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Human Resources
HR Manager
Surulere, LagosOn-siteFull-time₦500,000 – ₦700,000 monthly
The HR Manager will provide leadership and strategic direction for the Human Resources function at Foremost Radiology. The role is responsible for ensuring that the organisation has the right people, structures, policies, systems, and workplace practices to support its business and operational objectives. The HR Manager will serve as a strategic partner to management, providing professional HR advice on workforce planning, organisational structure, employee relations, performance, talent, people risks, and employee experience. The role will lead and oversee the HR team and ensure effective coordination and accountability across key HR workstreams, including recruitment, performance management, learning and development, onboarding, employee engagement, HR operations, and employee relations. The HR Manager will be expected to combine *strategic HR leadership with strong hands-on management*, ensuring that HR policies and frameworks translate into consistent practices across the organisation.
What you'll own
- —1. HR Strategy & Business Partnership
- —• Develop and implement an HR strategy aligned with Foremost Radiology's business and operational objectives.
- —• Partner with management and department heads to identify people-related challenges and provide practical HR solutions.
- —• Advise management on workforce requirements, organisational structure, staffing risks, employee matters, and people-related decisions.
- —• Translate business priorities into appropriate people strategies and HR initiatives.
- —• Monitor emerging workforce issues and proactively recommend solutions.
- —• Provide management with regular insights on workforce trends, people risks, and HR performance.
- —2. Workforce Planning & Organisational Development
- —• Lead workforce planning in collaboration with management and department heads.
- —• Assess current and future staffing requirements based on business growth, operational needs, and organisational priorities.
- —• Review organisational structures, reporting lines, roles, and responsibilities to support operational efficiency.
- —• Identify critical roles and support succession planning and talent continuity.
- —• Review job roles and recommend improvements where responsibilities, accountability, or reporting structures require clarification.
- —• Support management in building an efficient and scalable organisation.
- —3. HR Team Leadership & Workstream Oversight
- —• Provide direction, supervision, and coaching to HR team members.
- —• Establish clear responsibilities, priorities, deliverables, and performance expectations for HR team members.
- —• Oversee the effective delivery of HR workstreams, including recruitment, performance management, L&D, onboarding, employee engagement, and HR operations.
- —• Review HR trackers, reports, and recommendations prepared by HR team members.
- —• Ensure that assigned HR activities are completed accurately and within agreed timelines.
- —• Build the capability of the HR team through coaching, feedback, and continuous improvement.
- —• Foster accountability and collaboration within the HR function.
- —4. Recruitment & Talent Management Oversight
- —• Provide strategic oversight of the recruitment function and ensure staffing needs are aligned with approved workforce plans.
- —• Work with hiring managers to define appropriate staffing requirements and selection criteria.
- —• Ensure recruitment processes are structured, consistent, timely, and aligned with organisational standards.
- —• Review recruitment reports and hiring metrics to identify bottlenecks and workforce gaps.
- —• Participate in the selection of key or sensitive positions where required.
- —• Advise management on talent acquisition, retention, and workforce planning.
- —• Ensure effective talent pipelines are developed for critical roles.
- —5. Performance Management Leadership
- —• Own and continuously improve the organisation's performance management framework.
- —• Ensure departmental objectives, employee KPIs, and performance expectations are aligned with business priorities.
- —• Provide guidance to managers on effective performance management and accountability.
- —• Review performance reports and identify trends, performance gaps, and areas requiring management intervention.
- —• Oversee the implementation of performance improvement plans for underperforming employees.
- —• Support managers in handling performance-related issues fairly and consistently.
- —• Ensure appraisal outcomes inform decisions around development, recognition, progression, and workforce planning.
- —6. Employee Relations & Workplace Management
- —• Lead the management of employee relations matters across the organisation.
- —• Handle complex employee grievances, disciplinary cases, investigations, conflicts, and workplace concerns.
- —• Provide guidance to managers on appropriate approaches to employee-related issues.
