Our client is one of Nigeria's leading pension fund administrators, recognised for delivering innovative retirement solutions, exceptional customer service, and sustainable value to millions of contributors. With a strong commitment to governance, operational excellence, and digital transformation, the organisation continues to strengthen its position within the financial services industry through innovation, people, and technology.

As part of its continued growth and transformation agenda, the organisation seeks an accomplished and forward-thinking Head, Human Resources & Corporate Services to lead its people strategy, organisational development, and corporate services functions while fostering a high-performance, technology-enabled workplace.

The Head, Human Resources & Corporate Services will provide strategic leadership for the organisation's people, administrative, and corporate support functions, ensuring that human capital strategies, policies, and operational practices effectively support the organisation's business objectives.

Reporting to executive leadership, the successful candidate will be responsible for developing and implementing progressive people strategies that strengthen organisational capability, enhance employee engagement, improve operational efficiency, and ensure compliance with regulatory and corporate governance requirements, including those of the National Pension Commission (PenCom).

This role will play a pivotal part in driving organisational transformation by embedding digital capabilities, promoting AI-enabled ways of working, strengthening leadership effectiveness, and creating a workplace culture that supports innovation, collaboration, accountability, and exceptional customer experience.

Key Responsibilities

Strategic Human Resources Leadership

• Develop and execute an integrated human resources strategy aligned with the organisation's strategic objectives.
• Serve as a trusted adviser to Executive Management on workforce planning, organisational effectiveness, talent strategy, and culture transformation.
• Partner with business and technology leaders to build a future-ready workforce capable of leveraging digital technologies, artificial intelligence, and automation to improve productivity and service delivery.
• Lead organisation-wide initiatives that strengthen employee engagement, innovation, accountability, and high performance.
• Drive organisational effectiveness through workforce planning, resource optimisation, and change management initiatives.

Talent Acquisition, Management & Succession Planning

• Lead end-to-end talent acquisition strategies to attract and retain high-performing professionals.
• Develop and implement talent management and succession planning frameworks that strengthen leadership pipelines.
• Oversee executive and senior management talent reviews and succession planning.
• Build employer branding initiatives that position the organisation as an employer of choice.

Performance Management & Organisational Culture

• Lead the design and implementation of technology-enabled performance management systems.
• Ensure performance objectives are aligned with organisational priorities.
• Support business leaders in managing employee performance and development.
• Foster a culture of continuous improvement, innovation, accountability, and collaboration.
• Champion diversity, equity, inclusion, and employee experience initiatives.

Learning, Leadership Development & Capability Building

• Develop enterprise-wide learning and development strategies.
• Implement leadership development programmes, digital learning platforms, and career development initiatives.
• Identify organisational capability gaps and implement targeted interventions.
• Promote continuous learning and future skills development across the organisation.

Organisation Development & Change Management

• Lead organisational design and workforce transformation initiatives.
• Drive change management programmes that improve organisational agility and business performance.
• Strengthen organisational capability through effective workforce planning and productivity improvement initiatives.

Employee Relations & Employee Experience

• Provide strategic oversight of employee relations and workplace engagement initiatives.
• Lead grievance management, disciplinary processes, conflict resolution, and employee welfare programmes.
• Promote an inclusive, respectful, and high-performing workplace culture.
• Drive initiatives that position the organisation as an employer of choice.

Compensation, Benefits & Rewards

• Develop and oversee competitive reward and recognition strategies.
• Lead compensation benchmarking, salary reviews, and remuneration planning.
• Ensure payroll, benefits, and employee insurance programmes are administered accurately and in compliance with regulatory requirements.
• Recommend reward strategies that support attraction, retention, and performance.

HR Governance, Compliance & Operations

• Develop, review, and implement HR policies, procedures, and governance frameworks.
• Ensure compliance with labour legislation, PenCom regulations, and corporate governance requirements.
• Drive HR process optimisation and digital transformation initiatives.
• Oversee HR analytics and reporting to support data-driven decision-making.
• Maintain accurate employee records and HR information systems.

Corporate Services & Administration

• Provide strategic oversight of the organisation's administrative and corporate support functions.
• Oversee office administration, facilities management, workplace services, fleet management, travel administration, and front office operations.
• Supervise vendor management, contract administration, and service delivery standards.
• Coordinate administrative budgets, invoice processing, and cost optimisation initiatives.
• Ensure effective management of workplace health, safety, security, and employee wellbeing programmes.

People Operations & Workforce Planning

• Lead workforce planning initiatives to ensure the organisation maintains optimal staffing levels.
• Oversee recruitment operations and onboarding processes.
• Develop and manage the annual learning and development budget.
• Support annual HR planning and organisational resource allocation.
• Drive continuous improvement across all HR operational processes

Requirements

Qualifications & Experience

• Bachelor's degree in Human Resources, Business Administration, Industrial Relations, or a related discipline.
• Master's degree in Human Resources, Business Administration, or a related field is an advantage.
• Professional certification such as CIPM, CIPD, SHRM, or HRCI is required.
• Minimum of 15 years' progressive human resources experience, with at least 7 years in a senior leadership or business partnering role.
• Demonstrated experience within the pension, financial services, banking, or other highly regulated industries.
• Strong understanding of Nigerian labour laws, corporate governance principles, and PenCom regulatory requirements.
• Proven experience advising executive leadership and Boards on strategic people matters.
• Demonstrated success leading organisational transformation, culture change, and talent management initiatives.

Key Competencies

• Strategic Human Capital Management
• Business Partnering & Executive Advisory
• Organisational Development & Change Management
• Talent Acquisition & Succession Planning
• Leadership Development & Capability Building
• Performance Management
• Employee Relations & Workplace Culture
• Compensation & Reward Management
• HR Operations & Shared Services
• Corporate Services & Administration
• Digital HR Transformation
• AI & Workforce Productivity Enablement
• Data Analytics & Evidence-Based Decision Making
• Governance, Risk & Regulatory Compliance
• Financial & Commercial Acumen
• Stakeholder Management & Influencing Skills
• Excellent Communication & Interpersonal Skills
• High Ethical Standards, Integrity & Confidentiality
• Strong Problem-Solving and Decision-Making Ability
• Results-Oriented Leadership