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Open nowFirst seen 4 days ago

Non-Executive Director – Human Resources

Sigma Consulting Group570 open roles

Where
Lagos, Nigeria
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Your applicationOpen nowNon-Executive Director – Human ResourcesSigma Consulting Group · Lagos, Nigeria

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The clock on this job

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Share of postings closed within
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  2. 4.5%3 days
  3. 12.3%7 days
  4. 19.3%14 days
  5. 35.6%30 days
  6. 57.8%60 days
This job: first seen 4 days ago

The posting

Non-Executive Director – Human Resources

Industry: Investment | Financial Services | Real Estate | Corporate Finance

Board Committee: Remuneration and Human Resources Committee

Reports To: Chairman of the Board

Location: Lagos, Nigeria

Work Mode: Hybrid (Physical & Virtual Board Meetings)

Employment Type: Board Appointment (Non-Executive Director)

Compensation: Negotiable (Subject to Board Approval)

Experience: Minimum of 20 Years of progressive Human Resources leadership experience, with significant executive and board-level exposure.

About the Role

Our client is seeking an accomplished and highly respected Non-Executive Director – Human Resources to join its Board of Directors. The successful candidate will provide independent oversight and strategic guidance on the organization's people agenda, ensuring that human capital strategies effectively support long-term business growth, governance, and sustainable value creation.

As a member of the Remuneration and Human Resources Committee, the Director will provide oversight of executive and employee remuneration, succession planning, leadership development, talent management, organizational culture, workforce planning, diversity and inclusion, and overall human capital governance. The successful candidate will contribute to Board deliberations, strengthen corporate governance, and ensure the organization attracts, develops, and retains exceptional talent while aligning people strategies with corporate objectives.

Key Responsibilities

Board Governance & Strategic Leadership

  • Provide independent oversight and strategic direction on all human capital and organizational development matters.
  • Contribute actively to Board discussions, strategic planning, and long-term business growth initiatives.
  • Ensure human capital strategies are aligned with the organization's corporate vision, business objectives, and governance framework.
  • Provide objective advice on organizational effectiveness, workforce sustainability, and future capability requirements.
  • Support the Board in maintaining sound corporate governance and ethical leadership practices.
  • Review Board papers and provide informed recommendations on people-related matters.

Remuneration & Human Resources Committee Oversight

  • Provide oversight of executive remuneration frameworks to ensure competitiveness, fairness, transparency, and alignment with organizational performance.
  • Review and recommend executive compensation structures, incentive plans, bonuses, and long-term reward policies.
  • Ensure remuneration policies support shareholder value while attracting and retaining high-performing executives.
  • Monitor compliance with remuneration governance and applicable regulatory requirements.

Succession Planning & Leadership Development

  • Oversee succession planning for Board members, executive leadership, and critical business functions.
  • Review leadership pipeline strategies and executive development programmes.
  • Provide guidance on identifying, developing, and retaining future organizational leaders.
  • Evaluate leadership capability and organizational readiness for future growth.

Talent Management & Organizational Effectiveness

  • Review and monitor talent acquisition, employee engagement, workforce planning, and retention strategies.
  • Provide oversight of organizational design initiatives that improve business effectiveness.
  • Support initiatives that strengthen employee performance, accountability, and operational excellence.
  • Review key workforce metrics and advise on strategic improvements.

Organizational Culture & People Strategy

  • Champion a high-performance culture built on integrity, accountability, inclusion, collaboration, and innovation.
  • Provide oversight of diversity, equity, inclusion, and employee well-being initiatives.
  • Ensure organizational values are reflected in leadership behaviours and workplace culture.
  • Advise the Board on emerging workforce trends, human capital risks, and best practices.

Risk Management & Compliance

  • Oversee people-related risks including succession, talent shortages, employee relations, organizational capability, and regulatory compliance.
  • Ensure compliance with applicable labour laws, corporate governance codes, and employment regulations.
  • Monitor organizational policies relating to ethics, conduct, and workplace governance.
  • Support the Board in maintaining strong governance across all people-related matters.

Committee & Board Responsibilities

  • Attend scheduled Board and Committee meetings and actively contribute to discussions.
  • Review Board papers in advance and provide constructive, independent input.
  • Participate in strategic retreats, governance sessions, and special Board assignments.
  • Maintain confidentiality and uphold the highest standards of integrity and fiduciary responsibility.
  • Build productive relationships with fellow Directors and executive management while maintaining appropriate independence.

Qualifications

  • Bachelor's Degree in Human Resources, Industrial Relations, Business Administration, Management, Psychology, Law, or a related discipline.
  • A Master's Degree (MBA, MHRM, MSc Human Resource Management, Organizational Development, or related field) is highly desirable.
  • Professional certification such as CIPM, SHRM-SCP, SPHR, HRCI, CIPD, or equivalent is required.
  • Corporate governance certification from a recognized institution will be an added advantage.
  • Minimum of 20 years of progressive Human Resources experience, including executive leadership roles.
  • Previous Board or Board Committee experience is highly desirable.
  • Strong understanding of remuneration governance, executive compensation, succession planning, talent management, organizational design, and corporate governance.
  • Demonstrated experience leading HR transformation and organizational change initiatives within large or complex organizations.
  • Strong knowledge of Nigerian labour legislation, corporate governance practices, and HR regulatory requirements.

Ideal Candidate Profile

The ideal candidate is a distinguished Human Resources executive with an exceptional track record of leading strategic people initiatives across investment, financial services, real estate, corporate finance, or similarly regulated industries. They possess extensive experience advising Boards and executive leadership on human capital strategy, executive remuneration, succession planning, organizational transformation, and governance.

The successful candidate will demonstrate sound commercial judgment, independence of thought, strong ethical standards, and the ability to influence at Board level while providing objective oversight. They will possess excellent stakeholder management skills and a deep understanding of how effective people strategies contribute to sustainable business performance.

Core Competencies

  • Board Governance and Corporate Stewardship
  • Strategic Human Capital Leadership
  • Executive Remuneration and Compensation Governance
  • Succession Planning and Leadership Development
  • Talent Management and Workforce Strategy
  • Organizational Design and Transformation
  • Corporate Governance and Regulatory Compliance
  • Risk Management
  • Change Leadership
  • Business and Financial Acumen
  • Executive Stakeholder Management
  • Ethical Leadership and Integrity
  • Decision-Making and Sound Judgment
  • Emotional Intelligence and Influencing Skills

How to Apply

Interested and qualified candidates should send their CV to [email protected] using "Non-Executive Director – Human Resources" as the subject of the email.

Applications will be treated with the highest level of confidentiality. Only shortlisted candidates will be contacted.

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