LAPO Microfinance Bank Limited is a pro-poor financial institution committed to the empowerment of low-income Nigerians through access to responsive financial services delivered on a sustainable basis. The institution was founded as a non-profit entity by Mr. Godwin Ehigiamusoe while working as a Rural Co-operative Officer in Delta State, Nigeria. In 2010, LAPO set up a microfinance bank and transferred the bulk of its microfinance operations to the new institutional vehicle.

LAPO Microfinance Bank Ltd., in partnership with the German AFOS Foundation, and the German Catholic Entrepreneurs Association (BKU) is implementing a project co-financed by the German Government to strengthen LAPO’s capacity to promote qualitative growth and efficiently manage the quality of its services. Focus is on ensuring efficient management of resources, personnel development as well as improving LAPO’s capacity to provide further training to other microfinance institutions.

We are firmly committed to providing equal employment opportunities. We encourage all qualified persons to apply for posted position.

Job Title: Management-Trainee for Human Resource / Management Development

Ref: LMGTHR02
Job Location: Lagos/Benin

Institution and Project Program Professional Background
Lift Above Poverty Organization Microfinance Bank (LAPO) MFB Ltd. in partnership with the German AFOS Foundation, and the German Catholic Entrepreneurs Association BKU are implementing a project co-financed by the German Government to strengthen LAPO with regards to its capacity, to promote qualitative growth and to efficiently manage the quality of its services. The focus is on the building and expansion of efficient management and personnel development and on improving LAPO’s capacity to provide further training also to other microfinance institutions.

One of the main components of the project is the Trainee-Program.

It is designed to cover a period of twelve months shared between:

On-the-job training (operations – Field, Branch, Region and Head Office) for about three months;

• Functional information and involvement in projects – about two months;
• Project Management and responsibility – about two months;
• Special training in the functional areas where the future job is planned – about three months;
• Formal training units in the form of seminars and workshops on relevant management skills – two months and continuous after the program.

The project is seeking to recruit a trainee for Human Resource Management.

Under the overall guidance and direct supervision of the Head People Management Unit and Head of Corporate Services Department and the Project Manager of the AFOS-LAPO project the trainee is expected to rigorously complete the full Trainee-Program and acquire the relevant certifications.

The Trainee is expected to work in close collaboration with all the operational units of LAPO MFB within the prescribed timeframe and to support project delivery in areas and functions assigned.

Target of trainings
Next to the intensive academic trainings on general management, inputs on LAPO culture, strategy, structure and systems as well as on-the-job project management capacity building, the focus of professional training is to serve the following future responsibilities:

Plan, direct, and coordinate human resource management activities of LAPO to maximize the strategic use of human resources and maintain functions such as employee compensation, recruitment, personnel policies, and regulatory compliance.
To identify all training needs of the bank and compile a list of all training programs for management decision
To develop and manage a sustainable management development scheme for LAPO.

Focus areas of professional training
To be trained to perform the following duties and tasks:

• Plan and ensure availability and adequate management of people in areas of need (staffing);
• Administer compensation, benefits and performance management systems, and safety and recreation programs;
• Allocate human resources, ensuring appropriate matches between personnel.
• Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits;
• Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
• Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.
• Analyze and modify compensation and benefits policies (reward system) to establish competitive programs and ensure compliance with legal requirements.
• Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
• Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
• Plan, direct, supervise, and coordinate work activities of subordinates and staff (including Head Office People Management officers) relating to employment, compensation, labor relations, and employee relations.
• Maintain records and compile statistical reports (monthly and quarterly) concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
• Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.
• Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of the bank.
• Conduct exit interviews to identify reasons for employee termination.
• Investigate and report on industrial accidents for insurance carriers.
• Represent organization at personnel-related hearings and investigations.
• Negotiate bargaining agreements and help interpret labor contracts.
• Prepare personnel forecast to project employment needs;
• Prepare end of year management reports for external auditor and other stakeholders;
• Prepare and follow budgets for personnel operations (including training budgets) and monitor the bank’s performance against budget;
• Develop, administer and evaluate applicant tests.
• Prepare monthly key performance indicators report and oversee the evaluation, classification and rating of occupations and job positions.
• Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends;
• Consult with other managers to identify training needs and develop robust training program/strategy for the bank;
• Efficiently manage trainee and talent pool programs and produce timely reports evaluating individual trainings and the overall training programs (monthly and annually);
• Work with Executive to identify specific learning needs of individual management staff and organize the provision of tailored trainings and individual coaching;
• Identify and recommend relevant courses to management staff to complement existing gaps in performing present function or in preparation for future function in the bank
• Identify and secure the services of relevant experts to develop suitable course content
• Perform other duties and responsibilities, as may be assigned by the Head, People Management unit

Education qualification

• The ideal candidate must possess either Bsc or HND in Social Sciences from a reputable institution
• A post graduate degree and/or relevant professional qualification will be an added advantage

Other skills and competences

• Sound knowledge of best practices in human resources management – including knowledge and use of standard human resources management systems and software;
• Knowledge of existing regulatory framework;
• Knowledge of industry and economic environment;
• Ability to relate to staff at all levels – including management staff;
• Strong and effective negotiation skills;
• Team building, people and conflict management skills;
• Strategic thinking and analytical skills;
• Managerial and leadership skills;
• Integrity and firmness;
• attention to detail and accuracy;
• strong communication skills;
• information and task monitoring;
• problem analysis;
• Sound mastery in the usage of computers and office software packages (MS Word, ppt., Excel, etc) and knowledge of spreadsheet and database packages, experience in handling of web based management systems;
• Organizational skills, secretarial and office management competences;
• Demonstrate corporate knowledge and sound judgment;
• Self-development, initiative-taking;
• Learning and sharing knowledge; encourage the learning of others.
• Accountable and transparent in all aspects of work;
• Readiness and ability to accommodate flexible working hours;
• Readiness to accommodate travels outside the regular work station (in particular travels to Benin City);
• Ability and readiness to work with people of different nationalities and cultures

Experience

• Not relevant in the case of fresh graduates with the relevant academic qualifications; alternatively
• Minimum of five years experience in a human resource function with at least two of those years in management positions.

Key performance indicators

• Timeliness in preparation of respective reports
• Timeliness in preparation of annual budgets
• Timeliness in conduct and completion of annual or other audits
• Degree of error in reports generated;
• Quality of analysis of feedbacks from trainees and correctives to dysfunctional trainee and talent pool programs;
• Quality of trainings conducted and effective use of outputs from trainings;
• Level of response to training and learning needs of the bank
• Incidents of exceptions in the reports of internal and external auditors

Language: Fluency in English

Age limit: Between 25 and 30 years of age
Start Date: 1st April 2014
Duration of program: 12 months

Remuneration
Salary: Competitive and based on qualification

Mode of Application:
Interested and qualified candidates should
Click here to apply online

Closing Date: 5th of March, 2014