HR & Learning , Sustainability Manager(Lagos)

Our client is a leading figure in the Multimedia Production Industry, renowned for delivering rich, insightful content that shapes and celebrates the essence of Nigerian /African fashion, music, and entertainment, both locally and globally. They are looking to hire an HR & Learning Manager to be based in Lagos.

Role Overview

The HR & Learning Manager is a hands-on role responsible for coordinating and strengthening people operations across the company, while supporting the planning and delivery of the Group's sustainability, talent-development and social-impact initiatives.

Reporting directly to the CEO, the role translates business priorities into practical HR and programme plans, provides sound

recommendations, maintains effective systems and ensures consistent execution. The role combines strategic thinking with day-to-

day delivery and is suited to an emerging manager who can work independently, exercise good judgement and escalate material

decisions appropriately.

Accountability: The Manager works independently within approved policies, plans and budgets. Strategic changes, senior

appointments, compensation decisions, disciplinary outcomes, unbudgeted expenditure and material partnership commitments

require the CEO's approval.

Key Responsibilities

A. Human Resources & People Operations

1. HR Planning and CEO Support

• Translate the Group's business priorities into an annual HR workplan, people calendar and practical workforce actions.
• Provide the CEO with timely people insights, options and recommendations on staffing, structure, performance, culture and employee matters.
• Support organisational reviews and change initiatives, ensuring agreed actions are implemented and communicated effectively.

2. Recruitment, Onboarding and Employee Records

• Coordinate recruitment from approved vacancy through selection, reference checks, offer and onboarding.
• Manage probation, confirmation, contract renewal, exit and offboarding processes in line with policy.
• Maintain accurate employee files, job descriptions, organisation charts, leave records and HR trackers.

3. Performance, Learning and Employee Engagement

• Coordinate the performance-management cycle, including KPI setting, check-ins, appraisals, development plans and performance-improvement processes.
• Work with line managers to identify training needs and coordinate relevant learning and development activities.
• Support employee engagement, internal communication, wellbeing and culture-building initiatives that strengthen accountability and collaboration.

4. Employee Relations, Policy and Compliance

• Provide first-line guidance to managers and employees on HR policies, workplace expectations and employee-relations matters.
• Coordinate disciplinary, grievance and conflict-resolution processes, escalating sensitive or high-risk matters to the CEO and relevant advisers.
• Monitor compliance with applicable labour requirements and recommend updates to HR policies and procedures.

5. Payroll and People Reporting

• Prepare and validate monthly payroll inputs in collaboration with Finance, including approved changes, deductions,benefits and statutory information.
• Track headcount, recruitment, turnover, attendance, leave, performance and other key people indicators.
• Submit concise monthly and quarterly HR reports to the CEO, highlighting progress, risks and actions required.

B. Sustainability, Learning & Impact Programmes

1. Programme Planning and Strategic Alignment

• Support the CEO in translating Accelerate's sustainability and impact priorities into annual plans, delivery timelines,targets and budgets.
• Ensure programmes align with the Group's brand, business priorities and commitment to youth empowerment and creative-industry development.
• Contribute practical recommendations for improving programme reach, quality, partnerships and long-term sustainability.

2. Programme Coordination and Delivery

• Coordinate training programmes, learning cycles, mentorship activities and related events from planning through completion.
• Manage programme schedules, participant communications, facilitator engagement, logistics, documentation and internal follow-up.
• Support curriculum coordination and digital-learning delivery, working with subject-matter experts and service providers as required.

3. Monitoring, Evaluation and Reporting

• Maintain simple and reliable frameworks for tracking applications, participation, completion, learner feedback and programme outcomes.
• Keep programme dashboards and records accurate and up to date, in line with data-protection requirements.
• Prepare impact reports, management updates and supporting information for the CEO, partners and stakeholders.

4. Budget Coordination and Resource Discipline

• Develop programme budget inputs and monitor approved expenditure in collaboration with Finance and project leads.
• Maintain complete supporting documentation and promptly flag variances, risks or additional resource requirements.
• Support value-for-money delivery and identify opportunities for sponsorship, partnership or in-kind support.

5. Stakeholder and Partnership Support

• Coordinate communication and follow-up with facilitators, training partners, sponsors, institutions and ecosystem collaborators.
• Prepare briefs, presentations, proposals, meeting notes and progress updates to support stakeholder engagement.
• Represent Accelerate professionally at relevant programme meetings and activities, as delegated by the CEO.

Key Performance Indicators

• Timely delivery of the annual HR workplan and learning and sustainability programme calendar.

•Accuracy and completeness of employee records, payroll inputs, HR trackers and programme data.

• Completion of recruitment, onboarding, probation and appraisal processes within agreed timelines.
• Improvement in employee engagement, policy compliance and resolution of people issues.
• Delivery of sustainability and learning programmes on time and within approved budgets.
• Participant application, attendance, completion, satisfaction and outcome targets achieved.
• Quality and timeliness of reports, dashboards, partner communication and CEO updates.
• Demonstrated cost discipline and effective use of partnerships and programme resources.

Technical Competencies

• Working knowledge of HR operations, employee relations and HR policy administration.
• Practical experience coordinating recruitment, onboarding, performance management and learning activities.
• Ability to turn broad priorities into clear plans, timelines, trackers and measurable deliverables.
• Experience supporting training, social-impact, youth-development or capacity-building programmes.
• Basic budget monitoring, data analysis, reporting and presentation skills.
• Proficiency in Microsoft Office or Google Workspace; familiarity with HR systems including Seamless HR, survey tools or learning platforms is an advantage.

Behavioral Competencies

• Strategic thinking with a strong bias for practical execution.
• High integrity, discretion and sound judgement when handling confidential matters.
• Strong organisation, follow-through and attention to detail.
• Clear written and verbal communication, with confidence engaging employees and external stakeholders.
• Collaborative, solutions-oriented and comfortable working in a lean, fast-moving organisation.
• Genuine interest in people development, youth empowerment and the creative economy.

Qualifications & Experience

• Bachelor's degree in Human Resources, Business Administration, Management, Social Sciences, Education, Development Studies or a related discipline.
• Professional HR certification such as CIPM, CIPD or SHRM is preferred; candidates actively working towards certification may also be considered.
• Four to six years of relevant experience across HR operations, people management, programme coordination, learning and development or social-impact delivery, including experience coordinating a defined workstream or supervising junior support.
• Strong reporting, stakeholder coordination and delivery against deadlines; experience in a media, creative, technology, education or fast-growing organisation is an advantage.

Only shortlisted candidates will be contacted