People Operations Manager

We’re Hiring: People Operations Manager | Strivolabs People. Processes. Performance. Operational Excellence. At Strivolabs, we believe high-performing organisations are built through exceptional people, well-designed systems, and consistent operational discipline. We are looking for a highly organised, execution-driven, and people-oriented People Operations Manager to oversee the day-to-day people operations of our growing organisation. This is a hands-on operational leadership role for someone who can turn HR policies into working systems, maintain organisational discipline, ensure employee accountability, and deliver a seamless employee experience. We need someone who doesn’t simply manage people processes but ensures they actually work. Role Overview The People Operations Manager will be responsible for the operational execution of the employee lifecycle, HR administration, employee experience, workforce coordination, attendance management, performance processes, HR systems, and internal people-related workflows. Working closely with leadership and departmental managers, the successful candidate will ensure that Strivolabs has the people, processes, documentation, and operational structure required to function efficiently and scale sustainably. Key Responsibilities 1. Employee Lifecycle & HR Administration * Manage the end-to-end operational employee lifecycle, from onboarding to offboarding. * Ensure all employees have signed contracts, job descriptions, policy acknowledgements, and complete personnel files. * Coordinate onboarding, induction, probation tracking, confirmation, contract renewals, transfers, and exits. * Maintain an accurate employee database, organisational chart, and reporting structure. * Ensure employee records are updated promptly following changes in role, salary, reporting line, or employment status. * Maintain a centralised HR documentation and records management system. * Ensure HR administrative processes are completed accurately and within agreed timelines. 2. Attendance, Leave & Workforce Management * Implement and maintain attendance, punctuality, leave, and employee availability management systems. * Track employee attendance, absenteeism, lateness, leave balances, and approved time off. * Ensure leave requests and attendance exceptions are properly documented and approved. * Monitor compliance with working hours, attendance expectations, and internal policies. * Escalate persistent attendance issues and coordinate appropriate corrective action. * Maintain accurate attendance records for payroll processing. * Coordinate workforce scheduling, departmental availability, and operational staffing requirements where necessary. 3. Performance Management & Accountability * Coordinate the implementation of company-wide performance management processes. * Ensure employees have clearly defined KPIs, objectives, and deliverables. * Maintain performance tracking systems and follow up on outstanding reviews. * Coordinate probation reviews, confirmation assessments, periodic performance reviews, and performance improvement plans. * Track departmental performance review completion and escalate overdue assessments. * Support managers in documenting employee performance, feedback, and improvement requirements. * Monitor employee accountability and adherence to agreed deliverables. * Maintain performance records and support management decisions relating to development, promotion, and corrective action. 4. Recruitment Operations & Workforce Coordination * Coordinate recruitment activities across the organisation. * Manage interview scheduling, candidate communication, assessments, reference checks, and recruitment documentation. * Ensure hiring managers follow structured recruitment processes. * Track vacancies, recruitment progress, approved headcount, and onboarding timelines. * Maintain candidate databases and talent pipelines. * Coordinate employment offers, documentation, and pre-employment requirements. * Support workforce planning and recruitment reporting. * Ensure new hires are fully prepared and integrated before commencing their roles. 5. Payroll & Compensation Administration * Coordinate monthly payroll preparation and submission with Finance. * Maintain accurate salary records, employee allowances, deductions, benefits, and approved compensation changes. * Reconcile attendance, leave, and other payroll inputs before submission. * Ensure salary changes, bonuses, deductions, and other adjustments have appropriate approvals. * Track employee salary advances, loans, and other authorised payroll-related obligations where applicable. * Ensure payroll documentation is accurate, confidential, and submitted within agreed deadlines. * Support employee queries relating to payroll, compensation, and benefits. 6. Employee Relations & Workplace Discipline * Serve as a primary point of contact for employee concerns, grievances, and workplace issues. * Coordinate disciplinary processes, investigations, warnings, hearings, and documentation. * Ensure employee issues are handled promptly, fairly, confidentially, and consistently. * Support managers in resolving workplace conflicts and enforcing company policies. * Maintain records of employee incidents, grievances, disciplinary actions, and resolutions. * Monitor adherence to workplace standards, professional conduct, and company policies. * Escalate sensitive employee matters to leadership or Legal where appropriate. 7. Employee Experience, Engagement & Culture * Coordinate employee engagement initiatives and internal culture-building activities. * Support employee recognition, wellbeing, and retention programmes. * Organise company meetings, employee communications, team engagement activities, and internal events. * Ensure employees understand company policies, values, expectations, and organisational priorities. * Gather employee feedback and identify opportunities to improve the employee experience. * Promote professionalism, ownership, collaboration, and accountability. * Support a workplace culture that reflects Strivolabs’ standards and values. 8. HR Systems, Policies & Process Improvement * Implement and maintain efficient HR systems, workflows, trackers, and digital tools. * Develop and maintain HR SOPs, checklists, templates, and operational procedures. * Identify gaps in existing HR processes and implement practical improvements. * Automate repetitive HR administrative activities where possible. * Ensure HR approval workflows are clearly defined and consistently followed. * Maintain accurate and accessible HR documentation. * Ensure HR processes comply with applicable Nigerian employment legislation and company policies. * Support data protection, confidentiality, and secure employee information management. 9. Learning & Development Coordination * Coordinate employee training, onboarding sessions, and internal development programmes. * Maintain training calendars, attendance records, and development documentation. * Identify training needs in collaboration with departmental managers. * Track training completion and employee development activities. * Support management and leadership development initiatives. * Maintain records of certifications, training outcomes, and employee competencies. 10. HR Reporting & Management Support * Prepare regular HR operational reports and dashboards. * Track headcount, attendance, attrition, recruitment, onboarding, probation, and performance reviews. * Maintain employee movement and workforce change reports. * Monitor HR process completion and outstanding actions. * Provide management with accurate people-related data and operational insights. * Maintain an HR action tracker and follow up on outstanding employee or departmental obligations. * Identify people-related operational risks and recommend corrective actions. Key Deliverables The People Operations Manager will be responsible for ensuring: * Complete and up-to-date employee documentation. * Timely onboarding and offboarding for all employees. * Accurate attendance, leave, and payroll records. * Consistent tracking of employee performance and probation. * Effective recruitment and onboarding coordination. * Timely employee contract renewals and confirmation processes. * Properly documented employee relations and disciplinary matters. * Functioning HR systems, trackers, and approval workflows. * Monthly HR operational dashboards and management reports. * Effective employee communication and engagement. * Improved HR process efficiency and employee accountability. Requirements & Qualifications * Bachelor’s degree in Human Resources, Business Administration, Management, Industrial Relations, or a related discipline. * 4–7+ years of experience in HR Operations, People Operations, or Human Resources. * Demonstrable experience managing employee lifecycle processes and HR administration. * Strong knowledge of recruitment coordination, attendance management, payroll administration, employee relations, and performance management. * Experience maintaining HRIS platforms, employee databases, payroll systems, and digital HR workflows. * Strong understanding of Nigerian employment practices and HR compliance. * Excellent documentation, reporting, and process management skills. * Proficiency in Microsoft Office, Google Workspace, and HR technology tools. * Strong organisational skills and exceptional attention to detail. * Excellent communication, interpersonal, and stakeholder management skills. * Ability to manage multiple priorities while maintaining accuracy and operational discipline. The Ideal Candidate You are a systems-oriented people professional who enjoys making organisations work better. You are proactive, detail-oriented, dependable, and comfortable holding people accountable to established standards. You understand that effecti