Additionalinformation

Additional Information

• Location and Travel

This role is based in Abuja, Nigeria with regular travel to Husk minigrids and other operational locations.

Salary

Based on the candidate’s experience and qualifications, salary can be negotiated if required

Women candidates are encouraged to apply.

DISCLAIMER:

This description indicates the general nature and level of the qualifications and duties required of employees in this job classification, as well as the essential functions a person must be able to perform to do this job. It is not designed to be a comprehensive inventory of all duties and qualifications required of employees assigned to this job.

Husk Power Systems and its subsidiaries are equal-opportunity employers and make employment decisions on the basis of merit and business needs. We hire without consideration of race, colour, religion, citizenship, political activity or affiliation, marital status, age, national origin, ancestry, disability, veteran status, sexual orientation, gender identity, gender expression, sex or gender, or any other basis protected by law.

Companydescription

Company Description

About Us

Husk Power Systems (“Husk”) is an award-winning clean energy company serving rural India and Sub-Saharan Africa. In 2023, it was named “World’s Best Challenger Brand” in the energy industry and is a 3-time Global Cleantech 100 company. The company’s AI-powered rural energy platform provides 24/7 renewable power to rural households, commercial customers, institutions, and small factories. It also delivers a range of other products and services, including e-commerce and credit financing of branded appliances for home and commercial use, as well as community-based solutions for e-mobility and the agricultural value chain. Husk’s mission is to superchange economic growth and social well-being in rural communities that are unserved and underserved.

Benefits

Husk offers flexible working conditions with employee benefits that are in line with global best practices. These include clear career growth planning, transparent performance review and reward processes that are gender neutral, maternity, and paternity leave, gender-inclusive workplace conditions with special attention given to the safety and security of our women employees, 18-day annual paid leave, and family health insurance. Husk does not believe in micromanagement and encourages its employees to have a healthy work-life balance, giving them the freedom to manage their workload to be compatible with their lives.

Jobdescription

Job Description

Position objective:

The HR Operations Manager will oversee the effective and efficient delivery of core HR operations, with primary responsibility for payroll administration, employee records and HR administration, and HR compliance and governance. The role will ensure that HR processes are executed accurately, timely and in line with company policies, statutory requirements and applicable employment regulations.

Key Responsibilities Include:

1. Payroll Management

• Ensure timely and accurate submission of monthly payroll input data (new hires, exits, salary changes, deductions, allowances, etc.) to the payroll provider/finance.
• Administer employee payslips, ensuring they are accurate, issued on time, and queries are resolved promptly.
• Maintain accurate and up-to-date records of statutory deductions, including PAYE, Pension, and NHF, and ensure timely remittance in line with regulatory requirements.
• Reconcile payroll reports against HR records and finance postings to identify and resolve discrepancies.
• Respond to employee queries on payroll, deductions, and statutory remittances, escalating where necessary.
• Support periodic audits and statutory inspections relating to payroll and statutory deductions.

1. HR Administration & Employee Records

• Maintain accurate and up-to-date employee records and personnel documentation in the HRIS and employee files.
• Ensure employment contracts, contract renewals, amendments and other employment documentation are prepared, tracked and completed within the required timelines.
• Monitor employee contract expiry dates and proactively initiate renewal processes with relevant managers.
• Manage employee lifecycle documentation, including onboarding, transfers, changes in employment status, confirmation and exits.
• Coordinate and ensure effective execution of employee exit and clearance processes, including documentation, asset clearance and final payroll inputs.
• Maintain an accurate and current employee database, ensuring consistency between HRIS, employee records and other HR reports.
• Support the preparation of routine HR reports, employee data and operational dashboards as required.
• Maintain accurate records of HR budgets, expenses and related expenditure documentation.
• Monitor HR operational expenses against approved budgets and provide periodic updates to the HR leadership team.
• Ensure HR administrative processes are documented, organized and consistently applied.

