Human Resources Officer

I.          Introduction

Solina Centre for International Development and Research (SCIDaR) is an indigenous non-profit institution that works to accelerate positive health, social, and economic reforms through high-quality program design and implementation, capacity building, implementation of scientific research and knowledge generation, as well as agenda-setting and stakeholder convening across human development sectors. Our work seeks to benefit primarily disadvantaged and underserved populations. We implement transformation programs in Nigeria and are currently expanding our footprint to other Sub-Saharan countries. We are building a competent, world-class management team to enable us to achieve our strategic growth objectives in a sustainable way.

II.        Description and Objectives

The Human Resources (HR) Officer will support integrated HR strategies across Learning & Development (L&D), Employee Engagement, and HR Business Partnering. Working with the rest of the team, the role will create and deliver HR processes, projects, and interventions that fulfill SCIDaR’s Talent Management strategy as a subset of its overall organizational strategies and goals.

III.        Technical Responsibilities

a.      Learning and Development

• Support the coordination of all training sessions (in-person/virtual) by scheduling participants and facilitators, booking venues, and managing resources;
• Work with the IT team to upload and update online courses on the LMS;
• Track, analyze and report on SCIDaR Learning Hub (SLH) interventions and programs participation, completion rates, and feedback to evaluate and improve upon effectiveness and impact;
• Maintain records of training attendance, feedback surveys, and certifications for audits;
• Assist in implementing the phased SLH scope and content expansion in line with the program design;
• Support the rollout of SLH supplementary initiatives, including event planning, stakeholder communication, and post-event follow-up;
• Work with employees and their managers to define, update, and monitor Individual Development Plans (IDPs) for employees, linking performance gaps to Learning Hub offerings;
• Follow all SCIDaR security policies and procedures, including guidelines on data protection, device security, and information handling;
• Ensure compliance with organizational standards for accessing, storing, and sharing sensitive data.

b.     Employee Engagement

• Participate in the design and implementation of employee engagement programs to foster workforce cohesion and mission alignment;
• Support the development, launch and ongoing improvement of institutional recognition programs to reinforce SCIDaR’s values and boost employee morale;
• Work with the team to develop and deploy tailored employee engagement and team-building initiatives to ensure effective ongoing interaction and engagement across the workforce;
• Curate content for internal communication channels to highlight achievements, share organizational updates, and celebrate diversity;
• Support the SAGE team and other stakeholders in the implementation of employee inclusions and development support interventions (e.g., SCIDaR W).

c.      HR Business Partnering (HRBP)

• Partner with project leadership to align HR initiatives with the unique goals of assigned projects;
• Translate project objectives into tailored workforce plans, including staffing needs, skill gaps, and capacity-building priorities;
• Support new hire onboarding to assigned projects;
• Collaborate with project leadership in addressing project staff’s capacity-building needs in response to project demands or employee underperformance;
• Support project leadership to design and implement project-specific engagement activities in line with project objectives;
• Facilitate the resolution of interpersonal conflicts or cultural misalignments within project teams while promoting SCIDaR’s values and upholding applicable policies and processes;
• Guide and support the team through project or institutional changes, providing advisory and support as required.

e. Other tasks as may be assigned

IV. Required competencies

a.      Core requirements

• Compelling evidence of interest in and commitment to the mission of SCIDaR;
• Strong HR knowledge and process management capabilities;
• Demonstrated strong strategic thinking, problem-solving, and thought leadership abilities;
• Have good interpersonal and excellent communication skills;
• Excellent organizational and multitasking skills with the ability to handle conflicts;
• Good computer usage skills with proficiency in Microsoft® Word, Excel, PowerPoint and data information reporting systems, e.g., Power BI;
• Fast learner, open to learning from peers, subordinates, and supervisors collaboratively and at a rapid pace;
• Results-oriented performer, experienced in developing and tracking self and team with clear KPIs.

b.      Education and Experience

i.      Education: A bachelor’s degree with a minimum of a second-class upper degree from an accredited University;

ii.     Experience:

• An average of 3 - 5 years of progressive HR experience spanning across learning & development, employee engagement, and/or HRBP functions;
• Previous work experience within the public health, consulting or global development sectors would be an added advantage

iii.     Professional credentialing: Certification in CIPM, CIPD, SHRM-CP, PHRi, or other notable HR certifications is a plus;

iv.     Tools: Proficiency in HR software and tools (LMS, survey platforms, etc.) would be an added advantage

V.    Equal employment opportunity statement

SCIDaR is an equal employment employer. We do not engage in practices that discriminate against any person employed or seeking employment based on race, color, religion, gender, national or ethnic origin, age, marital status, genetic information, or any other status or characteristic protected under applicable laws.