HR BUSINESS PARTNER AT OLAM AGRI | HR JOBS IN LAGOS

About Company:

Olam Agri is a market-leading, differentiated food, feed, and fiber agri-business with a global origination footprint, processing capabilities, and deep understanding of market needs built over 33 years. With a strong presence in high-growth emerging markets and products across grains & oilseeds, animal feed & protein, rice, edible oils, specialty grains & seeds, cotton, wood products, rubber and commodity financial services.

Olam Agri is at the heart of global food and agri-trade flows with more than 40 million MT in volume traded annually. Focused on transforming food, feed and fiber for a more sustainable future, it aims at creating value for customers, enabling farming communities to prosper sustainably, and strive for a food-secure future.

Job Description:

• The HR Business Partner will serve as a strategic advisor to Manufacturing, Technical and Supply Chain leadership teams, driving HR initiatives that strengthen organizational capability, enhance talent quality, and support high‑performance culture across plant and field operations.
• The role ensures seamless execution of people processes, workforce planning, capability development, and HR compliance within the manufacturing ecosystem, by effectively partnering with the various COE’s.

Function: Human Resources
Sub-Function: Human Resources

Key Deliverables
Strategic HR Business Partnering:

• Act as a trusted advisor to MATS leadership, providing data-driven insights to influence people decisions and organizational effectiveness.
• Partner with business units to understand operational priorities and translate them into HR interventions that improve productivity and workforce engagement.
• Drive workforce planning, succession planning, and capability-building strategies aligned with business growth.

Talent Acquisition & Workforce Deployment:

• Partner with the TA team to attract, assess, and onboard high-quality technical, engineering, manufacturing, and supply chain talent.
• Ensure staffing for plants, mills, factories, warehouses, and field operations is aligned with business timelines and manpower budgets.
• Support graduate trainee intake and deployment across technical and manufacturing functions.

Strategic Effectiveness:
Performance & Capability Development:

• Drive the annual performance management cycle, ensuring fairness, quality of evaluations, and leadership accountability.
• Identify skill gaps and coordinate functional capability development programs for plant managers, shift supervisors, engineers, quality teams, and supply chain staff.
• Support leadership development pipelines for critical MATS roles.

HR Operations & Process Excellence:

• Partner with Plant HR/IR Managers to deliver end‑to‑end people processes including onboarding, confirmations, transfers, exits, HR documentation, and payroll inputs.
• Partner with C&B team to ensure data accuracy and timely updates on HR systems (e.g., SuccessFactors, HRIS).
• Lead continuous improvement initiatives to simplify HR processes across manufacturing locations.

Culture, Engagement & Change Management

• Partner with L&D to champion company values and drive culture-building initiatives across plants, warehouses, and field operations.
• Lead engagement activities, pulse surveys, and action planning to improve employee morale and retention.
• Support change management for organizational transformation, restructuring, or process redesign initiatives.

Organizational Effectiveness:

• Define and Implement world-class primary human resources processes working with the team of HR representatives (e.g. annual and mid-year promotions, yearly performance management, compensation and salary administration) according to geographic/entity guidelines.
• Partner with the L&D team to assess skill gaps with leadership. Execute plans for skill development across the entire spectrum of the organization
• Support HR representative generalists to identify people who need training
• Oversee customer community meetings/activities.
• Evaluate, identify and partner with best in class training providers/vendors to implement training & OD programs and services

Requirements:

• Bachelor’s Degree from reputed university / specialization in Human Resources, Industrial Relations, Business Administration or related field is an advantage, through not mandatory. Certification from institutes such as CIPM, SHRM, HRCI is an advantage
• 10–12 years progressive HR experience, with at least 6 years partnering with manufacturing/technical/supply chain operations.
• Proven experience in talent planning, capability development, and improving employee experience in a high‑performance, fast-paced environment.

Salary

Application Closing Date: Not specified

Application Instructions:

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