Saroafrica International Limited is an indigenous private sector player with 3 decades of experience in Nigeria. Saroafrica has five Subsidiaries (Saro Agrosciences, Saro Lifecare, Saro Agro-Allied, Gossy Warm Spring, and Saro Oil Palm) and two Joint Ventures (AgriseedCo and Green Hills Agricultural Products). Saroafrica is set to become a leading consumer, manufacturing, FMCG, and integrated agricultural value chain, group. In pursuit of this ambition, Saroafrica is making a significant investment in a Palm Plantation and Cassava to Ethanol Plant.
We are recruiting to fill the positions below:
Job Title: Human Resource Business Partner
Location: Abuja
Employment Type: Full-time
Duties / Responsibilities
Strategy:
- Will report to the Group executive HR & Admin and develop the HR Plan with the Group executive and SBU Head by considering immediate and long-term staff requirements
- He/She is expected to contribute to the development and the execution of the approved business strategy of the SBU and specifically that which relates to people.
- Assist in providing specific guidance and a human resource roadmap of how to translate SBU’s medium and annual strategic plans into reality.
- Carry out specific initiatives in the people plan of the business
Recruitment/Talent Acquisition:
- Attracting and retaining the best talent in the industry.
- Overseeing the recruitment and hiring process report on its performance.
- The HRBP will ensure that all new recruits are properly integrated into the business through general and customized induction programs & onboarding.
- Ensure that all recruitments are duly approved and are done consistently with the Saro policies and practices.
- Responsible for overseeing professional reference checks and background checks to verify that candidates are eligible to work for the company.
- Implement new sourcing methods.
- Coordinate with department managers to forecast future hiring needs.
- Review recruitment software and suggest the best option for company needs.
- Participate in job fairs and career events.
- Review and manage a highly functional compensation, appraisal, welfare & benefits structure that drives attracts, and retains high-performing talent.
- Perform candidate and employee satisfaction evaluations and workshops.
- Build the company’s professional network through relationships with HR professionals, colleges, and other partners.
Training and Development:
- Responsible for launching employee development initiatives.
- This could entail additional on-the-job training, professional development programs, or educational opportunities that allow employees to grow and develop in their current roles or prepare them for career advancement within the organization
- Implement various learning methods companywide (e.g. coaching, job-shadowing, online training)
- Help managers develop their team members through career pathing
Culture/Employee Engagement:
- Share the company’s values, norms, and vision with employees familiarizing them with the overall ethics of the organization
- Identify any shortcomings within the organization and have the ability to address them effectively.
- Responsible for organizing team outings, community building, or recognition programs that can improve a healthy work environment
- The HR Business partner is expected to advise and give guidance on disciplinary and welfare issues, expected to assist business leaders in identifying aberrant behavior, make recommendations on appropriate disciplinary measures to be taken in line with the employee handbook.
- Develop effective relationships with the business in order to promote good employee relations across the SBU. Carry out a survey on the impact on values, culture, and anti-values
- Promote an open-door policy for communication.
Performance Management:
- Responsible for Performance Management System based on leading practices with the aim to provide fair and transparent performance management across units
- Resolve problems related to appraisals, such as employee requests for re-evaluation, and ensure that these issues are handled in a fair, professional, and transparent way
- Collect and analyze performance appraisal results across units
- The HR Business partner can be assigned additional responsibilities or roles as may be deemed necessary by the SBU MD and GE HR from time to time. In addition, to performing day-to-day administrative tasks such as maintaining information files and processing paperwork.
Job Requirements
- Bachelor’s Degree with a minimum of Second class upper degree in Human Resources or related field.
- Relevant HR certifications that demonstrate knowledge/possession of current HR competencies are required (e.g. Associate, Chartered Institute of Personnel Management of Nigeria, Senior/Professional in Human Resources, Human Resources Business Professional). like PHR, SPHR, CIPM, MBA will be an added advantage.
- Applicants should have a minimum of 4 – 8 years of relevant experience in a similar role.
