NON-EXECUTIVE DIRECTOR – HUMAN RESOURCES

Industry: Real Estate | Investment | Financial Services | Corporate Finance
Board Committee: Remuneration & Human Resources Committee
Reports To: Chairman of the Board
Location: Lagos, Nigeria
Work Mode: Hybrid – Physical & Virtual Board Meetings
Employment Type: Board Appointment – Non-Executive Director
Compensation: Negotiable, subject to Board approval
Experience: 20+ Years of Progressive HR Leadership Experience

ABOUT THE ROLE

Our client is seeking an accomplished Non-Executive Director – Human Resources with extensive senior-level experience in the Real Estate industry and a proven history of Board or Board Committee service.

The successful candidate will provide independent and strategic oversight of the organisation's human capital agenda, ensuring that people, leadership, remuneration, succession, culture, and organisational capability support sustainable business growth and long-term shareholder value.

As a member of the Remuneration & Human Resources Committee, the Director will provide Board-level oversight on executive remuneration, succession planning, leadership development, talent strategy, organisational effectiveness, workforce risks, and human capital governance.

This is a governance and strategic oversight appointment, not an operational HR management role.

KEY RESPONSIBILITIES

1. Board Governance & Strategic Oversight

• Contribute actively to Board deliberations, strategic planning, and corporate decision-making.
• Provide independent and objective advice on human capital and organisational matters.
• Ensure the organisation's people strategy supports its business strategy and long-term growth objectives.
• Review and challenge management proposals relating to workforce, leadership, culture, and organisational capability.
• Provide informed input on Board papers and strategic matters within the Director's area of expertise.
• Promote sound corporate governance, ethical leadership, accountability, and responsible decision-making.

2. Remuneration & Human Resources Committee

• Provide oversight of executive remuneration and reward frameworks.
• Review executive compensation, incentives, bonuses, and performance-linked reward structures.
• Ensure remuneration policies are competitive, equitable, transparent, and aligned with business performance.
• Review remuneration practices against market expectations and governance standards.
• Support the Board in attracting and retaining high-calibre executive leadership.

3. Succession & Leadership

• Provide Board-level oversight of succession planning for key executives and critical roles.
• Review the organisation's leadership pipeline and executive development strategy.
• Assess organisational readiness for leadership transitions and future growth.
• Advise the Board on leadership capability, talent retention, and critical workforce risks.

4. Human Capital & Organisational Effectiveness

• Review the effectiveness of the organisation's human capital strategy.
• Provide oversight of talent acquisition, retention, workforce planning, employee performance, and organisational development.
• Review key workforce and people metrics and advise the Board on areas requiring attention.
• Provide guidance on organisational structure, capability development, and workforce sustainability.
• Advise on emerging human capital issues that may affect business performance.

5. Real Estate Industry & Commercial Insight

• Apply extensive knowledge of the Real Estate industry to Board-level people and organisational decisions.
• Demonstrate an understanding of the workforce, leadership, talent, and organisational requirements of real estate businesses.
• Provide commercial insight into how human capital decisions affect profitability, operational efficiency, investment performance, and long-term value creation.
• Advise on talent and leadership requirements associated with real estate investment, development, property management, construction, asset management, or related activities.

6. Risk, Compliance & Governance

• Provide oversight of people-related risks, including executive succession, talent shortages, employee relations, organisational capability, and workforce compliance.
• Support the Board in ensuring compliance with applicable employment and corporate governance requirements.
• Review policies relating to ethics, conduct, leadership accountability, and workplace governance.
• Identify emerging human capital risks and recommend appropriate mitigation strategies.

7. Board & Committee Participation

• Attend scheduled Board and Committee meetings and contribute constructively to deliberations.
• Review Board and Committee materials in advance and provide independent challenge where appropriate.
• Participate in Board strategy sessions, retreats, and special assignments.
• Maintain strict confidentiality regarding Board and company matters.
• Maintain professional independence while developing effective relationships with fellow Directors and executive management.
• Uphold the highest standards of integrity, fiduciary responsibility, and corporate governance.

MANDATORY REQUIREMENTS

Candidates must meet the following requirements:

• Minimum of 20 years' progressive experience in Human Resources, including significant senior/executive leadership experience.
• Proven professional experience within the Real Estate industry is mandatory.
• Previous experience serving on a Board of Directors or formal Board Committee is mandatory.
• Demonstrable experience contributing to Board-level decision-making and corporate governance.
• Strong experience in executive remuneration, succession planning, talent strategy, organisational development, and human capital governance.
• Demonstrable experience advising senior executives, CEOs, and Boards on strategic people matters.
• Strong commercial understanding of the relationship between human capital, business performance, risk, and shareholder value.

QUALIFICATIONS

• Bachelor's Degree in Human Resources, Industrial Relations, Business Administration, Management, Psychology, Law, or a related discipline.
• Master's Degree such as MBA, MHRM, MSc Human Resources, Organisational Development, or equivalent is highly desirable.
• Professional certification such as CIPM, SHRM-SCP, SPHR, HRCI, CIPD, or equivalent.
• Corporate governance or Board certification from a recognised institution is an advantage.

IDEAL CANDIDATE PROFILE

The ideal candidate will be a seasoned HR executive and experienced Board professional with a strong track record in the Real Estate industry.

They should have progressed through senior HR leadership positions and demonstrated the ability to operate effectively at Board and executive management level.

The successful candidate will combine:

• Deep HR and human capital expertise;
• Meaningful Real Estate industry experience;
• Previous Board or Board Committee service;
• Strong corporate governance knowledge;
• Commercial and financial acumen;
• Executive remuneration expertise;
• Succession and leadership experience;
• Independent judgement; and
• Strong ethical and fiduciary standards.

The candidate must be comfortable challenging management constructively, asking the right strategic questions, and providing independent advice without becoming involved in day-to-day executive management.

CORE COMPETENCIES

• Board Governance & Corporate Stewardship
• Real Estate Industry Expertise
• Strategic Human Capital Leadership
• Executive Remuneration
• Succession Planning
• Leadership & Talent Strategy
• Organisational Transformation
• Corporate Governance
• Human Capital Risk Management
• Commercial & Financial Acumen
• Executive Advisory
• Strategic Decision-Making
• Stakeholder Management
• Independent Judgement
• Ethical Leadership & Integrity

APPOINTMENT EXPECTATIONS

The successful candidate will be expected to:

• Attend scheduled Board and Committee meetings;
• Prepare adequately for Board meetings and review relevant materials;
• Provide independent, objective, and commercially sound judgement;
• Maintain confidentiality of Board and company information;
• Act in the best interests of the organisation and its stakeholders; and
• Comply with applicable corporate governance, fiduciary, and regulatory requirements.

COMPENSATION

Board remuneration: Negotiable and subject to Board approval.

HOW TO APPLY

Interested and qualified candidates should send their updated CV to hiring@mysigma.io using Non-Executive Director – Human Resources as the subject of the email.

Applications will be treated with the highest level of confidentiality. Only shortlisted candidates will be contacted.