Head, Human Capital Management at Eta Zuma Mining and Industries Limited

Etazuma Mining and Industries Limited provides premium solutions to businesses in the primary and secondary sectors of the economy, especially those in solid minerals, extractive industry, manufacturing industry and agriculture. Some of its clients are Zuma 828 Coal Limited, IMEX Mineral Resources and Processing Company, Zuma Energy Nigeria Limited, Zuma Steel W/A Limited, and Zuma Metals & Energy Resources Limited.

We are recruiting to fill the position below:

Job Title: Head, Human Capital Management

Location: Abuja (FCT)
Employment Type: Full-time
Department Human Capital / Human Resources

Job Summary

• The Head of Human Capital Management (HCM) is a strategic leadership role responsible for designing, developing, and executing the organization's human capital strategy.
• This role involves overseeing all aspects of human resources, including talent acquisition, employee development, performance management, compensation, and organizational culture.
• The Head of HCM will work closely with senior leadership to ensure that the company's human capital strategies align with overall business objectives and drive organizational success.

Key Responsibilities
Strategic Leadership:

• Develop and implement a comprehensive human capital strategy aligned with the organization’s long-term objectives.
• Lead workforce planning initiatives to ensure the company has the right talent to meet business goals.
• Provide strategic input on organizational design, culture, and change management initiatives.

Talent Acquisition and Management:

• Oversee the end-to-end recruitment process to attract, hire, and retain top talent.
• Develop strategies to build a strong employer brand and enhance the candidate experience.
• Implement talent management and succession planning programs to ensure a strong leadership pipeline.

Performance Management:

• Design and manage performance evaluation systems that drive employee engagement and productivity.
• Ensure performance management practices align with the organization’s values and business objectives.
• Provide coaching and development opportunities to leaders and managers on effective performance management.

Learning and Development:

• Create and implement learning and development programs that support employee growth and skill enhancement.
• Oversee leadership development initiatives to ensure continuous development of current and future leaders.
• Promote a culture of continuous learning and professional development throughout the organization.

Compensation and Benefits:

• Lead the development of competitive compensation and benefits strategies that align with market trends and support employee retention.
• Manage the administration of employee benefits programs and ensure compliance with regulatory requirements.
• Regularly evaluate and adjust compensation strategies to maintain market competitiveness.

Employee Engagement and Culture:

• Champion initiatives that foster a positive and inclusive organizational culture.
• Lead employee engagement efforts, including surveys, feedback mechanisms, and initiatives to improve employee satisfaction and well-being.
• Serve as a key driver of diversity, equity, and inclusion (DEI) initiatives across the organization.

Compliance and Risk Management:

• Ensure that all human capital policies and practices are compliant with local, state, and federal employment laws and regulations.
• Oversee employee relations and handle complex employee issues fairly and consistently.
• Collaborate with legal and finance teams to mitigate risks related to employment practices.

Technology and Analytics:

• Leverage human capital management systems (HCM) and HR technology to streamline HR processes and improve data-driven decision-making.
• Utilize HR analytics to monitor key performance indicators (KPIs) and provide insights to inform strategic HR decisions.
• Drive the adoption of new HR technologies that enhance the employee experience and improve HR efficiency.

Qualifications

• Bachelor’s Degree in Human Resources, Business Administration, Organizational Development, or a related field.
• A Master’s degree or MBA is preferred.
• Professional HR certification, such as SHRM, SPHR, or CIPM, is required.
• Minimum of 10+ years of experience in human resources management, with at least 5 years in a senior leadership role.
• Proven track record of developing and implementing successful human capital strategies in complex, fast-paced environments.
• Strong experience in talent acquisition, performance management, compensation, and employee development.

Skills:

• Strong leadership and team management skills, with the ability to inspire and motivate cross-functional teams.
• Excellent interpersonal and communication skills, with the ability to influence and build relationships at all levels of the organization.
• Strategic thinker with strong business acumen and the ability to align HR practices with business goals.
• Experience with HR technology platforms and a strong understanding of HR analytics and data-driven decision-making.
• Knowledge of employment law and HR compliance best practices.
• High level of emotional intelligence (EQ) and cultural awareness.

Key Competencies:

• Strategic Vision: Ability to translate organizational goals into actionable human capital strategies.
• Leadership: Exceptional leadership qualities to inspire, influence, and guide the human capital team.
• Problem-Solving: Strong analytical skills and the ability to solve complex organizational challenges.
• Collaboration: Ability to work collaboratively with senior management and across different functions.
• Change Management: Skilled in leading and managing organizational change and fostering a resilient workforce.

Application Closing Date
13th September, 2024.