Independent Non-Executive Director – Human Capital

Our client is seeking an accomplished and highly respected Independent Non-Executive Director Human Capital to join its Board of Directors and serve on the Remuneration & Human Capital Committee.

The successful candidate will provide independent oversight strategic guidance and governance on the organizations human capital agenda ensuring that its people strategy supports sustainable growth organizational performance effective governance and long-term value creation.

As a member of the Board the successful candidate will contribute independent judgment on executive remuneration succession planning leadership development organizational effectiveness workforce strategy culture talent management executive performance and governance. The role requires a seasoned Board-level executive with exceptional strategic insight impeccable integrity and extensive leadership experience within investment financial services real estate corporate finance or other highly regulated industries.

• Provide independent oversight and strategic direction on all human capital leadership and organizational effectiveness matters.
• Contribute to the formulation and review of the organizations long-term strategy and corporate objectives.
• Provide objective and independent judgment during Board deliberations while acting in the best interests of the organization and its stakeholders.
• Ensure the organizations Human Capital strategy supports business growth operational excellence and long-term sustainability.
• Promote the highest standards of corporate governance ethical leadership accountability and transparency.
• Participate actively in Board meetings Committee meetings annual strategy sessions and governance reviews.

• Provide oversight of executive remuneration policies incentive frameworks and compensation governance.
• Review executive compensation packages to ensure alignment with organizational performance market competitiveness and shareholder interests.
• Oversee executive performance evaluation frameworks and reward strategies.
• Ensure remuneration practices comply with governance standards and regulatory expectations.
• Review employee reward philosophies and long-term incentive programmes where applicable.

• Guide the Board on workforce strategy organizational capability and future talent requirements.
• Review talent acquisition retention employee engagement and workforce planning strategies.
• Provide oversight of organizational design initiatives that enhance efficiency and effectiveness.
• Monitor workforce trends and emerging human capital risks affecting the organization.
• Support initiatives that improve organizational productivity employee performance and leadership effectiveness.

• Oversee succession planning for the Board Executive Management and critical business functions.
• Review leadership development programmes and executive talent pipelines.
• Ensure appropriate succession plans are in place for key leadership positions.
• Advise on leadership capability executive coaching and future organizational readiness.

• Champion a culture of integrity accountability innovation collaboration and high performance.
• Promote diversity equity inclusion employee wellbeing and workplace engagement initiatives.
• Ensure organizational values are embedded across leadership and business operations.
• Provide oversight on culture transformation and change management initiatives.

• Oversee human capital risks including leadership succession workforce capability industrial relations talent shortages and organizational resilience.
• Ensure compliance with Nigerian labour laws corporate governance codes and employment regulations.
• Review organizational policies relating to ethics workplace conduct whistleblowing and employee governance.
• Support enterprise-wide governance initiatives that strengthen organizational performance and risk management.

• Attend scheduled Board and Committee meetings and contribute meaningfully to strategic discussions.
• Review Board papers and Committee reports in advance of meetings.
• Build productive relationships with fellow Directors while maintaining independence and objectivity.
• Provide strategic guidance to Executive Management on people governance and leadership matters.
• Maintain the highest standards of confidentiality fiduciary responsibility and ethical conduct.

• Bachelors Degree in Human Resources Industrial Relations Business Administration Management Psychology Law or a related discipline.
• A Masters Degree (MBA MSc Human Resource Management MHRM Organizational Development or related field) is highly desirable.

• Professional certification such as FCIPM/CIPM FCIPD/CIPD SHRM-SCP SPHR HRCI or an equivalent internationally recognised qualification is required.
• Corporate Governance certification or membership of the Institute of Directors (IoD Nigeria) will be an added advantage.

• Minimum of 20 years progressive Human Capital leadership experience including executive leadership responsibilities.
• Previous Board or Board Committee experience is highly desirable.
• Extensive expertise in executive remuneration succession planning leadership development organizational transformation culture and governance.
• Demonstrated success leading enterprise-wide HR transformation within large or complex organizations.
• Strong knowledge of Nigerian labour legislation corporate governance principles and employment regulations.

The ideal candidate is a distinguished Human Capital executive with an outstanding track record of leading strategic people initiatives within the investment financial services real estate corporate finance banking insurance or other highly regulated sectors.

The successful candidate will possess significant Board advisory experience exceptional commercial acumen sound governance expertise and the ability to provide objective oversight while influencing strategic decision-making at the highest level.

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

Interested and qualified candidates should send their CV to using Independent Non-Executive Director Human Capital as the subject of the email.

Applications will be treated with the strictest confidence. Only shortlisted candidates will be contacted.