The Human Resources Manager leads the university’s comprehensive HR functions by providing strategic guidance, ensuring alignment with institutional goals and compliance with labor laws and policies, while fostering an inclusive, ethical, and positive work environment that supports the recruitment, development, engagement, retention, and overall effectiveness of faculty, staff, and administrative personnel in a higher education context. Reports to the University Secretary and supervises the Records Officer, Administrative Assistants, and Assistant Secretary.

Basic Qualifications

1. Bachelor’s Degree in either Human Resources Management or Organizational Studies.
2. Master’s Degree in Human Resources Management.
3. At least six (6) years of progressive experience in a similar HRM role, preferably in a higher education environment or other recognized institutions.
4. Must be below 45 years of age.
5. Membership in a recognized Human Resource professional body is an added advantage.

Personal Competencies

1. Strong leadership and strategic thinking with a passion for developing people and building high-performing teams in an academic setting.
2. Proficiency in advanced computer applications (including Excel, PowerPoint, MS Word), and data analytics for informed decision-making.
3. Alignment with Christian values, emphasizing ethical HRM practices, respect for human dignity, compassionate leadership, responsible stewardship of institutional resources, integrity in all processes, and commitment to justice, fairness, and service to the university community.
4. Excellent interpersonal, communication, negotiation, and conflict-resolution skills for engaging with diverse stakeholders, including faculty, staff, and leadership.
5. Commitment to diversity, equity, inclusion and supporting an inclusive workplace that values cultural differences and promotes equal opportunities in higher education.
6. Adaptability to evolving HRM challenges, higher education regulations, labor laws, and emerging trends.

Key Tasks

1. Provide strategic HR leadership by assisting the University Secretary in aligning HR operations with the university’s vision, mission, and strategic plan; advise on workforce planning, talent management, succession planning, and organizational development.
2. Oversee recruitment and talent acquisition processes, including developing job descriptions, advertising vacancies, managing selection and onboarding, ensuring fair and transparent procedures, and promoting diversity, equity, and inclusion to build a multicultural workforce across academic, administrative, and support roles.
3. Manage employee relations and engagement initiatives, including addressing concerns, resolving disputes and grievances, conducting disciplinary processes in line with university policies and legal standards, and implementing programs to enhance morale, wellness, recognition, and retention.
4. Lead performance management systems, including goal setting, appraisals, feedback mechanisms, and development plans to support continuous improvement and professional growth for all staff categories.
5. Administer compensation, benefits, and compliance programs, ensuring competitive and equitable packages, adherence to labor laws, higher education regulations, payroll accuracy, and risk management related to employment practices.
6. Supervise and lead the HR team (including Records Officer, Administrative Assistants, and Assistant Secretary) by coordinating workloads, delegating responsibilities, mentoring staff, fostering collaboration, guiding on complex issues, and evaluating performance to ensure efficient, high-quality HR service delivery university-wide.
7. Oversee HR data management using HRIS to maintain accurate, confidential records (contracts, attendance, performance, etc.), generate workforce analytics reports and support data-driven decisions for leadership.
8. Drive organizational development and change management by promoting continuous HR process improvements, facilitating staff training and consultations, supporting institutional transitions, and effectively communicating with stakeholders to build a culture of excellence and adaptability.
9. Ensure all HR activities reflect university values of integrity, service, respect for life, and responsible care for God’s creation, while maintaining compliance, ethical standards, and a supportive environment that upholds Christian principles in people management.