Human Resource Officer

HND or B.Sc. in Human Resources, Business Administration, or related field. 2-4 years HR experience (healthcare/pharmacy experience preferred). CIPM, SHRM, or CIPD certification is highly desirable. Strong knowledge of HR best practices and labour laws. Excellent communication, problem-solving, and interpersonal skills. Proficiency in HRIS tools and Microsoft Office Suite. Ability to multitask and work under pressure.

Talent Acquisition & Onboarding: Manage full-cycle recruitment for clinical and non-clinical staff. Draft and publish job adverts. Screen, interview, and support hiring decisions. Plan and execute onboarding, orientation, and documentation. Compliance & Regulatory Support: Ensure compliance with Nigeria Labour Laws and healthcare regulations. Maintain employee licenses, certifications, and medical fitness documentation. Support audits, safety compliance, and policy adherence. Employee Relations & Engagement: Serve as primary contact for staff grievances and conflict resolution. Manage disciplinary processes in line with company policies. Promote an ethical, safe, and positive workplace culture. Performance Management: Coordinate the performance appraisal calendar and ensure timely reviews. Monitor performance metrics and follow up on improvement plans. Support managers in developing career progression paths. Training & Development: Identify training needs and recommend relevant learning initiatives. Maintain training compliance and documentation. Support continuous learning for clinical and non-clinical staff. HR Administration & Records Management: Maintain up-to-date and confidential HR records. Manage attendance, leave, timesheets, and HR documentation. Prepare monthly HR analytics and reports for management. Compensation & Benefits Support: Assist with payroll processing and ensure accuracy of salary inputs. Administer employee benefits and welfare programs. Track deductions, allowances, overtime, and statutory contributions. Workforce Planning: Support manpower planning and quota management. Ensure adequate staffing for pharmacy and healthcare operations. Track vacancy rates and turnover for management review. Key Performance Indicators (KPIs) Recruitment & Staffing Efficiency: Fill-rate for open positions: 90 - 100% within agreed timelines (24 weeks). Employee turnover rate: Maintain below 10% quarterly. Vacancy-to-hire timeline efficiency: Average < 25 days. Compliance & Documentation: 100% compliance with regulatory and HR documentation (licenses, certificates, contracts). Zero compliance violations during audits. 95-100% accuracy in employee data on HRIS. Employee Relations & Culture: Resolution of employee grievances within72 hoursof escalation. At least90% employee satisfactionin quarterly engagement surveys. Reduction in disciplinary cases through proactive engagement. Performance Management: 100% completion of bi-annual or annual performance reviews. Improvement plans implemented within30 daysfor low performers. 80% achievement of departmental KPIs driven through HR support. Training & Development: Maintain 85-100% mandatory training compliance, including healthcare safety training. Minimum 12 training sessions facilitated monthly. Track training ROI and employee skill improvement. HR Administration & Attendance Management: 98-100% accuracyin leave and attendance records. Ensure HR reports are submittedon or before deadlines. Payroll & Benefits Accuracy: Payroll error rate maintained at01% monthly. Timely payroll submission: 100% of deadlines met. Workforce Planning: Maintain staff shortage rate below5%. Ensure optimal scheduling and shift coverage: Zero coverage gaps.