• Application Deadline:
• Position: Deputy Director, Human Resources


• Job Type Full Time


• Qualification MBA/MSc/MA


• Experience 10 years


• Location Kano


• Job Field Human Resources / HR 
  

Purpose of the position 

• The HR Deputy Director will provide strategic leadership and direction across eHealth Africa, EHA, clinics, and eHA Impact Ventures.


• Working closely with the C-suite, executive team, and Board of Directors, this role will ensure that HR strategies are aligned with business objectives, promoting organizational growth and sustainability.


• The HR Deputy Director will lead high-level workforce planning, recruitment, talent development, performance management, compensation & benefits, and compliance while fostering a dynamic and inclusive workplace culture.

What you’ll do  

• To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Other duties may be assigned.

Strategic Leadership & Collaboration:

• Act as a strategic partner to the EHA Group leadership and the Board of Directors to ensure that HR initiatives align with organizational objectives across all entities.


• Provide high-level strategic input on workforce planning, talent management, and organizational development, influencing decisions that impact long-term growth and sustainability.


• Lead organizational change management and transformation, ensuring the HR function supports and drives innovation across the group.


• Productivity Optimization: Lead initiatives to enhance overall workforce productivity, ensuring alignment with organizational goals and operational efficiency.

Talent Acquisition & Recruitment:

• Oversee the entire recruitment process, from sourcing, interviewing, and onboarding to ensuring the acquisition of top talent.


• Develop and execute recruitment strategies that attract and retain talent, aligning with the future staffing needs of the organization’s various entities.


• Collaborate with leadership to forecast staffing demands, ensuring a well-prepared workforce that can meet strategic and operational goals.

Strategic Alignment of Job Descriptions:

• Job Description Alignment: Ensure job descriptions reflect the skills, competencies, and expectations for each role and align with performance management and succession planning strategies.


• Work closely with department heads to maintain accuracy and strategic alignment of job descriptions with business goals.


• Use job descriptions operationally for compensation benchmarking, payroll classification, and benefits eligibility, ensuring compliance with local labor laws.

Learning & Development (L&D):

• Training and Development: Design and implement robust learning and development programs tailored to the unique needs of the non-profit, healthcare, and social impact sectors.


• Conduct training needs assessments to address skill gaps, fostering a culture of continuous improvement and career growth.


• Oversee the effectiveness of training initiatives, aligning them with organizational objectives and employee development.

Performance Management System (PMS):

• Lead the performance management process, including KPI setting, appraisals, and feedback mechanisms to drive a high-performance culture.


• Develop and implement performance improvement plans and career development pathways, ensuring alignment with organizational goals.


• Foster a feedback-rich environment to promote continuous performance improvement and employee engagement.

Succession Planning:

• Talent Pipeline: Develop and manage succession planning initiatives to ensure the organization has a robust pipeline of future leaders across all sectors.


• Identify and groom high-potential employees for leadership roles, facilitating career growth opportunities and leadership development.


• Work closely with senior management to align succession planning with strategic growth and long-term organizational needs.

Data-Driven HR Decisions & Analytics:

• HR Analytics: Leverage HR data and analytics to provide insights into workforce trends, productivity, employee engagement, and talent acquisition.


• Utilize predictive analytics to forecast staffing needs, assess employee turnover, and inform talent management strategies, ensuring data-driven decision-making across HR functions.


• Develop dashboards and reports for the executive team and Board of Directors, offering actionable insights to improve organizational performance and workforce planning.

Payroll & Administrative Oversight:

• Oversee payroll processing to ensure accurate and timely payments while ensuring payroll data is aligned with HR systems and business needs.


• Manage key HR administrative tasks, including employee records management, HR document processing, and data accuracy within HRIS systems.


• Ensure proper reporting and compliance with organizational and legal standards, maintaining robust HR operations.

HR Compliance & Risk Management:

• Ensure HR policies and practices comply with local, regional, and international labor laws, managing audits and compliance checks to uphold organizational integrity.


• Conduct regular audits of HR systems and policies, updating practices as necessary to reflect changes in legal and organizational standards.


• Oversee all regulatory HR compliance, ensuring proactive risk management and adherence to evolving labor regulations.

Employee Relations & Engagement:

• Foster a positive workplace culture by leading employee relations initiatives, handling grievances, conflict resolution, and supporting managers on employee relations matters.


• Implement strategies to enhance employee engagement, satisfaction, and retention across all entities, promoting a unified and motivated workforce.


• Champion initiatives to create an inclusive, equitable, and diverse work environment that aligns with organizational values.


• Conflict Resolution: Act as a mediator in high-level employee disputes, providing expert guidance on conflict resolution strategies to foster a harmonious and collaborative work environment across all entities.

Who you are

• Education: Master's degree in Human Resources, Business Administration, or related field; Master’s degree preferred.


• Experience: A minimum of 10 years of experience, including at least five years in a leadership role, is desirable. Experience across diverse sectors such as non-profit, healthcare, and social impact organizations is also desirable.


• Proven ability to work closely with C-level executives and Boards of Directors, providing strategic HR leadership in complex, fast-paced environments.


• Expertise: Deep knowledge of workforce planning, talent management, L&D, compensation, benefits, and compliance, with the ability to align HR strategies with organizational objectives.


• Leadership Skills: Strong leadership abilities, including experience managing large, diverse teams and HR functions in multi-entity organizations.


• Compliance Knowledge: Solid understanding of labor laws and regulations in the regions where EHA Group operates, with a track record of ensuring compliance and managing risk.


• Technology: Proficient in HRIS systems and data management, able to oversee system implementations and optimization.


• Professional certification in People Management

Additional Requirements:

• May frequently travel between company worksites.


• Presents a professional demeanor at all times.  Approaches others in a tactful manner.  Reacts well under pressure. Treats others with respect and consideration, regardless of their status or position.  Accepts responsibility for their actions.  Follow through on commitments.


• Participates in and promotes a positive, supportive, cooperative team environment.


• Attends and participates in staff meetings, training classes and supervision.


• Adheres to Policies and Procedures.


• Adheres to the eHealth Africa Code of Conduct as well as the ethical standards of the field.

Compensation & Benefits

• Compensation Strategy: Develop, implement, and manage competitive compensation structures and benefits programs that align with industry benchmarks and organizational strategy.


• Collaborate with leadership to ensure that compensation and benefits structures support overall business objectives and attract top talent.


• Ensure compliance with local labor laws in all compensation and benefits practices, conducting regular reviews and updates as needed.