Human Resources Manager.

Job Purpose
The VESN Human Resources Manager is a member of the Country Leadership Team (CLT) and reports directly to the Managing Director. The role is responsible for shaping and delivering the people agenda in alignment with business priorities and Group HR frameworks.

The main purpose of the role is to:
• Provide comprehensive HR support to the business across all people-related areas, including workforce planning and resourcing, talent and performance management, competence development, learning, employee and industrial relations, and staff administration.
• Lead, manage, and develop the country HR team and oversee HR-related services, including business support, office general services, staff administration, records and archives management, and the nursery.
• Deploy and embed Vivo Energy Group HR standards, policies, and processes within the Operating Unit, ensuring compliance and consistency.
• Drive internal communication and employee engagement initiatives within the Operating Unit, in close coordination with the Communication team.
• Maintain a structured and constructive relationship with staff representative bodies (staff councils, unions) and liaise with national authorities when required.
• Build and sustain effective relationships with external HR stakeholders, including universities and business schools, regulatory bodies, professional associations, oil marketers’ associations, and HR service providers and contractors.
• Manage corporate CAPEX related to HR and deliver associated projects in line with approved objectives, timelines, and budgets.

Dimension
Workforce scope:
165 Full Time Employees across Head Office and multiple operational sites, including JN, DOT, BAD depots, mining depots, SDE, Petrovi, and SMCADY.
Contract management:
Oversight of 17 HR-related and support service contracts, representing an annual budget of approximately FCFA 600 millions.

Main Accountabilities
• Provide direct support to the business in the execution of Talent management processes within the OU as required: workforce planning and resourcing, succession planning, retention strategy, learning and leadership development, compensation and reward, organizational design, etc.
• Plan and direct leadership development, performance management and career management processes within the OU;
• Deliver effective implementation of Remuneration & benefits schemes, including design and support of pay structures in conformity with the global, regional or local policies; this includes supporting the administration of local surveys, to enable the OU to gain competitive advantage in a sustainable way, as the basis for competitive annual salary increases, revision of benefits and determination of market competitive bonus levels.
• Support an effective management of reward and recognition schemes in the Organisation Unit (OU).
• Design when appropriate local policies to address OU specificities in line with group standards and practices;
• Act as OU focal person for Expatriate management: responsible for creating an effective interface with the central support and maintaining an updated expat remuneration database;
• Implement OU HR plans on performance management with a focus on performance tools and processes. Monitoring effectiveness of these tools/processes by coaching line managers and educating staff on their application, in order to improve the quality and timeliness of completion and overall, to enhance the business performance;
• Ensure HR data integrity and proper update and cleaning of the HRMIS tools (responsible for timely submission of OU HR dashboards, reconciliation);
• Analyze local employment market trends and advise the business of key developments with recommendations for changes to company policies if required;
• Ensure appropriate local employment conditions and procedures are in place, to comply with Group requirements, VESGBP, and D & I Standards as well as local prevailing regulation and applicable conventions;
• Maintain relevant job evaluation/profiling, ascertaining that jobs are correctly evaluated & graded, so that there is equitability in application of remuneration structure as per governance structure;
• Ensure organization health through management of Employee and Industrial relations for optimal productivity, by implementing a structured approach through provision of advice to managers on IR policies and processes; staying abreast of changes in local legislation and managing external stakeholders including management of Union negotiations;
• Represent the Vivo Energy perspective in the industrial associations and ensure that all decisions are in line with VE standards and constraints
• Facilitating 2-way communication in the business by fostering efficient, effective and transparent employee relations : engage and maintain regular contact with local staff or staff representatives, implement climate surveys in particular VE People & Reputation Survey, with prompt follow-up, implement remedial actions for continuous improvement of results;
• Develop an OU strategy on change management and act as a change agent, embedding values & behaviours.

Ensure that the HR services covered contributes to the business effectiveness and add value to the OU
• archives management as per group standards,
• cost effective general service management (parking and company cars management, office facilities maintenance, etc.)
• Payroll management (as per legal requirements and internal commitments)
• Guaranty a significant and quantifiable contribution to the OU business initiatives and objectives (HSSE, cost management, maximization of business opportunities, business restructuring, etc.)

Key Challenges
• Ensure compliance with standardized policies and processes at OU level.
• Improve business partnering within own OU HR structure and enhance HR service delivery towards operational excellence.
• Manage change programmes at OU level such as to reinforce move away from local focus towards a shared set of Group values and behaviours.

Job Knowledge, Skills & Experiences
• Bachelor’s degree in business management or human resources.
• At least 10 – 15 years proven HR generalist experience in a commercial set-up.
• In-depth knowledge of labour laws and employment regulations.
• Recognised as a well-rounded HR professional.
• Strong leadership skills with the ability to operate independently and interact with Senior Management.
• Excellent interpersonal, negotiation, and influencing skills.
• Strong commercial mind-set and customer focus.

Functional Competencies
• HR Governance & Business Engagement – Proficient level
• Talent Acquisition – Expert level
• Talent Management – Proficient level
• Organisational Effectiveness – Proficient level
• Employee and Industrial Relations – Proficient level
• Learning and Development – Expert level
• Compensation & Benefits – Proficient level
• HR Technology and Analytics – Proficient level
• Business Administration and HR Support Services – Expert level

Leadership Competencies
• Deliver Results : Drives execution with discipline and accountability, ensuring commitments are met and outcomes are sustained.
• Maximise Business Opportunities: Identifies, prioritises, and acts on opportunities that create value and support business growth.
• Lead Self and Others : Demonstrates self-awareness and integrity while effectively leading, developing, and empowering others.
• Focus, Simplify, Perform and Speak Up : Brings clarity and prioritisation in complex environments, delivers results with discipline and accountability, and speaks up with courage to raise concerns, challenge decisions.
• And promote a culture of HSSE, Ethics, and Compliance in all business activities.