Interested and qualified candidates should:
Job Title: Human Resource Business Partner
Location: Lagos
Employment Type: Full-time
Duties / Responsibilities
Strategy:
- Will report to the Group executive HR & Admin and develop the HR Plan with the Group executive and SBU Head by considering immediate and long-term staff requirements
- He/She is expected to contribute to the development and the execution of the approved business strategy of the SBU and specifically that which relates to people.
- Assist in providing specific guidance and a human resource roadmap of how to translate SBU’s medium and annual strategic plans into reality.
- Carry out specific initiatives in the people plan of the business
Recruitment / Talent Acquisition:
- Attracting and retaining the best talent in the industry
- Overseeing the recruitment and hiring process report on its performance
- The HRBP will ensure that all new recruits are properly integrated into the business through general and customised induction programs & onboarding
- Ensure that all recruitments are duly approved and are done consistently with the Saro policies and practices.
- Responsible for overseeing professional reference checks and background checks to verify that candidates are eligible to work for the company
- Implement new sourcing methods
- Coordinate with department managers to forecast future hiring needs
- Review recruitment software and suggest the best option for company needs
- Participate in job fairs and career events
- Review and manage a highly functional compensation, appraisal, welfare & benefits structure that drives attracts, and retains high performing talent
- Perform candidate and employee satisfaction evaluations and workshops
- Build the company’s professional network through relationships with HR professionals, colleges, and other partners
Training and Development:
- Responsible for launching employee development initiatives.
- This could entail additional on-the-job training, professional development programs, or educational opportunities that allow employees to grow and develop in their current roles or prepare them for career advancement within the organization
- Implement various learning methods companywide (e.g. coaching, job-shadowing, online training)
- Help managers develop their team members through career pathing
Culture / Employee Engagement:
- Share the company’s values, norms, and vision with employees familiarizing them with the overall ethics of the organization
- Identify any shortcomings within the organization and have the ability to address them effectively.
- Responsible for organizing team outings, community building, or recognition programs that can improve a healthy work environment
- The HR Business partner is expected to advise and gives guidance on disciplinary and welfare issues, expected to assist business leaders in identifying aberrant behavior, make recommendations on appropriate disciplinary measures to be taken in line with the employee handbook.
- Develop effective relationships with the business in order to promote good employee relations across the SBU. Carry out a survey on the impact on values, culture, and anti-values
- Promote an open-door policy for communication.
Performance Management:
- Responsible for Performance Management System based on leading practices with the aim to provide fair and transparent performance management across units
- Resolve problems related to appraisals, such as employee requests for re-evaluation, and ensure that these issues are handled in a fair, professional, and transparent way
- Collect and analyze performance appraisal results across units
- The HR Business partner can be assigned additional responsibilities or roles as may be deemed necessary by the SBU MD and GE HR from time to time.
- In addition, to performing day-to-day administrative tasks such as maintaining information files and processing paperwork.
Requirements
- Bachelor’s Degree with a minimum of Second Class Upper Degree in Human Resources or related field
- Relevant HR certifications that demonstrate knowledge/possession of current HR competencies are required (e.g. Associate, Chartered Institute of Personnel Management of Nigeria, Senior/Professional in Human Resources, Human Resources Business Professional). like PHR, SPHR, CIPM, MBA will be an added advantage.
- Applicants should have 4 – 8 years of relevant experience in a similar role.
Interested and qualified candidates should:
Job Title: Human Resource Business Partner
Location: Oyo
Employment Type: Full-time
Duties / Responsibilities
Strategy:
- Will report to the Group executive HR & Admin and develop the HR Plan with the Group executive and SBU Head by considering immediate and long-term staff requirements
- He/She is expected to contribute to the development and the execution of the approved business strategy of the SBU and specifically that which relates to people.
- Assist in providing specific guidance and a human resource roadmap of how to translate SBU’s medium and annual strategic plans into reality.
- Carry out specific initiatives in the people plan of the business
Recruitment / Talent Acquisition:
- Attracting and retaining the best talent in the industry
- Overseeing the recruitment and hiring process report on its performance
- The HRBP will ensure that all new recruits are properly integrated into the business through general and customized induction programs & onboarding
- Ensure that all recruitments are duly approved and are done consistently with the Saro policies and practices.
