Associate, People & Culture at Sahel Consulting Agriculture and Nutrition Limited

Sahel Consulting Agriculture and Nutrition LimitedRole Purpose

Sahel's competitive advantage rests on the calibre of its people and the discipline of the systems that support them.
The People & Culture Associate converts that ambition into daily execution, running recruitment, onboarding, capacity development and HR data processes so consistently that managers can focus on delivery, employees experience Sahel as a place worth staying, and leadership makes people decisions on evidence rather than instinct.
This is a build role, not a maintenance role.
The Associate will help establish the processes, data and content that the firm intends to offer to clients as a commercial HR advisory service.

Strategic Context
The role sits within a People & Culture function pursuing three objectives:

Culture — a high-performing, inclusive and values-driven workplace across Africa.
Talent — attracting, developing and retaining top talent across the continent.
Commercial expansion — extending Sahel's people capability into an external HR consulting service line. Every responsibility set out below is written against one of these objectives.

Key Responsibilities
Objective 1- Culture, Capability, Systems and Compliance (approx. 50%) Work environment:

Coordinate engagement activities, onboarding experiences, recognition cycles and internal communications that make Sahel's values observable in daily behaviour, not merely stated in documents.
Administer engagement and pulse surveys; clean, code and summarize results into findings managers can act on within the same quarter.
Serve as first-line contact for employee queries, resolving routine matters within 48 hours and escalating pattern issues early. Capacity development
Maintain the annual learning calendar; coordinate logistics, facilitators, materials, attendance and post training evaluation.
Track completion and assessment data against individual development plans, flagging capability gaps that threaten project delivery.
Curate a searchable internal knowledge library of templates, playbooks and session recordings. HR technology and analytics Compliance and audit rating
Own data integrity in the HRIS: employee records, leave, movements, documentation and organization charts.
Produce the monthly people dashboard on headcount, attrition, time-to-hire, cost-per-hire, training hours, gender and diversity ratios, with a short written interpretation, not numbers alone.
Identify manual processes suitable for automation and support implementation and user testing.
Maintain audit-ready personnel files, contracts, statutory registers and policy acknowledgments.
Support statutory compliance across Nigerian labour law, pensions, PAYE, NSITF and ITF obligations, and applicable requirements in other operating countries.
Prepare documentation for internal, donor and external audits, and track remediation actions through to closure.

Objective 2 — Talent Acquisition, Workforce Planning and Performance (approx. 30%):

Run end-to-end recruitment coordination: role advertisement, sourcing, screening, assessment scheduling, interview logistics, reference checks and offer documentation.
Build and maintain a pipeline of pre-qualified African talent across core disciplines, reducing dependence on reactive hiring.
Deliver a structured onboarding journey that moves new hires to productive contribution within 90 days.
Support workforce planning by maintaining accurate establishment data, contract end dates, project resourcing needs and succession risk flags.
Administer the performance management cycle: goal-setting, mid-year and annual reviews, calibration logistics, documentation and follow-through on development actions.
Coordinate offboarding and exit interviews; analyse reasons for leaving and report themes quarterly.

Objective 3 — HR Consulting Service Line (approx. 20%):

Support client engagements through research, benchmarking, data collection, survey administration and analysis.
Draft sections of client deliverables: policy handbooks, organization design documentation, competency frameworks and training content, to a standard that requires minimal rework.
Maintain the consulting knowledge base: case studies, tools, credentials and reusable templates. • Coordinate engagement logistics, timelines and client communication under the direction of the Assistant Manager.

Qualifications and Experience
Essential:

Bachelor's Degree in Human Resources, Psychology, Business Administration, Social Sciences or a related field.
2–4 years of HR experience, including at least one year of hands-on recruitment or HR operations.
Demonstrated working knowledge of Nigerian labour law and statutory obligations.
Strong Excel or Google Sheets capability; comfortable working with people data.
Excellent written English; able to produce clean, structured documents without heavy editing.

Preferred:

CIPM student membership, or progress toward CIPD or SHRM certification.
Experience in consulting, advisory, development or multi-country environments.
Exposure to HRIS platforms and workflow automation tools.
Working knowledge of French or another African working language.