Human Resources Director

Job Status: CVs sent to Client
Estimated Salary

Expiration date: 24 Nov 2023

Date Posted

13 Nov 2023

Expiration date

24 Nov 2023

Offered Salary (month)



15 year exp



NB: The ideal candidate must be fluent in English and French.

Job Purpose

Within the framework of Glo-Djigbe Industrial Zone (GDIZ) strategic the Head of Human Resources in Benin develops and implements an effective and efficient HR generalist function that is aligned with Arise IIP’s strategic goals. Develops and implements a human resource plan that aligns with the overall mission and strategy of the organization, resulting in innovative, best practices and policies that will service the full range of Arise IIP’s HR needs and help build a high-performing culture of success, accountability, transparency and collaboration.


Human Resources Strategy

  • Formulates, implements, and reviews HR strategies and ensure that they are communicated and implemented throughout the company in support of corporate objectives.
  • Set strategic priorities for the Business Unit (BU) over short, medium and long term and contribute to strategic planning and processes.
  • Maintain an awareness of changing external requirements and trends ensuring the HR team actively responds to changes in context.
  • Constantly engage in a process of reviewing, modifying and monitoring the operation of the HR function in order to improve the quality of service, respond to the changing needs of stakeholders and ensure efficiency, effectiveness and value for money.
  • Oversees the formulation of HR budgets and ensures costs are maintained within approved budgets.

Industrial Relations

  • Provide consultation to management on sensitive employment issues, assist with disciplinary processes and terminations and engage legal counsel as needed.
  • Ensure compliance with all employment laws, and AIIP policies.
  • Direct and implement employee engagement and retention programs.
  • Ensure that the Company performs its duties and functions in fulfilment of its statutory obligations. In pursuit of this responsibility, senior managers need to ensure that they, and their relevant staff, keep abreast of the Company’s changing legal obligations and mandates.
  • Develop effective working relationships with Trade Union and other staff representatives to ensure good industrial relations.

Organisational Development

  • Oversee the implementation of Arise IIP Performance Management programme. This includes designing and measuring the effectiveness of the performance review tools, training employees, and communicating the process as needed.
  • Working with the business to develop the design and architecture of the organisation. Advising on, business specific OD interventions e.g., organisation restructures, Change Management, Performance Management.
  • Understand and developing the organisation’s culture in line with Company Values
  • Develop, maintain and deliver key Talent programmes and supporting the overall development of capability across the BU.
  • Support the HR team in further developing talent processes.
  • Developing and maintaining key management & personal development programmes.

Compensation & Benefits

  • Develop and implement an effective reward and recognition strategy to support the strategic objectives of the Company and appropriate terms and conditions of employment to ensure that the company attracts, retains and motivates the right calibre of staff.
  • Manage and oversee the administration of all employee benefits programmes for GDIZ, including retirement, health, life insurances and total compensation through the coordination of all third party administrators.
  • Negotiate and manage the terms of outsourced contracts for the Welfare and Occupational Health.
  • Ensure value for money and appropriate service standards are maintained working in partnership with others in the sector on shared service contracts where appropriate.


  • To establish and develop a dialogue and relationship with senior management to understand the key resource issues and associated requirements to meet both current and future organisational resourcing challenges.
  • To lead the activity to translate the resourcing requirements and Talent Management information developed by the Learning and Development Manager into achievable resource plans.
  • To identify and support the business to successfully deliver credible, customer focused, cost-effective and innovative recruitment solutions.
  • In collaboration with HR colleagues develop a resourcing strategy and innovative, timely and cost-effective best practice solutions to enable the organisation to meet its objectives.
  • Coaching/advising managers in the implementation of robust recruitment and selection processes aligned to legislative requirements, to facilitate shared responsibility for the recruitment of people and ensuring that HR matters are effectively dealt with.
  • Oversee the recruitment budget, ensuring maximum effectiveness of expenditure within the constraints of the budget.
  • To work with the Procurement Department to ensure effective management of Temporary Labour Suppliers, to ensure cost minimisation and service maximisation.


  • Oversee the maintenance of all BU infrastructure (buildings, facilities, equipment, offices, staff accommodation, vehicles) and a safe environment.
  • Oversee the provision of basic services such as water, lighting, transportation

Human Resources Director Requirements and Qualification

  • Relevant 15 years of experience and 5 years of which must have been a Human Resources Director.
  • Bachelor’s degree in Human Resources/Psychology/ any other relevant Social Sciences degree.
  •  The ideal candidate must be fluent in English and French.

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