- Responsible for overseeing professional reference checks and background checks to verify that candidates are eligible to work for the company
- Implement new sourcing methods
- Coordinate with department managers to forecast future hiring needs
- Review recruitment software and suggest the best option for company needs
- Participate in job fairs and career events
- Review and manage a highly functional compensation, appraisal, welfare & benefits structure that drives attracts, and retains high performing talent
- Perform candidate and employee satisfaction evaluations and workshops
- Build the company’s professional network through relationships with HR professionals, colleges, and other partners
Training and Development:
- Responsible for launching employee development initiatives.
- This could entail additional on-the-job training, professional development programs, or educational opportunities that allow employees to grow and develop in their current roles or prepare them for career advancement within the organization
- Implement various learning methods companywide (e.g. coaching, job-shadowing, online training)
- Help managers develop their team members through career pathing
Culture / Employee Engagement:
- Share the company’s values, norms, and vision with employees familiarizing them with the overall ethics of the organization
- Identify any shortcomings within the organization and have the ability to address them effectively.
- Responsible for organizing team outings, community building, or recognition programs that can improve a healthy work environment
- The HR Business partner is expected to advise and gives guidance on disciplinary and welfare issues, expected to assist business leaders in identifying aberrant behavior, make recommendations on appropriate disciplinary measures to be taken in line with the employee handbook.
- Develop effective relationships with the business in order to promote good employee relations across the SBU. Carry out a survey on the impact on values, culture, and anti-values
- Promote an open-door policy for communication.
Performance Management:
- Responsible for Performance Management System based on leading practices with the aim to provide fair and transparent performance management across units
- Resolve problems related to appraisals, such as employee requests for re-evaluation, and ensure that these issues are handled in a fair, professional, and transparent way
- Collect and analyze performance appraisal results across units
- The HR Business partner can be assigned additional responsibilities or roles as may be deemed necessary by the SBU MD and GE HR from time to time.
- In addition, to performing day-to-day administrative tasks such as maintaining information files and processing paperwork.
Requirements
- Bachelor’s Degree with a minimum of Second Class Upper Degree in Human Resources or related field
- Relevant HR certifications that demonstrate knowledge/possession of current HR competencies are required (e.g. Associate, Chartered Institute of Personnel Management of Nigeria, Senior/Professional in Human Resources, Human Resources Business Professional). like PHR, SPHR, CIPM, MBA will be an added advantage.
- Applicants should have 4 – 8 years of relevant experience in a similar role.
Interested and qualified candidates should:
Job Title: Human Resource Business Partner
Location: Edo
Employment Type: Full-time
Duties / Responsibilities
Strategy:
- Will report to the Group executive HR & Admin and develop the HR Plan with the Group executive and SBU Head by considering immediate and long-term staff requirements
- He/She is expected to contribute to the development and the execution of the approved business strategy of the SBU and specifically that which relates to people.
- Assist in providing specific guidance and a human resource roadmap of how to translate SBU’s medium and annual strategic plans into reality.
- Carry out specific initiatives in the people plan of the business
Recruitment / Talent Acquisition:
- Attracting and retaining the best talent in the industry
- Overseeing the recruitment and hiring process report on its performance
- The HRBP will ensure that all new recruits are properly integrated into the business through general and customized induction programs & onboarding
- Ensure that all recruitments are duly approved and are done consistently with the Saro policies and practices.
- Responsible for overseeing professional reference checks and background checks to verify that candidates are eligible to work for the company
- Implement new sourcing methods
- Coordinate with department managers to forecast future hiring needs
- Review recruitment software and suggest the best option for company needs
- Participate in job fairs and career events
- Review and manage a highly functional compensation, appraisal, welfare & benefits structure that drives attracts, and retains high performing talent
- Perform candidate and employee satisfaction evaluations and workshops
- Build the company’s professional network through relationships with HR professionals, colleges, and other partners
Training and Development:
- Responsible for launching employee development initiatives.
