Senior Human Resource Executive

AI summary

Structured Resource Business Limited is hiring a Senior Human Resource Executive in Ikoyi, Lagos on a full-time basis. The role covers strategic HR business partnering, talent acquisition, onboarding, employee lifecycle management, HR operations and HRIS (Odoo), employee relations, and data governance. The position supports workforce planning, recruitment, probation management, offboarding, and HR reporting within a client-focused Nigerian business solutions firm.

• Full-time HR executive role based in Ikoyi, Lagos
• Covers end-to-end recruitment, onboarding, and employee lifecycle management
• Requires HRIS ownership and reporting using Odoo
• Involves strategic workforce planning and employee relations

Original source description

Senior Human Resource Executive at Structured Resource Business Limited ⏲ Sep 2, 2026, 8:07 AM ⋕ View all Oil & Gas jobs Structured Resource Business Limited is a product of its founders desire to efficiently provide business solutions and market access to American, European and Asian organisations, who are looking to enter into the Nigerian and West African market place with products and services. We provide both practical and profitable business solutions to a broad range of Nigerian businesses and pride ourselves on placing clients first and providing value for money. Structured Resource was founded in 2004 to address the need for a reliable, customer oriented partner organisation in Nigeria and across the West African region. The founders and partners are former Business Managers, Telecom Build Engineers, Bankers, Scientists, Software Engineers and Systems Architects based in Nigeria, America, Sweden and the United Kingdom. We boast a strong network of contacts throughout industry in both national and international arenas, with strong links with product manufacturers, distributors, suppliers, and sales specialists. We are recruiting to fill the position below: Job Title: Senior Human Resource Executive Location: Ikoyi, Lagos Employment Type: Full-time Accountabilities (Responsibilities) Strategic HR Business Partnering: Support succession planning and build talent pipelines for business-critical roles. Advise line managers on people-management practice, performance issues, and team effectiveness. Collaborate with the HR & Admin Manager to translate business priorities into practical HR action plans. Provide data-driven insights to management on attrition risk, staffing gaps, cost-to-hire, and span of control to support decision-making. Partner with the HR & Admin Manager and department heads on workforce planning, organisational design, and headcount/budget planning aligned to business growth. Champion change management for organisational initiatives - restructuring, process changes, and new policy roll-outs. Talent Acquisition & Workforce Planning: Build a talent pipeline for critical/hard-to-fill roles and strengthen the company’s brand and candidate experience. Track and report recruitment metrics - time-to-fill, cost-per-hire, offer-acceptance rate, quality-of-hire, source effectiveness, and recommend improvements. Ensure recruitment practice complies with labour law and internal equal-opportunity standards. Manage end-to-end recruitment: Job postings, sourcing, screening, interview coordination, assessment, and offer administration. Onboarding & Employee Lifecycle Management: Own the probation-confirmation process end-to-end, including performance sign-off with line managers. Maintain accurate, audit-ready employee files and lifecycle documentation. Coordinate offboarding/exit: exit interviews, clearance, knowledge transfer, liaison with Finance on final settlement, and analysis of exit trends to inform retention strategy. Implement and continuously improve the structured onboarding journey: pre-boarding, documentation, orientation, system set-up, and 30/60/90-day check-ins. HR Operations, HRIS & Data Governance: Track attendance, leave and absence records; flag trends and anomalies to management. Own and continuously improve the HR Information System (Odoo) - workflow automation, data accuracy, access controls, and self-service adoption. Generate timely, accurate HR operational reports and dashboards for leadership. Serve as primary liaison with HRIS/ERP vendors for enhancements and issue resolution. Maintain accurate employee records in line with data-protection requirements: (NDPR). Employee Relations, Engagement & Culture: Support internal communication of HR programmes, policies, and organisational change. Champion diversity, equity and inclusion practice and monitor progress against DEI goals. Act as a trusted, confidential advisor to employees on workplace concerns, escalating appropriately. Design and drive engagement initiatives (surveys, recognition, culture-building) and track their impact on morale and retention. Manage employee-relations casework: Grievances, disciplinary processes, and workplace investigations, in line with policy and labour law. Performance Management & Talent Development: Analyse performance trends and surface insight to management on high performers, underperformers, and succession risk. Coordinate learning & development interventions via identified capability gaps through onboarding and leadership training. Support managers in setting measurable KPIs/OKRs and advise them on effective performance conversations. Drive the end-to-end performance cycle: Goal-setting, mid-year and annual appraisals, calibration support, and documentation. Track training ROI and completion rates; maintain the training calendar and budget tracker. Total Rewards (Compensation, Benefits: & Payroll Support): Monitor pay equity and flag anomalies for management review. Administer benefits: and welfare programmes (HMO, pension, leave allowance, other perquisites) and manage provider relationships. Support salary benchmarking, job evaluation, and compensation review cycles to ensure internal equity and external competitiveness. Conduct periodic market/salary surveys to inform compensation strategy and budget planning. Organisational Development, Analytics & Insights: Build and maintain HR dashboards/scorecards (headcount, attrition, cost-of-hire, engagement, diversity) for leadership reporting. Support the design and roll-out of organisational-development initiatives such as restructuring, culture change, capability building. Conduct employee surveys (engagement, exit, pulse) and translate findings into actionable recommendations. Provide HR analytics and business cases to support strategic workforce decisions. Policy, Compliance & Risk Management: Cascade periodic review and update of the HR policy manual/employee handbook in line with regulatory change and business need. Identify and mitigate HR-related risk (contract gaps, non-compliance exposure, documentation gaps) and escalate to the HR & Admin Manager. Maintain the statutory registrations/remittances calendar in coordination with Finance and external advisers. Ensure full compliance with HR policy, the Nigerian Labour Act, and applicable employment regulation (pension, NSITF, ITF, NHF, tax withholding). Support internal/external HR audits and keep HR records audit-ready. Administrative & Departmental Support: Draft HR-related correspondence - letters, memos, circulars, policy communications. Deputise for the HR & Admin Manager on operational matters as required, ensuring continuity of service to the business. Support the planning and execution of corporate HR events (townhalls, retreats, engagement events). Provide general administrative backstop to the HR/Admin unit as needed. Salary N300,000 - N400,000 per month. How to Apply Interested and qualified candidates should send their CV to: jobs@structuredresource.com using the Job Title as the subject of the email. View all Jobs in Nigeria Ikoyi and 1 other location Ikoyi , Lagos State