- —• Ensure fair, consistent, and documented application of HR policies and disciplinary procedures.
- —• Identify recurring employee relations issues and recommend preventive interventions.
- —• Promote a professional, respectful, accountable, and healthy workplace environment.
- —7. HR Policies, Processes & Compliance
- —• Develop, review, and implement HR policies, procedures, guidelines, and employee-related documentation.
- —• Ensure HR practices are consistent with applicable Nigerian employment laws and regulatory requirements.
- —• Review HR processes periodically and identify opportunities for improvement.
- —• Ensure appropriate documentation and controls are maintained across the employee lifecycle.
- —• Monitor compliance with company policies and recommend corrective action where required.
- —• Keep management informed of significant HR compliance risks and recommended actions.
- —8. Learning & Development Oversight
- —• Establish organisational learning and development priorities based on business and capability needs.
- —• Work with department heads to identify critical skills and capability gaps.
- —• Review and approve L&D plans and ensure they support organisational objectives.
- —• Evaluate the effectiveness and business impact of training initiatives.
- —• Support career development, talent development, and succession planning.
- —• Ensure training outcomes and employee development activities are appropriately documented and monitored.
- —9. Employee Engagement & Organisational Culture
- —• Provide strategic direction for employee engagement and workplace culture initiatives.
- —• Monitor employee feedback, engagement trends, and workplace concerns.
- —• Work with the HR team to develop practical initiatives that improve employee experience and retention.
- —• Ensure employee engagement initiatives are aligned with organisational values and business objectives.
- —• Identify cultural or behavioural issues that may affect productivity, collaboration, or retention.
- —• Advise management on interventions required to strengthen organisational culture.
- —10. Onboarding & Employee Experience Oversight
- —• Establish standards and expectations for an effective employee onboarding experience.
- —• Ensure new employees are properly integrated into the organisation and understand their roles, expectations, policies, and workplace culture.
- —• Monitor onboarding outcomes and identify areas for improvement.
- —• Review probation and confirmation processes to ensure appropriate management follow-up.
- —• Ensure employee experience remains consistent across the employee lifecycle.
- —11. HR Operations & Reporting
- —• Oversee the effective management of core HR operations and employee records.
- —• Ensure HR information and employee documentation are accurate, current, confidential, and properly maintained.
- —• Review HR reports and dashboards to monitor workforce performance.
- —• Track key HR metrics including headcount, turnover, absenteeism, recruitment, performance, employee relations, and engagement.
- —• Prepare and present periodic HR reports and insights to management.
- —• Use HR data to identify trends, risks, and opportunities for improvement.
- —12. Management Advisory & Decision Support
- —• Serve as a trusted HR adviser to the Managing Director and management team.
- —• Provide professional HR recommendations on employee-related decisions.
- —• Support management in making decisions involving staffing, promotions, restructuring, disciplinary actions, compensation, retention, and employee development.
- —• Provide HR input into organisational planning and strategic initiatives.
- —• Maintain confidentiality and professionalism when handling sensitive management and employee matters.
What we need from you
- —Bachelor's degree in Human Resources, Industrial Relations, Business Administration, Psychology, or a related field
- —Minimum 5–7 years of progressive HR experience, with at least 2–3 years in a supervisory or managerial capacity
- —Experience managing the full HR function
- —Strong knowledge of Nigerian employment practices and HR processes
- —Demonstrated experience in recruitment, performance management, employee relations, and HR operations
- —Strategic HR thinking
- —Leadership and people management
- —Employee relations
- —Performance management
- —Recruitment and talent management
- —Policy development and implementation
- —Problem-solving and decision-making
- —Communication and interpersonal skills
- —Conflict management
- —Data analysis and HR reporting
- —Confidentiality and professionalism
- —Strong organisational skills
- —Professional HR certification such as CIPM, SHRM, HRCI, or equivalent (advantageous)
- —Experience in healthcare, diagnostics, medical services, or another structured service environment (advantageous)
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