• Oversee the administration of benefits programs across regions, including health insurance, retirement plans, wellness programs, and other employee perks.
• Conduct regular benchmarking of compensation and benefits data in each region to ensure competitive offerings and market alignment.

Employee Relations and Compliance Across Regions:

• Provide high-level oversight for employee relations matters, supporting regional HR teams in resolving complex employee relations issues in compliance with local labor laws and cultural norms.
• Ensure consistent application of the company’s policies and procedures across all regions, managing any deviations that may arise due to local law or business requirements.
• Address employee grievances, disputes, and workplace conflicts with sensitivity and tact, supporting HR Managers to navigate sensitive situations in compliance with regional regulations.
• Ensure compliance with international, federal, state, and local labor laws and regulations, including those specific to the alcoholic beverage industry, such as licensing requirements and safety standards.
• Conduct audits on HR practices in each region to ensure compliance and to proactively address areas of risk.

Regional Talent Development & Performance Management:

• Develop and lead a performance management system that ensures consistent evaluation across regions, with clear expectations, regular feedback, and employee development opportunities.
• Work with regional HR Managers to tailor training programs for each region, considering local market requirements, industry standards, and cultural contexts.
• Develop regional leadership development programs to build a pipeline of future leaders in each market.
• Ensure the company is effectively leveraging global resources for talent development while also addressing regional skill gaps.
• Oversee the execution of succession planning across regions, ensuring alignment with global business goals and regional specificities.

Organizational Development and Change Management:

• Lead the development and execution of organizational design strategies, ensuring that HR structures, job roles, and reporting lines meet the evolving business needs across multiple regions.
• Act as a change agent, supporting regional HR teams in driving organizational changes, mergers, acquisitions, and restructuring processes with minimal disruption to operations.
• Ensure communication and training plans are in place to support any significant organizational change initiatives across regions, creating a smooth transition.
• Lead regional initiatives for fostering an inclusive company culture and driving employee engagement strategies tailored to local employee expectations.

HR Technology & Data Analytics Across Regions:

• Oversee the implementation and maintenance of global HR technology solutions, ensuring seamless integration of systems across all regions.
• Leverage HR analytics to provide data-driven insights into employee engagement, turnover, performance, and other key HR metrics for each region.
• Work closely with IT and regional HR teams to ensure HR systems meet the specific needs of each market while remaining scalable across the company.
• Regularly report HR KPIs, trends, and insights to senior leadership, adjusting strategies as needed to address regional challenges or opportunities.

Diversity, Equity, and Inclusion (DEI) Initiatives Across Regions:

• Champion DEI efforts across all regions, ensuring that each market has tailored initiatives to promote a diverse and inclusive workplace.
• Develop region-specific DEI training, workshops, and activities to address local needs and challenges.
• Regularly assess and track DEI metrics in each region, reporting on progress and success to the executive leadership team.
• Promote cultural awareness and sensitivity across all regions to ensure a respectful and inclusive work environment.

Health, Safety, and Well-being Programs:

• Ensure that health, safety, and wellness programs are tailored to regional needs and comply with local laws and regulations.
• Develop strategies to support employee well-being across regions, including physical health, mental health, and work-life balance.
• Work with regional HR Managers to implement wellness programs that cater to local cultural preferences and health needs.
• Ensure that workplace safety standards are met and continuously improved, particularly in manufacturing and operational facilities across regions.

Regional Budget & Resource Allocation:

• Develop and manage the global HR budget, ensuring efficient allocation of resources to meet the unique needs of each region.
• Work with regional HR teams to develop cost-effective solutions to HR challenges, balancing global standards with local market conditions.
• Conduct regular budget reviews with regional HR teams to ensure that regional HR initiatives are operating within financial constraints.

Qualifications & Skills
Education:

• Bachelor’s Degree in Human Resources, Business Administration, or a related field (required).
• Master’s Degree or professional HR certifications (PHR, SPHR, SHRM-SCP) preferred.

Experience:

• Minimum of 12 years of HR experience, with at least 5 years in a leadership role overseeing HR operations across multiple regions or countries.
• Proven experience managing HR teams across multiple locations and ensuring the successful execution of HR strategies in complex, multi-regional environments.
• Strong knowledge of HR regulations and practices in the alcoholic beverage industry, including compliance with regional laws and regulations.
• Experience with cross-cultural leadership and the ability to adapt HR strategies to regional nuances while maintaining global consistency.

Skills:

• Exceptional leadership, communication, and interpersonal skills, with the ability to influence at all levels of the organization.
• Strong problem-solving, critical thinking, and decision-making abilities.
• Demonstrated ability to manage and resolve complex employee relations issues.
• Proficiency in HRIS systems and tools; experience with international HR technology solutions a plus.
• Expertise in compensation and benefits strategy across different regions and markets.
• Ability to work under pressure and manage competing priorities across regions.

Method of Application
Interested and qualified candidates should send their CV to: Recruitment@kloverharris.com using the Job Position as the subject of the mail.