Human Resources Generalist

The Human Resources Generalist will be responsible for providing comprehensive HR support across all areas of Human Resources management including recruitment, employee relations, performance management, compensation and benefits, training coordination, and compliance.

This role plays a key part in ensuring that HR policies, programs, and processes align with company strategic objectives, operational needs, and culture of excellence. The HR Generalist will

work closely with business leaders, department heads, and employees to foster a productive,

compliant, and engaging work environment that supports both individual and organizational growth.

Key Responsibilities

Recruitment & Workforce Planning

 Coordinate and manage the end-to-end recruitment process to attract and retain top talent.

 Partner with department heads to forecast workforce requirements and create recruitment

plans aligned with business needs.

 Support onboarding and orientation programs to ensure smooth assimilation of new

employees.

Onboarding Program Management

 Design, implement, and continuously improve the onboarding framework, ensuring

consistency across all locations and departments.

 Coordinate pre-boarding activities, including documentation, background checks, medicals,

and system setup.

 Facilitate company orientation sessions covering corporate values, policies, and procedures.

 Develop onboarding schedules tailored to different job levels — from factory workers to

management staff.

 Partner with department heads to ensure new hires receive functional and role-specific

training.

Employee Relations & Engagement

 Serve as the first point of contact for employee inquiries, grievances, and conflict resolution.

 Promote a positive and inclusive work environment through employee engagement

initiatives.

 Ensure fair and consistent application of company policies, maintaining harmony between

management and employees.

 Support disciplinary and grievance management processes in compliance with Nigerian labor

laws.

Performance Management & Development

 Coordinate the performance management process, ensuring timely goal setting, appraisals,

and feedback discussions.

 Work with line managers to identify employee development needs and support career

growth opportunities.

 Assist in implementing training and development initiatives in collaboration with the L&D

function.

Compensation, Benefits & HR Administration

 Conduct regular salary and benefits benchmarking using market data to maintain internal

equity and external competitiveness.

 Support the annual salary review, bonus, and incentive programs based on performance and

market trends.

 Administer payroll data, attendance records, leave management, and other HR

documentation.

 Support salary reviews, incentive programs, and benefits administration in collaboration

with Finance and HR leadership.

 Maintain accurate and confidential employee records in line with data protection standards.

Compliance & Policy Management

 Ensure compliance with Nigerian labor laws, occupational health and safety regulations, and

company HR policies.

 Participate in HR audits and compliance reviews.

 Recommend updates to HR policies and procedures to reflect best practices and evolving

business needs.

HR Reporting & Analytics

 Prepare and maintain HR reports and dashboards on key metrics such as headcount,

turnover, and training hours.

 Use HR data to provide insights that support decision-making and workforce planning.

Culture & Organizational Development

 Support initiatives that strengthen company culture, employee engagement, and retention.

 Promote DAG Industries' values and a high-performance work environment through

collaboration and recognition programs.

Required Qualifications & Experience

 Bachelor's degree in Human Resources Management, Business Administration, Industrial

Relations, or a related field.

 Minimum 8–10 years of progressive HR experience, preferably within a manufacturing or

industrial environment.

 Strong knowledge of Nigerian labor laws, HR best practices, and employee relations

management.

 Proven experience in recruitment, performance management, and HR operations.

 Proficiency in HR Information Systems (HRIS) and MS Office tools (Excel, Words, Mail, Power

Point etc)

 Excellent interpersonal, communication, and organizational skills.

 Professional HR certification (e.g., CIPM, SHRM, HRCI) is an added advantage.

Key Competencies

 Strong ethical standards and discretion with confidential information.

 Excellent problem-solving and conflict-resolution abilities.

 Ability to build trust and maintain effective relationships across all levels.

 High attention to detail and process discipline.

 Results-driven, proactive, and adaptable in a fast-paced manufacturing