Senior Incident Response Consultant Mandiant Google Cloud

• Recruit and hire new employees: The recruitment process is the cornerstone of the duties of an HR Manager.
  
• Ensure a smooth onboarding process and coordinate additional training with the employee s supervisor and the training manager.
  
• Manage training and development initiatives: HR manager needs to be able to quickly recognize employees talent and potential so that they can provide adequate training to help workers develop their skills.
  
• Keep track of employee performance: The HR manager works with managers from different levels to track and analyze employee performance and be able to provide feedback and guidance to the employee. Goals and objectives both long and short-term need to be clear and transparent, just as the criteria for their successful completion. Quarterly meetings about KPIs and Yearly Performance Reviews will also need to be held.
  
• Manage and improve communication: The HR manager s responsibility is to facilitate and moderate the employee-employer relationship. This is necessary in order to make sure that the company s leadership is able to effectively communicate goals and requirements, and that employees have good conditions to perform well, be creative, and work towards achieving the company s objectives.
  
• The HR manager also needs to help guarantee that communication within (and between) different teams and departments is smooth and work to identify and resolve potential conflicts. Directors oversee general trends, identify areas of improvement, and develop comprehensive long-term strategies for better communication.
  
• Manage organizational and company culture: It s crucial for the successful functioning of each organization.
  
• Create a safe and inclusive work environment: The HR manager and directors need to guarantee both the physical and psychological safety of employees. They need to be able to identify and address any potential issues related to employees safety before they turn into problems. In addition to that, they work to guarantee the fair treatment of all employees at all times and make sure that everyone has equal access to opportunities, information, and guidance. The HR manager who asks employees for feedback on whether everyone is treated fairly and whether they feel heard and accepted might discover that this isn t always the case and they have the unique position of being able to remediate this.
  
• Oversee and manage benefits and compensation: HR manager and directors are responsible for overseeing and managing employees benefits and compensation and creating a comprehensive benefits program for both voluntary and mandated benefits. Benefits can include health insurance, a retirement plan, paid leave, parental leave, and others, and they are an important tool in attracting and retaining skilled workers.
  
• Achieving the right balance between limiting operational costs and creating a stimulating work environment in order to be able to retain top talent and provide competitive compensation and benefits is complicated and directors need to navigate it successfully in order to help the company thrive.
  
• Handle conflicts, disciplinary actions, and terminations: HR manager handle conflicts within the company in order to resolve and de-escalate them and take action whenever necessary. For this, they need to know the legal aspects of handling workplace disputes and terminations and be able to apply best practices and resolve difficult situations without disrupting the day-to-day operations and functioning of the company.
  

Requirements

Requirements:

• Minimum academic qualification of HND/BSc degree in a related field
  
• 3 years of work experience
  
• Excellent written and verbal communication skills
  
• Knowledge of HR functions (pay & benefits, recruitment, training & development, etc.)
  
• Knowledge of HR systems and databases.
  
• Proficient computer skills, including Microsoft Office Suite (Word, PowerPoint, and Excel)
  
• Strong leadership skills
  
• In-depth knowledge of labor laws and HR practices.
  
• Ability to analyze problems, solve problems, and make decisions.
  

Benefits

Remuneration: NGN 200,000 - 250,000