Senior Human Resource Associate

Daystar Power Group is a Pan-African provider of solar and hybrid power solutions, offering its systems on a Power Purchase Agreement (PPA), fixed monthly fee lease or buy-out basis. All our solutions are accompanied by comprehensive maintenance services, to ensure the solutions run 365 days a year. We are currently operational in several countries including Nigeria, Ghana, Togo, Senegal and Ivory Coast.

We are looking to engage a competent and experienced Senior Human Resources Associate in Lagos, Nigeria, who will serve as a key partner in driving the organisation's people strategy by delivering best-in-class talent management, employee experience, workforce planning, HR analytics, organizational effectiveness, and change management initiatives. We are seeking hard working, motivated, and well-organized individuals with a focus on continuous improvement to exceed expectations.

Daystar Power Group is an equal opportunity employer, committed to promoting diversity and inclusion in the workplace. We prohibit all forms of discrimination and harassment based on race, colour, gender, religion, sexual orientation, national origin, disability, genetic information, pregnancy or any other characteristic protected by federal, state or local law.

Qualified women are encouraged to apply.

Key responsibilities:

1. Talent Acquisition & Workforce Planning

• Lead end-to-end recruitment for critical and strategic roles, including sourcing, competency-based assessments, due diligence, offer management, onboarding, and integration.
• Develop workforce plans with business leaders to support organizational growth and talent requirements.
• Manage talent pipelines, employer branding initiatives, recruitment metrics, job architecture, organizational structures, and recruitment budgets to ensure effective and cost-efficient hiring.

2. Performance Management & Talent Development

• Drive the implementation and continuous improvement of performance management frameworks, including KPI development and alignment with business objectives.
• Advise managers on performance planning, coaching, succession planning, and performance improvement initiatives.
• Support talent reviews, leadership development, career progression, learning interventions, and the development of high-potential employees through data-driven performance insights.

3. HR Analytics & Workforce Insights

• Lead HR analytics and reporting by developing dashboards, scorecards, and workforce insights that support strategic decision-making.
• Analyse key workforce metrics including recruitment, retention, engagement, diversity, productivity, succession readiness, absenteeism, and workforce costs, providing actionable recommendations to management.
• Drive the automation and digitization of HR reporting processes and establish metrics that measure organizational effectiveness and HR impact.

4. Human Resources Operations & Governance

• Oversee HR operations, systems, employee records, workforce data, and documentation, ensuring accuracy, efficiency, compliance, and effective service delivery.
• Lead the development, review, and implementation of HR policies, procedures, and governance frameworks aligned with business and regulatory requirements.
• Manage HR budgets and drive continuous process improvement initiatives that enhance operational effectiveness and employee experience.

5. Employee Relations & Compliance

• Provide expert guidance on employee relations matters, including disciplinary processes, investigations, grievance handling, conflict resolution, and regulatory compliance.
• Advise management on employment legislation, policy interpretation, risk mitigation, and workplace best practices.
• Foster a positive employee experience through proactive engagement, communication, and relationship management initiatives.

6. Organizational Development, Transformation & Change Management

• Lead and support organizational development, transformation, restructuring, and workforce optimization initiatives that enable business growth.
• Drive change management activities related to policies, systems, structures, and business processes while promoting innovation, accountability, and continuous improvement.
• Identify and implement opportunities to standardize, simplify, and automate HR processes using technology and best practices.

7. Leadership & Stakeholder Management

• Act as a trusted HR advisor to business leaders, providing strategic, data-driven recommendations on people-related matters.
• Lead HR projects and cross-functional initiatives with minimal supervision, ensuring successful execution and measurable outcomes.
• Build strong stakeholder relationships, influence decision-making, and contribute to the development of a high-performance culture across the organization.