• Application Deadline:
• Position: HR Manager (Performance & Learning)



• Job Type Full Time



• Qualification BA/BSc/HND , MBA/MSc/MA



• Experience 6 - 8 years



• Location Lagos




• Job Field Human Resources / HR 
  
  

Job Purpose

• To implement, coordinate, and optimize the Organization’s Performance Management, Promotion, and Training frameworks as approved by the Head, People & Culture, ensuring operational excellence, policy compliance, data integrity, and measurable workforce productivity.


• The role serves as the custodian of performance and learning processes, providing structured analytics and insights to support strategic workforce decisions and sustainable organizational growth.

Key Responsibilities

Performance Management Operations:

• Implement and administer the Balanced Scorecard (BSC) framework across the organization.


• Coordinate quarterly performance reviews and bi-annual comprehensive appraisals.


• Ensure timely completion, documentation, and submission of all appraisal forms.


• Collate appraisal results and categorize outcomes (promotion, confirmation, performance improvement, sanctions).


• Maintain performance tracking database and ensure data accuracy and integrity.


• Serve as Secretary to the Appraisal Review Committee (ARC).


• Monitor compliance with appraisal controls and documentation standards.


• Track sanctions and commendations and apply score adjustments in line with policy guidelines.


• Manage performance appeals process and escalate matters to the Head, People & Culture where required.


• Provide structured performance analytics and trend reports to support executive decision-making.

Promotion & Career Progression Administration:

• Monitor minimum tenure requirements and promotion eligibility in accordance with policy.


• Prepare promotion ranking documentation and structured analysis for review and approval.


• Validate promotion recommendations against policy criteria and organizational structure.


• Maintain promotion records and career progression dashboards.


• Support succession data preparation and workforce readiness analysis.

Training & Learning Operations:

• Conduct annual and quarterly Training Needs Analysis (TNA) in collaboration with department heads.


• Develop and manage the annual training calendar approved by the Head, People & Culture.


• Coordinate internal and external training programs and logistics.


• Manage allocated training budget and vendor relationships.


• Maintain Individual Development Plans (IDPs).


• Conduct post-training assessments and track learning effectiveness.


• Prepare training ROI and impact reports to inform strategic workforce planning.

Policy Governance & Compliance:

• Ensure consistent application of performance grading standards.


• Monitor adherence to promotion and appraisal timelines.


• Maintain documentation integrity and audit readiness.


• Provide guidance to managers on appraisal documentation standards.


• Work within established policy frameworks and support continuous improvement in partnership with the Head, People & Culture.


• Identify opportunities to enhance performance and learning processes and collaborate on approved refinements.

HR Data, Reporting & Workforce Insights:

• Generate quarterly workforce performance analytics reports.


• Identify recurring performance trends and organizational risk indicators.


• Maintain HRIS data accuracy relating to performance and learning.


• Provide dashboards and insight reports to support strategic workforce planning.


• Prepare promotion analysis and structured recommendations to facilitate informed Management decisions.

Regional HR Operational Support (Southwest):

• Provide operational HR support for the Southwest region as required.


• Step into core HR operations periodically to conduct staff data audits.


• Conduct compliance spot checks on attendance, documentation, and employee welfare standards.


• Ensure accuracy, policy adherence, and overall process integrity across locations.

Ideal Candidate Profile

Education:

• Bachelor’s degree in HR, Business Administration, Psychology, or related fields


• Professional certification (CIPM, SHRM, CIPD) preferred


• Master’s degree is an added advantage

Experience:

• 6 - 8 years progressive HR experience


• Minimum 3 years managing performance management systems


• Experience implementing Balanced Scorecard framework


• Experience coordinating training programs and TNA processes


• Exposure to promotion governance and appraisal committees.