Chief Human Resource Officer - Bridgegap Careers

Chief Human Resource Officer

Commission
  • Post Date: August 13, 2019
  • Offered Salary Competitive Remuneration
  • Career Level Manager
  • Experience 8 Years +
  • Gender Both
  • Industry Services
  • Qualification Master’s Degree
Job Description

The Nigerian Stock Exchange, services the largest economy in Africa, and is championing the development of Africa’s financial markets. The Exchange offers listing and trading services, licensing services, market data solutions, ancillary technology services, and more. It is an open, professional and vibrant exchange, connecting Nigeria, Africa and the world.

Job Summary

  • The incumbent will be responsible for shaping the organization’s HR Strategy in key processes such as Talent Acquisition/Management, Compensation & Benefits Management, Organisational Development and Learning & Development to ensure consistency and efficiency.
  • They will provide direction, guidance and advice, challenge poor practice. They will be accountable for the establishing and maintaining the required level of competency across the subsidiary HR Teams.

Key Responsibilities
Talent Management:

  • Support the development and implementation of integrated and effective talent management programmes and processes aligned with on-going needs and goals of the organisation as well as best practices
  • Oversee the talent acquisition function across the organization This includes: developing and implementing a recruitment strategy, job posting optimisation, recruitment marketing channel development, job board procurement, digital and non-digital employment marketing and comprehensive recruitment campaign planning
  • Develop talent acquisition strategies (related to diversity recruitment, redeployment programme, career mobility, employee referral program and similar Talent Acquisition priorities), understand talent movement and demand in the market and ensure that talent requirements are supported through effective build versus buy initiatives to best meet The Exchange’s talent requirements
  • Evolve the Human Resource Group into a centre of excellence for talent management design and process improvement. Employee Engagement – Develop overall engagement strategy/plan using employee feedback (eg employee surveys, focus groups, etc Lead complex employee relations issues. Responsible for Disciplinary Management – develop and design the policies, process and framework. Coordinate hearings, generate reports and communicate effectively with all key stakeholders. Compensation and Benefits Management:
  • Use various methods and techniques and make data based decisions on direct financial, indirect financial and nonfinancial Compensations and Benefits programmes
  • Research industry trends by completing/participating in Compensation and Benefit surveys Analyse complex Compensation and Benefit information. Forecast trends and assist with future benefits designs. Develop specific recommendations to be presented for Executive Management considerations
  • Oversee payroll processes and ensure compliance with all process and legal requirements
  • Supervise the management of Health Management Organisation (HMO) providers to ensure all optimal services and value are delivered to stakeholders
  • Ensure the strategic value of the Activity Center comprising of a Crèche, Café/Bar and Gym, is preserved.
  • Define a fair, equitable and competitive total Compensation and Benefits Management strategy and framework that fits and is aligned to The Exchange’s strategy and business goals and conduct market comparative analysis of Total Cost of Employment and Total Compensation Cost for the workforce
  • Design and manage Executive Compensation Programmes for The Senior Management of The Exchange
  • Develop a consistent Compensation and Benefits philosophy in line with work culture and organisational objectives and ensure that compensation practices are in compliance with relevant legislation (Labour Law, Pension Act, NHF Act, ECA, Personal Income Tax, etc)
  • Review programmes, suggest modifications, and ensure achievement of competitive market position and other Compensation and Benefits goals identified by the organisation
  • Ensure Compensation and Benefits programs meet best practices, comply with legal requirements, and are cost effective
  • Develop Compensation and Benefits programmes and framework needed to position the organisation to successfully achieve its growth strategy
  • Organisational Development:

    • Oversee the design and implementation of OD strategy and related projects, such as position descriptions, organisational improvement, resources optimisations, job design/evaluation/pricing, OD/Change Management and compensation analyses
    • Supervise OD and change management strategies, processes and interventions that support The Exchange’s desire to be a high performing organisation; to include initiatives which foster a high performance culture, where valuing learning, continuous improvement and diversity are the norm
    • Ensure the design and update of the Organisation’s Structure, advising business leaders on the appropriate structure and reporting lines
    • X Academy
    • Have overall responsibility for the X-Academy function
    • Drive innovative strategies for revenue generation
    • Provide enabling environment for the X-Academy team to work with business and function leaders at all levels in the organisation, to develop and implement courses and curriculums to meet training needs Where applicable, manage this activity via internal or external providers
    • Maintain advisory/consultative relationships with subject-matter experts who can provide input to or deliver on Learning and Development initiatives
    • Maintain overall responsibility for the X-Academy budget – preparing, overseeing, managing and tracking spend and revenue generation
    • Design training courses and programmes necessary to meet training needs, where applicable manage this activity via external providers
    • Communicate and collaborate organisation-wide with key stakeholders to improve Human Resource capability and learning resources to deliver best practices, create effective learning solutions and leverage programs and existing resources throughout the organization
    • Work with business and function leaders at all levels in the organisation to develop and implement courses and curriculum to meet on-going needs of employee groups based on analysis of needs and ensuring program sustainability over time
    • Learning and Development budget – preparation, overseeing, managing and tracking spend and revenue
    • Competency Development and Management, and Career Development: