Manager – Employee Administration

Role Snapshot

Location: Lagos, Nigeria
Department: PEO – People
Reports to: Senior Manager – Employee Administration
Work arrangement: Hybrid (2 days in the office, 3 days remote)

Our Mission

We are a technology company that provides electrical grid management software and related network analytics solutions for utilities across Africa. Beacon Power Services was founded with a bold mission to expand access to reliable electricity for over 400 million people living in Africa's cities and a vision to lead Africa's power sector through data and innovation.

How You'll Make an Impact

We are looking for a bold, fast-paced, and highly analytical Manager – Employee Administration with a sharp critical eye and a strong transformation mindset to support the delivery of HR operations across the employee lifecycle. You will ensure our people processes run efficiently from onboarding to offboarding, enabling our teams to focus on powering Africa's energy transformation.

Spoiler: for this role, we value character, ownership, and way of thinking more than a specific career path.

You will own and manage all employee records, contracts, and documentation across the full employee lifecycle, including onboarding, offboarding, promotions, transfers, and career progression. You will play a critical role in administering and optimising our HRIS, ensuring data accuracy, reliable reporting, and effective leave management.

You will also be responsible for drafting, updating, and maintaining HR policies and core documentation (HR manuals, handbooks, etc.). Using our ERP and HR systems, you will standardise processes, automate repetitive administrative tasks where possible, and ensure employee data is consistently accurate and up to date.

What You'll Do

Employee Records & Data Management

• Own and maintain accurate employee data within the HRIS, ensuring consistent structure / formatting and data integrity
• Manage contracts and all employment documentation across the employee lifecycle (onboarding, offboarding, acting roles, promotions, transfers, etc.)
• Analyse workforce data (e.g., headcount, turnover, leave liability) to identify trends and provide insights
• Develop and maintain dashboards and reports to support data-driven decision-making
• Conduct regular audits across HR systems to ensure accuracy, consistency, and compliance
• Design and implement automated workflows within HRIS/ERP systems to reduce manual processes and improve data reliability

Onboarding, Offboarding & Orientation

• Lead and coordinate end-to-end onboarding processes, including documentation, system setup, orientation scheduling, and cross-functional alignment (IT, Finance, managers)
• Design, maintain, and continuously improve onboarding frameworks and orientation materials
• Oversee structured and compliant offboarding processes, including exit interviews, documentation, and final clearances
• Standardise and optimise onboarding and offboarding workflows to ensure consistency and efficiency

Payroll & Benefits Administration

• Ensure accurate leave tracking and administration in line with policy and local regulations
• Monitor leave balances and leave liability exposure, flagging risks or anomalies proactively
• Partner with Finance to ensure accurate and timely payroll inputs and employee updates
• Support benefits administration, including leave tracking, insurance enrolments, and related documentation
• Serve as a knowledgeable point of contact for payroll, benefits, and policy-related queries

HR Policies & Employee Support

• Draft, update, and maintain HR policies, handbooks, and core people documentation in line with regulatory and organisational changes
• Ensure policies are clearly communicated, accessible, and consistently applied across all geographies

Managerial Responsibilities

• Lead and develop a high-performing team with clear goals, KPIs, and accountability standards
• Manage team capacity, resource allocation, and delivery planning within approved budgets
• Participate in annual planning and forecasting processes
• Own hiring, onboarding, performance reviews, and individual development plans
• Ensure operational discipline, timely delivery, and quality standards
• Identify and escalate resource or budget risks impacting delivery
• Foster a culture of ownership, collaboration, and continuous improvement

What We're Looking For

Professional & Technical Strengths

• Experience in project management, operations, or employee operations within a multinational environment
• Proficiency in using tier ERP platforms (e.g., Workday, SAP, Sage, BambooHR, or similar)
• Advanced Excel/Google Sheets skills, including data wrangling (cleaning large datasets, pivot tables, complex formulas, lookups)
• Ability to write clearly and in a structured and professional manner

Leadership & Interpersonal Strengths

• Ability to collaborate with multicultural and geographically distributed teams
• High degree of autonomy and accountability (we operate within a hybrid work environment)
• Strong organizational skills with exceptional attention to detail
• Ability to manage a high volume of employee movements while maintaining accuracy and structure; capable of managing multiple priorities and consistently meeting deadlines
• Effective stakeholder coordination and timely communication, with the ability to think strategically and see the bigger picture
• Comfortable in fast-paced environments; adaptable navigating change and shifting priorities
• Strong automation and data-driven mindset
• Systematic thinker with the ability to identify gaps, inconsistencies, and process inefficiencies
• Transformation-oriented mindset, with a focus on continuously improving, modernizing, and scaling recruitment processes
• Change-driven and proactive in identifying opportunities to redesign and optimize existing workflows

Nice to Have

• Experience within technology, engineering, fintech, or start-up environments
• Consulting experience, ideally within a Big 4 firm
• Fluency in French

What the Recruitment Process Looks Like

• Step 1 - Application Review: Our Talent Acquisition team will review your application to evaluate your experience, qualifications, and overall suitability for the role.
• Step 2 - Behavioral & Cognitive Assessments: If selected to move forward, you will complete behavioral and cognitive assessments. These help us better understand your working style and ensure alignment with the role requirements and BPS’s culture.
• Step 3 - Technical Assessments: If you progress to this stage, you will complete technical assessments designed to evaluate your problem-solving approach and the key technical skills required for the role.
• Step 4 - HR & Culture Fit Interview: At this stage, you will meet with our Talent Acquisition team to discuss your background, motivations, and potential fit within the
• Step 5 - Technical Excellence Interview: In the final stage, you will interview with the Hiring team to further assess your technical expertise and overall fit for the role, and to ensure alignment on expectations from both sides.