Senior Associate, Human Capital at PricewaterhouseCoopers (PwC) Nigeria

PricewaterhouseCoopers (PwC) Nigeria has been operating in Nigeria since 1953 through its predecessor firms of Coopers & Lybrand and Price Waterhouse. We're one of the leading professional services firms in the country with offices in Lagos, Abuja and Port Harcourt, over 1000 staff and 31 resident partners.

We are recruiting to fill the position below:

Job Title: Senior Associate, Human Capital

Job ID: 577008WD
Location: Lagos
Service: Internal Firm Services
Specialism: IFS - Human Capital (HC)
Travel Requirement: Up to 20%

Job Description & Summary

• A career in our Human Capital Department, within Internal Firm Services, will provide you with the opportunity to make a difference at PwC by helping to fully leverage the skills and talents of all our people.
• You’ll help our office in driving the Firm’s people strategy, creating a unique people experience for each individual, and supporting our Firmwide values by working with the core competencies that measure and drive individual and Firmwide success in the marketplace.
• To really stand out and make us fit for the future in a constantly changing world, each and every one of us at PwC needs to be a purpose-led and values-driven leader at every level.
• To help us achieve this we have the PwC Professional; our global leadership development framework.
• It gives us a single set of expectations across our lines, geographies and career paths, and provides transparency on the skills we need as individuals to be successful and progress in our careers, now and in the future.

Responsibilities
The successful candidate will be responsible for the following:
Strategic HC Business Partnering & Advisory:

• Championing the articulation and development of the Human Capital (HC) strategy and ensuring alignment with the Line of Service’s overall strategy and business objectives.
• Participate in strategy sessions in order to identify the emerging Human Capital requirements.
• Translating the LoS’s strategies into specific operational plans and programs; and communicating these to stakeholders as appropriate, to ensure mutual understanding of roles, responsibilities, and accountabilities.
• Support the Head of Human Capital in overseeing the key HR focus areas (i.e. career management and succession planning, training and development, employee welfare, performance management, and HC administration).
• Partnering with business to develop and implement holistic HC solutions that empower the business to achieve its objectives
• Manage and execute HC activities in line with the HC Calendar
• Provide day-to-day performance management guidance to the business through coaching, career development, counseling, and disciplinary actions.
• Ensuring that all staff-related policies, procedures, and practices comply with local regulatory requirements, reflect best practices, and are in line with Group policies.
• Continually reviewing and assessing the effectiveness and efficiency of the department’s policies, procedures, and processes and identifying improvement opportunities.
• Overseeing candidate sourcing and selection, ensuring equity and fairness and that the right caliber of individuals are employed into the firm.

Workforce Planning:

• Continuously monitor resourcing requirements against budget and strategic business imperatives

Performance and Talent Management:

• Promoting the performance culture and encouraging line managers and employees to take ownership of individual and team performance.
• Train and/or upskill Line Managers and Employees on the management of performance in order to build organizational capacity to perform and deliver the firm's strategy.
• Ensure adherence to Performance Management cycles in order to drive a high-performance organization.
• Partner with business to develop and manage the succession pipeline.
• Apply HC systems and practices to support the business in sourcing, developing, and driving the productivity of employees.
• Intervene between line managers and employees on performance-related disputes.
• Support the business in managing career conversations between employees and line managers in order to ensure delivery of the employee value proposition and retention of critical talent.

Employee Engagement & Change Management:

• Providing expert advice and support to line managers & employees on all HR-related issues as appropriate.
• Proactively developing and promoting feedback mechanisms for employees to influence the continuous improvement of HR services and processes.
• Act as the lead Change Champion for any business transformation activities
• Support the Head of HC in leading employee engagement diagnostic processes
• Partner with the business leadership to implement plans that shift the dial on a positive employee experience
• Apply HC legislation & policies when advising Line managers and employees in order to maintain harmony within the workplace.

HC Analytics:

• Generate and deliver accurate and meaningful people reports monthly, to the Head of Human Capital.
• Generate insights that drive the effective management of employees in order to ensure productivity and attainment of business goals.
• Connect HC data with business data to demonstrate an aspect of the firm that business leaders should be informed about to help them make decisions.

Labour Relations Advisory:

• Handling of disciplinary and grievances matters in areas of responsibility
• Collaborate with the legal team to interpret human resources administrative policies, advising employees and management on complaint investigation, progressive discipline, and employee grievances.

Compliance and Governance:

• Execute tasks in adherence to all relevant regulatory and business practices.
• Active risk management by applying and promoting a culture of ongoing detection and resolution of Statutory and regulatory compliance breaches

Stakeholder Management:

• Build and manage objective working relationships with various stakeholders with the aim of being recognized as a trusted advisor and living the PwC values.
• Communicate effectively and ensure closed-loop feedback to stakeholders, to maintain and enhance the HC team brand of client-centricity

Qualifications and Experience

• A first degree or equivalent in Social Science, Human Resources Management, Business Administration, Industrial Psychology, or related field is required
• Minimum of 5 years post NYSC (with at least 2 years supervisory/managerial) generalist experience in human resource management, with a demonstrable working knowledge of end-to-end employee lifecycle management in multiple human resource disciplines.
• An active membership of HR Professional Bodies such as Chartered Institute of Personnel Management (CIPMN), CIPD, etc is a strong preference.

Application Closing Date
9th November, 2024.

How to Apply
Interested and qualified candidates should:
Click here to apply online