The Human Resources Officer at RULI HIGHER INSTITUTE OF HEALTH is responsible for managing and coordinating comprehensive human resources functions designed to support the Institute's strategic objectives and operational efficiency. This role ensures the implementation of sound HR policies, fair labor practices, and effective talent management across the Institute's diverse functions, including academic administration, research departments, student services, and support staff. The HR Officer will oversee recruitment, talent development, performance management, employee relations, payroll administration, and HR compliance within a higher education and health training environment.

Responsibilities or duties

A. Talent Acquisition and Onboarding:

• Coordinate end-to-end recruitment processes, including drafting job descriptions, posting vacancies, screening candidates, organizing interviews, and conducting reference checks.
• Assist in the development and execution of recruitment plans specific to higher education and health institutions (e.g., academic faculty, clinical instructors, administrative and support staff).
• Facilitate seamless onboarding and induction programs for new employees to ensure integration into the Institute's culture and operational standards.
• Manage employment contracts, appointment letters, and personnel files in compliance with labor laws and institutional policies.

B. Performance Management and Staff Development:

• Administer the Institute's performance appraisal system, ensuring timely evaluations, goal alignment, and feedback delivery for all faculty and staff.
• Identify institutional training and development needs based on performance reviews and strategic priorities, coordinating relevant professional development programs.
• Support career development pathways and capacity-building initiatives for academic and administrative personnel.

C. Employee Relations, Welfare, and Compliance:

• Serve as a trusted advisor to management and staff on employee relations, conflict resolution, disciplinary procedures, and grievance handling.
• Ensure Institute compliance with national labor laws, employment regulations, internal statutes, and institutional accreditation requirements.
• Promote a safe, ethical, and inclusive work environment by assessing the effectiveness of workplace policies and code of conduct programs.
• Manage staff leave tracking, attendance monitoring, medical insurance administration, and staff welfare benefits.

D. Compensation, Benefits, and HR Information Systems:

• Oversee and verify monthly payroll inputs, ensuring accurate calculation of salaries, allowances, deductions, and statutory contributions (e.g., RSSB, PAYE).
• Maintain updated human resources information systems and personnel databases, ensuring data integrity, confidentiality, and security of employee records.
• Assist in payroll audits and collaborate with finance and internal audit functions to resolve any compensation or HR-related discrepancies.

E. Special Projects and Administrative Duties:

• Participate in organizational restructuring initiatives, policy reviews, and strategic HR projects as assigned by management.
• Assist in coordinating HR-related documentation for internal and external institutional audits.
• Stay current with developments in labor legislation, higher education administration, and human resource management best practices.

Qualifications or requirements 

Education:

• Bachelor’s degree in human resource management, Management, Public Administration, Industrial Psychology, or a related field. A master’s degree in these areas or in Business Administration is an added advantage.

Professional Certification:

• Professional certification in Human Resources (e.g., CIPM, CHRP, SHRM) is highly desirable.

Experience needed

Experience:

• Minimum of 5 years of progressive professional experience in human resources management, personnel administration, or talent operations, preferably within a large or mid-sized organization.
• Essential experience working in higher education, the health sector, or non-profit institutions is a significant advantage.
• Demonstrated experience in payroll management, performance appraisal systems, and labor law compliance.
• Proficiency in using institutional management software or payroll/HR software is a must.

Required Skills and Competencies

A. Technical Skills:

• Thorough knowledge of labor laws, employment standards, and HR best practices.
• Strong understanding of compensation, benefits administration, and payroll processing principles.
• Proficiency in data analysis and management tools (e.g., advanced Excel, HRIS databases) to handle personnel metrics and reporting.
• Familiarity with institutional policy formulation and implementation.

B. Soft Skills:

• Analytical and Critical Thinking: Ability to evaluate organizational structures, assess workforce trends, and develop constructive solutions.
• Communication: Excellent written and verbal communication skills, with the ability to draft clear employment policies, reports, and memos.
• Interpersonal Skills: Strong ability to build professional relationships, handle sensitive negotiations, and work collaboratively across departments.
• Problem-Solving: Proactive and diplomatic approach to resolving employee relations and administrative challenges.
• Integrity and Objectivity: Unquestionable professional ethics, strict adherence to confidentiality, and the ability to remain impartial.
• Attention to Detail: Meticulous in managing personnel records, contracts, and payroll data.
• Time Management: Ability to manage multiple priorities, meet tight payroll/recruitment deadlines, and perform under pressure.

