Vacancy for Labor Relations Senior Manager at Citibank Nigeria Limited (CNL)

Company Description:

 Citibank Nigeria Limited (CNL) was incorporated in Nigeria on May 2, 1984 and the oldest international bank in the country. It provides a wide range of financial products and services to corporate and commercial customers, financial institutions and public sector organizations. It offers deposit and loan products, global transaction services, cash management, sales and trading, corporate finance and investment banking products.

The company was formerly known as Nigeria International Bank Ltd and changed its name to Citibank Nigeria in 2008. Today it employs about 300 people and operates 12 branches in Lagos, Abuja, Port Harcourt, Warri, Kano, Bonny, Aba, Lanlate and Ososa. As at December 31, 2016, it had over NGN 600 billion in total assets. Citibank Nigeria is owned by Citibank Overseas Investment Corporation, a subsidiary of Citibank N.A. (USA).

We are recruiting to fill the position below:

Job Title: Labor Relations Senior Manager - Nigeria & Ghana

Job Req ID: 24737262
Job Location: Lagos, Nigeria
Job Type: Hybrid
Job Category: Human Resources

Job Description: 

• This role is a member of the newly-formed MEA Labor Relations team which reports to a MEA team lead based in the UAE. This role in turn reports to the MEA Head of HR.
• Applies in-depth disciplinary knowledge through provision of value-added perspectives or advisory services.
• May contribute to the development of new techniques, models and plans within area of expertise.
• Excellent communication and diplomacy skills are required, as well as an understanding of local labor laws and the applicable regulatory environment.
• Must be able to multi-task, work independently, be able to prioritize workloads and manage stakeholders to the highest level.
• Generally, has responsibility for volume, quality and timeliness of end results.

Responsibilities
Labor/ Union & Collective Negotiations:

• Implements the organization's employee relations strategy to minimize the negative impact of individual employee grievances or collective labor disputes.
• Coordinates employee and labor relations programs to ensure compliance with policies and practices.
• Represents the organization in contract negotiations with labor unions. Ensures that there is effective cost budgeting for any incremental asks/incentives to support contract negotiations.
• Liaises with managers, employees, and their representatives to investigate and resolve grievances and develop strategies to prevent their recurrence to maintain a productive and harmonious workplace.
• Ensures all employer-employee relationships in the organization comply with collective agreements, individual employment contracts, regulations, laws, and the organization's employment policies and standards.
• Analyzes and interpret bargaining trends and issues, as well as standards, regulations, and laws to understand their impact on the organization. This includes market benchmarking on similar organizations and the incentives provided under the relevant bargaining agreements.
• Represents management in negotiations and dispute resolution with employees, unions, employer bodies, government agencies, labor relations authorities, and other agencies to protect the organization's interests.

Employment Litigation:

• Provide support to Employment Legal and CHROs on employment litigation processes

Regulatory Advisory (HR and Local Labor Law):

• Partners with the CHROs, Employment Legal, ICRM and Country Legal teams to respond to Labor authorities or regulators on employment matters
• Translate external/internal labor counsel labor law / regulations and into changes impacting the workplace; monitor changes in labor law to advise management
• Support CHROs with Labor Department audits and/or inquiries
• Handbook amendments and policy dissemination
• Advise/counsel on all HR matters under local law including hiring, working shifts, over time and premium pay, exemption classifications under applicable wage and hour laws,  DIRA and VIC,  Occupational Health & Safety, Terminations, performance, mobility , cross-border transfers, local legal vehicles, work visas or permits

Individual and Collective Dismissals (Terminations):

• Engage in negotiations for individual and collective dismissal processes, redundancy calculations, tax impact, cases preparation (dismissal letters, separation agreements, communication etc.) in consultation with Employment Legal

• Partner with Employment Legal, Country Legal, Employee Relations, HRAs and CHROs on Involuntary Terminations that require special support

Oversight & Reporting:

• Provide Information for Senior Escalation meetings and governance forums

Policy & Regulation:

• Confirm policy and Regulation applicability under labor law. Implementation is coordinated by Labor Relations in each country with Employment Law, ER, other COEs or HR Delivery accordingly.
• Provide advice to Policy Lead on changes to Employees Handbook: Update according to Labor Law amendments and jointly with the Union, file before Labor Board.
• New Policies Implementation

Occupational Health:

• Oversight on Occupational Health issues: committees participation, representation with regulators, as applicable

Third Parties contractors, NEMS:

• Third parties contractors, NEMS (Non Employees) Bankruptcy and Litigation Monitoring
• Advise on NEMS management and conversions

Risk & Controls:

• Identify controls to manage risks, conduct root cause analysis and look-across to prevent risks from being repeated
• Partner with HR Controls, ICRM, and Risk teams to provide support to the CHROs on issue management, tracking progress, escalating concerns
• Appropriately assess risk when business decisions are made, demonstrating particular consideration for the firm's reputation and safeguarding Citigroup, its clients and assets, by driving compliance with applicable laws, rules and regulations, adhering to Policy, applying sound ethical judgment regarding personal behavior, conduct and business practices, and escalating, managing and reporting control issues with transparency, as well as effectively supervise the activity of others and create accountability with those who fail to maintain these standards.

Other:

• Bank Associations/Regulators monthly Committees
• Data Privacy consultation matter
• Support implementation of "How we Work" strategy in each country accordingly
• Provides ad hoc support to the CHROs across a number of in-country HR generalist tasks
• Engages with other Labor Relations Managers on pan-MEA projects and initiatives

Job Requirements:

• Minimum of First Degree or equivalent in any discipline plus a relevant higher degree or professional  qualification
• 15 Minimum Years of Post-Graduation Work Experience
• 10Minimum Years of Experience in Banking
• 10 Minimum Years in Previous Position

Job Application Deadline:
Not Specified.

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