- This could entail additional on-the-job training, professional development programs, or educational opportunities that allow employees to grow and develop in their current roles or prepare them for career advancement within the organization
- Implement various learning methods companywide (e.g. coaching, job-shadowing, online training)
- Help managers develop their team members through career pathing
Culture / Employee Engagement:
- Share the company’s values, norms, and vision with employees familiarizing them with the overall ethics of the organization
- Identify any shortcomings within the organization and have the ability to address them effectively.
- Responsible for organizing team outings, community building, or recognition programs that can improve a healthy work environment
- The HR Business partner is expected to advise and gives guidance on disciplinary and welfare issues, expected to assist business leaders in identifying aberrant behavior, make recommendations on appropriate disciplinary measures to be taken in line with the employee handbook.
- Develop effective relationships with the business in order to promote good employee relations across the SBU. Carry out a survey on the impact on values, culture, and anti-values
- Promote an open-door policy for communication.
Performance Management:
- Responsible for Performance Management System based on leading practices with the aim to provide fair and transparent performance management across units
- Resolve problems related to appraisals, such as employee requests for re-evaluation, and ensure that these issues are handled in a fair, professional, and transparent way
- Collect and analyze performance appraisal results across units
- The HR Business partner can be assigned additional responsibilities or roles as may be deemed necessary by the SBU MD and GE HR from time to time.
- In addition, to performing day-to-day administrative tasks such as maintaining information files and processing paperwork.
Requirements
- Bachelor’s Degree with a minimum of Second Class Upper Degree in Human Resources or related field
- Relevant HR certifications that demonstrate knowledge/possession of current HR competencies are required (e.g. Associate, Chartered Institute of Personnel Management of Nigeria, Senior/Professional in Human Resources, Human Resources Business Professional). like PHR, SPHR, CIPM, MBA will be an added advantage
- Applicants should have a minimum of 4 – 8 years of relevant experience in a similar role
Interested and qualified candidates should:
Application Deadline 8th March 2022.
Job Title: Plant Manager
Location: Ogun
Employment Type: Full-time
Responsibilities
Productivity:
- Drives the manufacturing strategy of the business. Perform Short, Mid & Long-term capacity planning, etc- to ensure seamless execution.
- Engages the sales, planning, and market-facing team to be able to deliver the right products that serve the customer needs.
- Ensure raw & packaging material planning is done so production is not impacted.
- Good knowledge of formulation process and able to cascade to the team
- Developing skill sets of team members, onboarding plans, operator training (both internal & external interventions as required), etc.
- Liaise with relevant regulatory bodies
- Ensure Finished goods (FG) availability to support sales ambition (Zero stock out situation).
- Supervise daily factory operations cutting across Material receipts, core production, engineering, quality, warehousing, and distribution.
Efficiency:
- Engages with the Factory Engineers and other technical support teams to deliver the right level of support
- Drives efficiency in manufacturing by working with engineers/ technical operators to optimize the machine’s uptime with minimal breakdown.
- Ensure the machine’s Overall Equipment Efficiencies is monitored and improved.
- Identify areas of manufacturing Wastage and drive them down.
Quality:
- Responsible to ensure that product quality defects are tracked, monitored, and reduced.
- Ensure that manufacturing-related market complaints are tracked and driven down to near zero as much as possible.
- Ensure that system and analytical processes, documentation, testing are done, and documents are kept.
- Ensure a robust cGMP, and relevant ISO certification is done, and the team is abreast with current manufacturing standards.
- Drives Inbound, In processing, and outbound manufacturing quality.
Health, Safety & Environment:
- Drive Safety of People, Processes, equipment, and facilities.
- Drive cleanliness and ensure the well-being of every worker in the facility.
- Assume strategic leadership of the entire manufacturing function of the Company
- Ensure Zero loss time accident or fatality on-site (through implementing relevant safety controls and culture).
- Ensure Zero effluent discharge to municipal/ environment.
Requirements
- Bachelor’s Degree with a minimum of Second class upper in Engineering / Technical or Chemical processing related field
- 7-15 Years of relevant Formulation/ Processing or manufacturing experience
- Nationality: Nigerian / Expatriate.
How to Apply
Interested and qualified candidates should:
Application Deadline 10th March 2022.
support@jobberpage.com