Head, Employee Relations at Dangote
The Dangote Group is one of the most diversified business conglomerates in Africa with a hard-earned reputation for excellent business practices and products’ quality with its operational headquarters in the bustling metropolis of Lagos, Nigeria in West Africa.
The Group’s activities encompass:
Cement – Manufacturing / Importing
Sugar – Manufacturing & Refining
Salt – Refining
Flour & Semolina – Milling
Pasta – Manufacturing
Noodles – Manufacturing
Poly Products – Manufacturing
Logistics – Port Management and Haulage
Real Estate
Dangote Foundation
Since inception, the Group has experienced phenomenal growth on account of quality of its goods and services, its focus on cost leadership and efficiency of its human capital. Today, Dangote Group is a multi-billion Naira company poised to reach new heights, in every endeavour competing with itself to better the past.
The Group’s core business focus is to provide local, value added products and services that meet the ‘basic needs’ of the populace. Through the construction and operation of large scale manufacturing facilities in Nigeria and across Africa, the Group is focused on building local manufacturing capacity to generate employment and provide goods for the people.Reports To: Chief Human Resources Officer (CHRO)
Job Summary
The Head of Employee Relations is responsible for developing and executing all employee relations initiatives to fosters a high-performance, inclusive, and trust-based workplace culture across the business.
The role serves as the custodian of employee relations governance, employee voice mechanisms, workplace investigations, conflict resolution, employment compliance, and workforce engagement practices.
The position drives a proactive employee relations framework that strengthens organizational effectiveness, enhances employee experience, mitigates workforce risks, and promotes a culture of fairness, accountability, respect, and continuous improvement.
Working closely with business leaders and Consultative forum, the role ensures that employee concerns are effectively addressed, employee perspectives are incorporated into organizational decision-making, and global best practices in employee relations are embedded throughout the employee lifecycle.
Key Duties and Responsibilities
Develop and implement an Employee Relations framework aligned with the organization’s people and business objectives.
Establish and maintain effective employee voice mechanisms that enable open communication, consultation, and workforce participation.
Serve as the principal advisor to leaders on employee relations matters, workplace conduct, conflict management, and employment compliance.
Serve as Secretary to the Joint Consultative Committee (JCC), ensuring effective employee representation and constructive dialogue between management and employees, while providing strategic direction for its effectiveness, governance, and impact.
Design and implement frameworks for the early identification and resolution of employee concerns before escalation.
Drive initiatives that strengthen employee trust, organizational culture, inclusion, and psychological safety.
Lead workplace investigations relating to misconduct, ethics concerns, grievances, harassment, discrimination, and policy violations.
Develop governance standards for disciplinary processes and ensure consistency, fairness, and compliance across the organization.
Monitor workforce sentiment through surveys, focus groups, listening forums, and employee feedback channels, and recommend improvement actions.
Partner with HR Business Partners and business leaders to manage organizational change, restructuring, workforce transitions, and transformation initiatives.
Develop manager capability in handling employee relations issues through training, coaching, and advisory support.
Analyze employee relations trends and workforce data to identify risks and opportunities for improving employee experience and organizational performance.
Ensure compliance with applicable labour laws, employment regulations, internal policies, and corporate governance requirements.
Lead employee relations risk assessments and develop mitigation plans for workforce-related issues.
Benchmark employee relations practices against leading global organizations and implement continuous improvements.
Foster a workplace culture that supports engagement, accountability, diversity, equity, inclusion, and operational excellence.
Education and Work Experience
Bachelor’s degree in Human Resources, Industrial Relations, Law, Business Administration, Social Sciences, or a related discipline.
Master’s degree in Human Resources, Industrial Relations, Business Administration (MBA), or a related field is an added advantage.
Professional certification such as CIPM, SHRM, CIPD, SPHR, or equivalent.
Minimum of 12–15 years’ progressive Human Resources experience, with at least 8–10 years in Employee Relations and 5 years in a leadership role.
Experience in oil and gas, refining, manufacturing, energy, or other complex industrial environments.
Proven experience in employee relations strategy, workplace investigations, grievance and disciplinary management, workforce governance, and employee consultation frameworks such as Joint Consultative Committees (JCCs).
Functional Competencies:
Technical Competencies:
Employee Relations Framework
Employee Experience Management
Workforce Governance
Employment Law & Compliance
Workplace Investigations
Conflict Resolution & Mediation
Policy Development & Governance
Organizational Culture Management
Employee Listening & Feedback Systems
Workforce Risk Management
Behavioral Competencies:
Strategic Workforce Planning
Stakeholder Management
Change Management
Executive Communication
Data Analytics & Insights
Organizational Effectiveness
Leadership Coaching
Influencing & Negotiation
Business Acumen.