Human Resource Business Partner (HRBP)

2026-03-30
Lagos, Nigeria
Not specified
Human Resources

Egbin Power Plc. Lagos is one of the biggest additions to the electricity industry in Nigeria. Often seen as the biggest single generating power station in Sub-Saharan Africa, it was built to meet the every rising demand for electricity in Lagos and its environs.

Following the nation’s privatization exercise, Sahara, through its power division, Sahara Power Group and sundry affiliations, acquired the 1320 MW installed capacity Egbin Power Plant. We are working towards deploying a minimum of 5,000 MW of electricity generation over the next five years.

We are recruiting to fill the position below:

Job Title: Human Resource Business Partner (HRBP)

Job Requisition ID: 538
Location: Egbin, Lagos
Job type: Full-time
Job Category: Non-Technical

Job Description

The HR Business Partner (HRBP) works closely with business units to align people strategies with organisational goals.
The role delivers HR programmes, drives workforce planning, supports talent and career development, ensures policy compliance, and fosters employee engagement while serving as a trusted advisor to both employees and management.

Key Duties and Responsibilities

Business Partnering & Strategy.
Collaborate with business leaders to understand workforce needs and provide tailored HR solutions.
Support the execution of the Business Partnering strategy to ensure HR practices drive organisational goals.
Provide insights to management on people-related issues, organisational development, and talent risks.

Strategic Workforce Planning & Talent Management:

Lead workforce planning initiatives to ensure optimal staffing levels across business units.
Support succession planning and career development frameworks to strengthen the talent pipeline.
Facilitate staff confirmation processes in line with policy and performance standards.

HR Solutions & Programme Delivery:

Design and deliver HR solutions for business units, covering resourcing, training, engagement, and retention.
Support HR programme rollouts by adopting a line-approach delivery model, ensuring effective execution within business units.
Coordinate recruitment processes, from job posting to onboarding, to ensure seamless talent acquisition.

Service Standards & Monitoring:

Monitor compliance with HR service standards and address deviations promptly.
Drive continuous improvement in HR processes, ensuring alignment with organisational goals.
Ensure timely and accurate HRIS data entry, analytics, and reporting. • Employee Lifecycle Management.
Undertake Data Protection Impact Assessment as applicable to curb the risk during data processing operations
Ensure awareness, understanding and application of QHSE policy on assigned jobs, ensure the integration of the IMS requirements.
Ensure compliance with the NDPR and other data protection laws, and data protection policies.
Engage, direct and support persons /units/departments to understand and identify hazards, risks, environmental aspect and Impact as it is related to their jobs.
Ensure that the Integrated Management System (ISO 9001:2015, 14001:2015 & 45001:2018) achieve its intended results within departmental processes.
Manage onboarding and induction programmes for new hires to ensure smooth integration.
Oversee exit management processes, including exit interviews and clearance.
Maintain accurate employee records and databases for effective HR administration.
Implement data protection policies and practices of Egbin Power Plc.

Employee Engagement & Advisory:

Provide career advisory and coaching services to employees to support professional growth.
Lead employee engagement initiatives to foster a motivated and inclusive workplace.
Manage and communicate employee-focused initiatives, such as birthday announcements and other engagement activities.

Learning & Development:

Identify training needs in collaboration with business leaders.
Partner with the Learning & Development team to design, deliver, and evaluate training programmes.
Support capability-building initiatives to align employee skills with organisational priorities.

Requirements
Education and Work Experience:

Bachelor’s Degree or its equivalent in a Social Sciences or related discipline.
Relevant post-graduate qualification / MBA will be an added advantage.
Professional certification in HR Management, e.g. Chartered Institute of Personnel Management (CIPM), is a must-have.
Minimum of six (6) years relevant work experience.

Skills and Competencies:

Good knowledge of the power sector in terms of trends, challenges, opportunities, regulations, legislation, etc.
Ability to think strategically and holistically and to appreciate the systematic impact of various issues and solutions.
Very good communication and presentation skills.
Very good business writing skills.
Advanced people management skills.
Excellent negotiation and influencing skills.
Well-developed problem-solving skills.
Good knowledge and understanding of key HR process areas and their linkages.
Sound knowledge of relevant applications to support HR operations.
Good administration and organisational skills.
Strong relationship management and interpersonal skills.