Human Resurces Manager

Contemporary Group Limited (CGL) is a leading group of companies offering a full range of services in the construction industry. CGL is a dynamic leader in the construction value chain, made up of Contemporary Design Associates, Contemporary Properties Limited, Conwave Ventures Limited, and Contemporary Ventures and Resources Limited. With the vision to be a unique solution provider for exceptional projects and a determination to lead innovation and sustainability in the industry, CGL has completed over 200 projects in more than three decades.

CGL is a group of Architects, Engineers, Estate Surveyors, Valuers and Property Developers managing one-off building assignments, to the coordination of large scale integrated projects. With its team of dynamic and seasoned professionals the group has been able to establish itself as one of the foremost property development companies in Nigeria.

Location: Asaba, Delta
Employment Type: Contract

Role Overview

• We are seeking a highly competent and strategic Human Resources Manager to establish and strengthen the company's internal people, performance, and organisational culture systems.
• The Human Resources Manager will work closely with senior management and departmental leaders to strengthen internal culture, clarify roles and responsibilities, improve employee performance, establish professional HR systems, attract and retain strong talent, and ensure employees are properly supported and held accountable. The successful candidate must understand the true strategic role of Human Resources within a growing professional organisation.
• The successful candidate will be responsible for building a professional Human Resources function that supports the growth, discipline, productivity, engagement, and long-term development of the organisation. This is not intended to be a purely administrative HR position.

Responsibilities
HR Strategy and Organisational Development:

• Act as a trusted adviser to management on people and organisational matters.
• Support the transition from informal people-management practices to structured and professional HR systems.
• Work with management to clearly define departments, reporting lines, roles, and responsibilities.
• Support management in workforce planning.
• Review the company's existing organisational structure and recommend improvements.
• Identify organisational and staffing gaps.
• Develop HR systems capable of supporting the company's expansion and increasing project portfolio.
• Develop and implement a Human Resources strategy aligned with Contemporary Group's growth objectives.

Culture Development:

• Assess Contemporary Group's existing internal culture.
• Ensure employees understand the company's expectations and workplace standards.
• Support management in creating a workplace culture where employees understand how their individual work contributes to the company's success.
• Identify and address behaviours that negatively affect productivity or internal culture.
• Work with management to clearly define the values, behaviours, and professional standards expected from employees.
• Develop employee engagement initiatives.
• Develop initiatives that strengthen accountability, professionalism, collaboration, communication, and ownership.
• Build systems for recognising employee contribution and performance.

Recruitment and Talent Acquisition:

• Develop and manage the company's recruitment process.
• Develop candidate sourcing strategies.
• Coordinate interviews and candidate assessments.
• Conduct reference and background verification processes.
• Prepare professional job descriptions and candidate specifications.
• Manage recruitment agencies and external recruitment partners.
• Support management in selecting high-quality candidates.
• Work with departmental heads to define workforce and staffing requirements.
• Develop structured onboarding programmes for new employees.
• Ensure recruitment decisions are based on capability, experience, cultural fit, and organisational need.

Performance Management:

• Track performance improvement actions.
• Develop Performance Improvement Plans where required.
• Establish clear performance expectations for employees.
• Design and implement a professional performance management system.
• Identify underperformance and ensure it is addressed professionally and fairly.
• Support management in making evidence-based decisions regarding promotion, development, disciplinary action, and employee retention.
• Work with departmental heads to develop measurable Key Performance Indicators.
• Ensure managers provide structured employee feedback.
• Identify consistent high performers.
• Coordinate employee performance reviews.

Employee Relations:

• Build trust between employees and management while maintaining professional standards and organisational discipline.
• Ensure employee matters are handled confidentially and professionally.
• Act as a professional point of contact for employees regarding workplace matters.
• Advise management on disciplinary procedures.
• Ensure disciplinary actions are fair, documented, and consistent with company policy and applicable employment requirements.
• Conduct employee investigations where required.
• Manage employee concerns, grievances, and workplace conflicts.