1. HR Compliance & Governance

• Ensure HR operations comply with applicable labour laws, statutory requirements, company policies and internal controls.
• Maintain a compliance calendar covering key HR and statutory obligations, deadlines and required submissions.
• Monitor compliance with employment documentation requirements, including contracts, statutory records and employee files.
• Support the HR team in maintaining proper documentation and evidence for internal and external audits.
• Ensure HR policies, procedures and processes are consistently implemented and appropriately documented.
• Identify gaps, risks or control weaknesses within HR processes and recommend appropriate corrective actions.
• Maintain appropriate HR records and documentation to support audit readiness and organizational governance.
• Partner with relevant internal stakeholders, including Finance, Legal and management, on HR compliance and governance matters.
• Stay informed of relevant changes in employment legislation and statutory requirements and support the implementation of necessary changes within HR processes.
• Promote confidentiality, data integrity and responsible handling of employee information across HR operations.

1. Talent Acquisition Strategy

• Drive the development and implementation of strategies focused on leadership hiring and building a pipeline of future leaders through the talent framework.

1. Workforce Planning and Organizational Structure Alignment

• Support the development of organizational structures and workforce planning efforts for Nigeria and other West African countries Husk would be operational in.
• Support organizational design discussions, leveraging on strategic workforce needs analysis whilst supporting the development of plans to ensure people-role fit.

1. Collaborative HR Team Engagements

• Support the implementation of talent management processes. including the rollout of performance management cycles, supporting the identification of development needs, and contributing to initiatives focused on employee growth and career progression.
• Contribute to the design and delivery of learning and development programs helping to identify training needs, assisting in the creation of learning content, and supporting the coordination and delivery of programs aimed at enhancing employee skills and leadership capabilities.
• Assist in the implementation of talent engagement initiatives, supporting the rollout of programs aimed at fostering a positive and productive work environment, contributing to initiatives that enhance employee morale and retention, and assisting with communication efforts.
• Collaborate with the broader HR team and provide insights to support decision-making: This includes working closely with other HR colleagues, sharing relevant information and perspectives, and contributing to the overall effectiveness of the HR function.

1. Issues and Crises Management

• Support employee communication during sensitive or high-risk incidents affecting operations or employee relations.
• Build frameworks for proactive risk identification, reputation management, and response coordination on employee-related matters.

1. Internal Collaboration & Advisory

• Advise the Country Director and Senior Leadership Team on policy shifts, regulatory developments, and sector trends, effectively articulating risks, opportunities, and policy dynamics within Nigeria and across West Africa sub-region.
• Collaborate cross-functionally with relevant teams towards ensuring the management of interventions on core and growth objectives for Husk.
• Prepare policy briefs, white papers, and thought leadership materials on people and culture best practices.
• Align all People Operations plans with Husk’s strategic business objectives.

1. Reporting and Documentation

• Maintain detailed records of all HR engagements to guide leadership decisions.
• Produce monthly and quarterly reports on HR team activities, updates, and measurable impact on people and culture

1. Self-Development

• Maintain up-to-date understanding of Nigeria and West Africa’s business landscape, relevant sector/policy framework, and how this impacts employees.
• Participate in industry events, consultations, and leadership programs to strengthen influence and sector credibility for Husk.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Accounting, Finance or a related field.
• 7-10 years of progressive experience in HR Operations, HR Administration, Payroll or a related HR function.
• An MBA or equivalent advanced degree/certification is an added advantage.
• At least 5 years of experience operating effectively within dynamic, fast-paced multi- location environments adapting engagement strategies to evolving people and culture landscapes.
• Experience influencing people and culture to suit key business objectives.
• Proven experience in developing, implementing sustained people and culture strategies.
• Strong working knowledge of payroll administration and statutory deductions.
• In-depth knowledge of socio-economic environments across Nigeria and by extension, West Africa sub-region.
• Nigeria/West Africa native with right to work in Nigeria (and across ECOWAS region) preferred.
• Business level proficiency in English, and French are required. Proficiency in other local languages across West Africa, a plus.
• Practical understanding of Nigerian employment and statutory requirements, particularly PAYE, Pension and NHF.
• Experience working with HRIS/payroll systems and maintaining employee data.
• Strong attention to detail, accuracy and record-keeping skills.
• Good understanding of HR policies, processes, controls and governance.
• Strong analytical, organizational and problem-solving skills.
• Good communication and stakeholder management skills.
• Ability to handle confidential employee and payroll information with discretion.