Personal Attributes

• High level of professional integrity, confidentiality, and discretion regarding personnel matters.
• Empathetic, approachable, and diplomatic nature with strong emotional intelligence.
• Adaptable and resilient in a dynamic academic and healthcare training environment.

• Coordinate end-to-end recruitment processes, including drafting job descriptions, posting vacancies, screening candidates, organizing interviews, and conducting reference checks.
• Assist in the development and execution of recruitment plans specific to higher education and health institutions (e.g., academic faculty, clinical instructors, administrative and support staff).
• Facilitate seamless onboarding and induction programs for new employees to ensure integration into the Institute's culture and operational standards.
• Manage employment contracts, appointment letters, and personnel files in compliance with labor laws and institutional policies.
• Administer the Institute's performance appraisal system, ensuring timely evaluations, goal alignment, and feedback delivery for all faculty and staff.
• Identify institutional training and development needs based on performance reviews and strategic priorities, coordinating relevant professional development programs.
• Support career development pathways and capacity-building initiatives for academic and administrative personnel.
• Serve as a trusted advisor to management and staff on employee relations, conflict resolution, disciplinary procedures, and grievance handling.
• Ensure Institute compliance with national labor laws, employment regulations, internal statutes, and institutional accreditation requirements.
• Promote a safe, ethical, and inclusive work environment by assessing the effectiveness of workplace policies and code of conduct programs.
• Manage staff leave tracking, attendance monitoring, medical insurance administration, and staff welfare benefits.
• Oversee and verify monthly payroll inputs, ensuring accurate calculation of salaries, allowances, deductions, and statutory contributions (e.g., RSSB, PAYE).
• Maintain updated human resources information systems and personnel databases, ensuring data integrity, confidentiality, and security of employee records.
• Assist in payroll audits and collaborate with finance and internal audit functions to resolve any compensation or HR-related discrepancies.
• Participate in organizational restructuring initiatives, policy reviews, and strategic HR projects as assigned by management.
• Assist in coordinating HR-related documentation for internal and external institutional audits.
• Stay current with developments in labor legislation, higher education administration, and human resource management best practices.

• Thorough knowledge of labor laws, employment standards, and HR best practices.
• Strong understanding of compensation, benefits administration, and payroll processing principles.
• Proficiency in data analysis and management tools (e.g., advanced Excel, HRIS databases) to handle personnel metrics and reporting.
• Familiarity with institutional policy formulation and implementation.
• Analytical and Critical Thinking
• Excellent written and verbal communication skills
• Strong ability to build professional relationships, handle sensitive negotiations, and work collaboratively across departments.
• Proactive and diplomatic approach to resolving employee relations and administrative challenges.
• Unquestionable professional ethics, strict adherence to confidentiality, and the ability to remain impartial.
• Meticulous in managing personnel records, contracts, and payroll data.
• Ability to manage multiple priorities, meet tight payroll/recruitment deadlines, and perform under pressure.
• High level of professional integrity, confidentiality, and discretion
• Empathetic, approachable, and diplomatic nature with strong emotional intelligence.
• Adaptable and resilient

• Bachelor’s degree in human resource management, Management, Public Administration, Industrial Psychology, or a related field.
• A master’s degree in these areas or in Business Administration is an added advantage.
• Professional certification in Human Resources (e.g., CIPM, CHRP, SHRM) is highly desirable.
• Minimum of 5 years of progressive professional experience in human resources management, personnel administration, or talent operations, preferably within a large or mid-sized organization.
• Essential experience working in higher education, the health sector, or non-profit institutions is a significant advantage.
• Demonstrated experience in payroll management, performance appraisal systems, and labor law compliance.
• Proficiency in using institutional management software or payroll/HR software is a must.