HR Policies and Procedures:

• Maintain consistent implementation of HR policies.
• Ensure employees understand company policies.
• Develop or update the Employee Handbook.
• Establish clear policies covering recruitment, attendance, leave, performance management, employee conduct, disciplinary procedures, grievances, workplace harassment, confidentiality, conflict of interest, use of company resources, remote or flexible work where applicable, and employee separation.
• Review existing HR policies and procedures.

Employee Records and HR Administration:

• Develop HR reporting systems.
• Monitor attendance and leave administration.
• Track employee contracts, probation periods, confirmations, leave, and employment status.
• Support payroll and employee compensation administration in coordination with Finance.
• Ensure employee records are confidential and properly managed.
• Establish and maintain professional employee personnel records.
• Maintain accurate employee documentation.
• Maintain workforce data and employee statistics.

Learning and Employee Development:

• Work with departmental leaders to identify employee development gaps.
• Develop annual employee learning and development plans.
• Develop graduate and junior talent development programmes where appropriate.
• Support mentoring and internal knowledge transfer.
• Conduct training needs assessments.
• Coordinate technical, management, leadership, and professional development programmes.
• Support succession planning for critical company positions.
• Ensure employees have opportunities to develop professionally where aligned with company needs.
• Track employee training and professional certifications.

Management and Leadership Support:

• Work closely with the Managing Director and senior management.
• Identify leadership and management capability gaps within the organisation.
• Provide objective HR insight to management.
• Ensure managers understand their responsibilities toward their teams.
• Support management succession and leadership development planning.
• Provide guidance on employee performance and workplace matters.
• Support departmental heads in becoming stronger people managers.

Compensation and Employee Benefits:

• Support management in reviewing company salary structures.
• Maintain confidentiality around compensation matters.
• Ensure compensation and benefit structures remain competitive, sustainable, and aligned with employee performance.
• Support the development of salary grades and job levels.
• Conduct compensation benchmarking where required.
• Develop recommendations regarding employee benefits.

Employment Compliance:

• Ensure company HR practices are aligned with applicable Nigerian labour and employment requirements.
• Support management in reducing employment and employee-relations risk.
• Maintain appropriate employment documentation.
• Monitor changes in employment-related obligations affecting the company.
• Coordinate with external legal advisers when specialist employment advice is required.

HR Reporting:

• Prepare regular HR management reports covering workforce numbers, recruitment status, employee turnover, attendance, leave, performance reviews, employee relations matters, training and development, staffing gaps, HR risks, organisational culture observations, and recommended management actions.

Key Performance Indicators
Performance in this role may be assessed against:

• Employee development initiatives.
• Improvement in role clarity and accountability.
• Completion of performance reviews.
• Strengthening of internal company culture.
• Workforce reporting accuracy.
• Implementation of a functional internal HR structure.
• Quality and speed of recruitment.
• Management satisfaction with HR support.
• Implementation of HR policies.
• Employee retention.
• Reduction in unresolved employee-relations matters.
• Employee engagement.

Qualifications and Experience

• Professional HR certification through CIPM Nigeria or another recognised HR professional body is strongly preferred.
• Strong experience in performance management.
• 7-10 years of progressive Human Resources experience.
• Experience in construction, architecture, engineering, professional services, real estate, or project-based organisations is an advantage.
• Master's degree is an advantage.
• Experience in organisational development and culture-building is highly desirable.
• Strong recruitment and talent management experience.
• At least 3 years in a supervisory, HR Business Partner, or HR management capacity is preferred.
• Bachelor's Degree in Human Resources Management, Industrial Relations, Business Administration, Psychology, Management, or a related discipline.
• Demonstrable experience establishing or strengthening HR systems.

Core Competencies:

• Strong interpersonal skills.
• Excellent communication skills.
• High emotional intelligence.
• Strong organisational and administrative discipline.
• Problem-solving.
• Strategic thinking.
• Culture-building capability.
• Organisational courage.
• Ability to work with senior management.
• Strong understanding of employee performance.
• Ability to earn employee trust without compromising organisational standards.
• Strong professional judgement.
• Ability to hold difficult conversations professionally.
• Confidentiality and integrity.