Human Resources Lead

We’re Hiring: Human Resources Lead | Strivo Global Build the People Infrastructure Behind a Growing Group of Businesses. At Strivo Global, we are building a growing portfolio of businesses spanning technology, digital services, recruitment, workforce solutions, and other commercial ventures. We are looking for an exceptional Human Resources Lead to establish, lead, and manage the Human Resources function across our companies and subsidiaries. This is a senior group-level leadership position for someone who understands how to build scalable HR systems across multiple businesses, balance central governance with subsidiary-level execution, and ensure that every company operates with strong people management standards. We need someone who can execute operationally, advise leadership, and build the organisational infrastructure required to support sustained growth. Role Overview The Group Human Resources Lead will own the group-wide people strategy, HR governance, workforce planning, talent acquisition, performance management, employee relations, compensation frameworks, HR operations, and organisational development across subsidiaries. The role will establish a centralised HR function that provides consistent policies, systems, processes, and oversight while ensuring that individual businesses receive the people support required to achieve their operational and commercial objectives. The successful candidate will work closely with subsidiary heads, departmental managers, Finance, and Operations. Key Responsibilities 1. Group HR Strategy & Governance * Develop and implement a comprehensive Group Human Resources strategy aligned with Strivo Global’s growth plans and business objectives. * Establish group-wide HR policies, standards, frameworks, and operating procedures. * Ensure consistency in people management practices across all subsidiaries. * Develop clear HR governance structures, approval matrices, and reporting requirements. * Establish centralised HR oversight while supporting the operational requirements of individual businesses. * Advise Group Leadership on organisational design, workforce strategy, talent risks, succession planning, and people-related decisions. * Lead group-wide organisational restructuring, workforce optimisation, and people transformation initiatives. * Ensure subsidiaries comply with group HR policies and employment requirements. 2. Group Workforce Planning & Organisational Design * Lead group-wide manpower planning and workforce forecasting. * Develop annual headcount plans and workforce budgets in collaboration with subsidiary leadership and Finance. * Establish organisational structures, reporting lines, job families, role definitions, and grading frameworks. * Review staffing requirements across subsidiaries and identify opportunities for shared resources or workforce optimisation. * Ensure all roles have approved job descriptions, clear reporting lines, and measurable performance expectations. * Support new business launches, acquisitions, expansions, and restructuring through workforce planning. * Maintain an accurate group organisational chart and workforce database. 3. Group Talent Acquisition & Recruitment * Establish and lead a centralised recruitment function supporting all subsidiaries. * Develop group-wide recruitment standards, processes, and approval workflows. * Coordinate recruitment priorities with subsidiary heads and departmental managers. * Oversee recruitment across technical, professional, commercial, administrative, and operational positions. * Establish recruitment SLAs, hiring KPIs, candidate assessment frameworks, and recruitment reporting. * Build group-wide talent pipelines and strategic recruitment partnerships. * Ensure recruitment is aligned with approved headcount and compensation budgets. * Monitor recruitment quality, hiring timelines, candidate experience, and cost efficiency. * Develop internal mobility and talent-sharing mechanisms across group companies. 4. Group Performance Management & Accountability * Design and implement a group-wide performance management framework. * Ensure every employee across subsidiaries has defined KPIs, deliverables, and performance expectations. * Establish consistent performance review cycles, probation assessments, and confirmation processes. * Monitor performance management implementation across all businesses. * Hold subsidiary leaders accountable for employee performance management and review completion. * Develop performance improvement frameworks and escalation processes. * Support leadership in promotion, succession, retention, and underperformance decisions. * Establish group-wide performance standards that reinforce accountability and measurable outcomes. 5. Group HR Operations & Shared Services * Establish and manage centralised HR shared services across subsidiaries. * Standardise employee onboarding, documentation, contract management, confirmation, and offboarding processes. * Implement a group-wide HRIS and central employee database. * Ensure accurate employee records, employment documentation, and HR reporting. * Establish service delivery standards for HR support across all businesses. * Oversee attendance, leave, employee movements, and HR administrative processes. * Develop HR operational dashboards and group reporting systems. * Ensure HR processes are executed consistently, accurately, and within agreed timelines. * Identify opportunities to automate HR processes and improve operational efficiency. 6. Group Compensation, Payroll & Benefits * Develop group-wide compensation frameworks, salary bands, job grading, and remuneration policies. * Coordinate payroll governance and monthly payroll processes across subsidiaries in collaboration with Finance. * Ensure subsidiaries maintain accurate employee compensation records and approved salary structures. * Review compensation changes, promotions, allowances, and benefits for appropriate approvals. * Support workforce cost forecasting, salary benchmarking, and compensation planning. * Establish payroll controls, reconciliation procedures, and confidentiality standards. * Coordinate employee benefits, pensions, and applicable statutory employment obligations. * Monitor payroll accuracy, timeliness, and compliance across the group. 7. Employee Relations, Discipline & Group Culture * Establish group-wide employee relations and disciplinary frameworks. * Oversee complex employee grievances, investigations, disciplinary cases, and workplace conflicts. * Ensure consistent and fair application of employee policies across subsidiaries. * Support subsidiary leadership in managing employee performance and conduct. * Establish group-wide standards for professional conduct, integrity, workplace behaviour, and accountability. * Develop employee engagement, recognition, retention, and wellbeing programmes. * Promote a cohesive group culture while respecting the distinct identities of individual businesses. * Escalate material employee risks and sensitive matters to Group Leadership. 8. Leadership Development & Talent Management * Develop group-wide talent management and succession planning frameworks. * Identify critical roles, leadership gaps, and high-potential employees. * Establish career development and internal mobility frameworks. * Develop leadership training and management development programmes. * Support subsidiary heads in strengthening managerial capability. * Build talent pipelines for critical leadership and specialist positions. * Coordinate learning and development initiatives across the group. * Monitor employee capability development and succession readiness. 9. HR Compliance, Risk & Employment Governance * Ensure group HR practices comply with applicable Nigerian employment legislation and relevant regulatory requirements. * Establish employment documentation and compliance standards across subsidiaries. * Oversee HR policy compliance, employee records, contracts, and statutory employment documentation. * Coordinate employment-related compliance requirements with Finance and Legal. * Ensure appropriate data protection and confidentiality controls over employee information. * Monitor HR-related risks and implement appropriate mitigation measures. * Maintain documentation for audits, investigations, and compliance reviews. * Ensure subsidiaries implement relevant group HR policies and employment standards. 10. HR Technology, Analytics & Group Reporting * Implement and maintain group-wide HR systems, employee databases, and digital workflows. * Develop consolidated HR dashboards and group workforce reports. * Monitor group headcount, recruitment, attrition, performance, attendance, payroll, and workforce costs. * Establish HR KPIs and reporting standards for subsidiary leadership. * Produce monthly group HR reports highlighting workforce trends, operational performance, risks, and recommendations. * Maintain accurate group workforce data and organisational structures. * Use workforce analytics to support management decisions and improve organisational effectiveness. Key Deliverables The Group Human Resources Lead will be accountable for: * A fully operational Group HR function and shared services structure. * Standardised HR policies and procedures across subsidiaries. * Accurate group-wide employee database and organisational chart. * Approved workforce plans and headcount budgets. * Consistent recruitment and onboarding processes. * Group-wide KPI and performance management implementation. * Standardised compensation and job grading frameworks. * Effective employee relations and disciplinary governance. * Timely payroll coordination and workforce cost reporting. * Group-wide HR compliance and employment documentation. * Leadership development and succession planning frameworks. * Monthly consolidated HR dashboards and management r