Summary

Vacancy: 1	Age: 32–45 Years	Location: LAGOS
Salary: ₦350,000–₦600,000,	Experience: Minimum of 7 years	Published: 29 August 2026

Requirements

Education

• Bachelor’s degree or HND in Human Resource Management, Business Administration, Industrial Relations, Psychology, Management or a related discipline. Professional membership or certification from CIPM, SHRM or another recognized human-resource body will be an advantage. Additional training in employment law, recruitment, payroll administration, performance management or organizational development will be an advantage. Good knowledge of Microsoft Office applications and HR information systems is required. Experience/Skills

Experience/Skills

• Minimum of seven years’ progressive experience in human resources and administration, including at least three years in a supervisory or managerial position. Demonstrable experience recruiting drivers, mechanics, technicians, operations personnel and other difficult-to-fill roles. Experience in the transport, logistics, fleet, manufacturing, engineering, hospitality or another labour-intensive industry will be a strong advantage. Strong knowledge of recruitment, interviewing, testing, selection, onboarding, employee documentation and background verification. Practical understanding of Nigerian labour requirements, disciplinary procedures, employee relations and workplace documentation. Experience developing job descriptions, performance scorecards, appraisal systems and measurable KPIs. Ability to analyse operational manpower requirements and prepare practical staffing plans without over-bloating payroll. Strong competence in personnel-record management, leave administration, attendance monitoring and payroll-input verification. Ability to draft professional employment letters, disciplinary notices, internal memoranda, reports and administrative policies. Strong leadership, negotiation, conflict-resolution and communication skills. Good working knowledge of Microsoft Excel, Word and HR or payroll software. Ability to work under pressure, manage competing priorities and meet urgent recruitment deadlines.

Additional Requirements

• Must be honest, firm, discreet and capable of handling confidential employee and management information. Must demonstrate a strong record of recruiting competent personnel within demanding timelines. Must understand that filling vacancies is not sufficient; candidates must be competent, properly verified and suitable for the company’s operational requirements. Must be capable of conducting meaningful reference checks, address verification, guarantor verification and employment-history confirmation. Must ensure that employee guarantors and referees are identifiable, credible and properly documented. Must be willing to verify licences, certifications, identity documents and other credentials presented by applicants. Must be commercially conscious and committed to maintaining a lean, productive and properly structured workforce. Must be proactive, responsive and able to meet clearly assigned deadlines. Must be emotionally intelligent but sufficiently firm to enforce company policies and disciplinary standards. Must be willing to visit terminals, workshops and other company locations when required. Must be available to respond to urgent personnel or administrative matters outside regular working hours when reasonably necessary. Must not misuse employee information, company documents, official letterheads, management signatures, digital credentials or other company property.

Required Competence

• Strategic and operational workforce planning. High-volume and specialized recruitment. Driver, mechanic and technical-personnel sourcing. Candidate testing, interviewing and selection. Background, guarantor, reference and credential verification. Employee onboarding and documentation. Performance management and KPI administration. Labour relations and disciplinary-process management. Payroll-input, attendance and leave administration. Personnel-record and HR database management. Policy drafting and implementation. Corporate and facilities administration. Conflict resolution and employee engagement. Leadership, communication and report writing. Confidentiality, integrity and sound judgement. Cost control and payroll-discipline management.

Responsibilities & Context

• Determine the company’s manpower requirements in consultation with management, operations, fleet maintenance, terminal management and other department heads. Prepare and maintain an approved staffing plan showing required positions, existing personnel, vacancies, recruitment priorities and payroll implications. Recruit competent drivers, mechanics, technicians, terminal managers, operations staff, customer-service personnel, administrative employees and other required personnel within approved timelines. Develop and maintain reliable recruitment channels, including technical institutions, professional bodies, industry networks, online platforms and field-sourcing arrangements. Prepare accurate job descriptions, person specifications, interview guides, practical tests and candidate-evaluation criteria. Conduct structured interviews and coordinate practical assessments for technical and operational candidates. Ensure that no candidate is employed solely on the strength of documents or verbal claims without appropriate verification and assessment. Verify applicants’ identities, residential addresses, employment histories, qualifications, licences, certifications, references, guarantors and other required records. Ensure that drivers’ licences, medical fitness, driving histories and relevant professional credentials are properly reviewed before engagement. Maintain complete recruitment and verification files for every employee. Issue approved employment, probation, confirmation, transfer, promotion, warning, suspension, disengagement and other personnel documents. Coordinate employee onboarding, induction, documentation and deployment. Ensure that employees understand their job descriptions, KPIs, reporting lines, conduct requirements and performance expectations. Maintain accurate and secure physical and electronic personnel records. Monitor attendance, punctuality, absenteeism, leave, duty rosters and other workforce records. Prepare verified monthly payroll inputs, including approved salaries, attendance information, allowances, deductions and employee-status changes. Prevent unauthorized employees, duplicated names, disengaged personnel or unapproved allowances from remaining on the payroll. Develop and administer objective performance-appraisal systems linked to measurable responsibilities and business outcomes. Track probationary employees and ensure that confirmation, extension or disengagement decisions are completed within the required period. Identify underperformance promptly and coordinate performance-improvement plans where appropriate. Advise management on disciplinary matters and ensure that queries, investigations, hearings and sanctions are properly documented. Manage employee complaints, grievances and workplace conflicts professionally and confidentially. Support succession planning, staff development, training and promotion decisions. Review staffing levels regularly and recommend redeployment, restructuring or recruitment where required. Monitor employee turnover and investigate recurring causes of resignation, absenteeism, misconduct and poor performance. Develop and update HR policies, employee handbooks, administrative procedures and standard personnel forms. Ensure compliance with applicable employment, pension, tax, workplace safety and employee-benefit requirements. Coordinate office administration, facilities support, staff welfare, official correspondence, supplies and other assigned administrative functions. Maintain registers for company assets, identification cards, uniforms, keys, devices and other property issued to employees. Ensure that company property and access credentials are recovered when an employee is transferred, suspended or disengaged. Coordinate handover and exit-clearance procedures and ensure that departmental responsibilities are properly transferred. Prepare weekly and monthly reports covering recruitment, vacancies, staffing levels, payroll movements, attendance, disciplinary matters, turnover and performance. Escalate serious employee misconduct, fraud, violence, document falsification, credential irregularities or security concerns immediately. Carry out other HR and administrative responsibilities assigned by management.

Compensation & Other Benefits

• Monthly salary of ₦350,000–₦600,000, subject to experience, professional competence and demonstrated performance. Performance-based career-growth opportunities. Exposure to strategic workforce and organizational-development responsibilities. Applicable statutory and company-approved benefits, subject to the terms of employment and confirmation. Initial appointment will be subject to background verification, reference checks, practical assessment and probation.

Employment Status

Full Time

Job Location

LAGOS