Job Description

Business Information - Wheat milling & pasta

We focus on processing and value addition locally within the region we supply. We are amongst the top grain miller in Africa and no 1 pasta manufacturer in Nigeria. We produce a range of quality pasta, semolina and flours for bread, baguettes, biscuits & confectionaries. With strong regional presence in this category across Nigeria, Senegal, Cameroon and Ghana, we produce high quality flour to meet the growing demand for wheat-based products popular amongst African consumers. Our leading brands, Mama Gold Crown Premium Pasta and Supreme Semolina in Nigeria, First choice in Ghana and Senegal and Bijou in Cameroon, comply with the stringent requirements of the Global Food Safety Initiative (GFSI) and those of the International Organization for Standardization (ISO).

We’ve build a long-term relationships with customers such as artisanal bakers, industrial users, and consumers. Understanding their needs and working with them, help us in continuous improvement of our product. We have several initiatives across the region to improve and empower our customers. Few such initiatives are My Healthy Baker in Ghana, Crown Flour Angels Programme in Nigeria & Mamie project in Senegal.

For more information please visit: Grains & Oilseeds | Wheat Milling | Olam Agri

The HR Business Partner will serve as a strategic advisor to Manufacturing, Technical and Supply Chain leadership teams, driving HR initiatives that strengthen organizational capability, enhance talent quality, and support high‑performance culture across plant and field operations. The role ensures seamless execution of people processes, workforce planning, capability development, and HR compliance within the manufacturing ecosystem, by effectively partnering with the various COE’s.

Key Deliverables

Strategic HR Business Partnering

• Act as a trusted advisor to MATS leadership, providing data-driven insights to influence people decisions and organizational effectiveness.
• Partner with business units to understand operational priorities and translate them into HR interventions that improve productivity and workforce engagement.
• Drive workforce planning, succession planning, and capability-building strategies aligned with business growth.

Talent Acquisition & Workforce Deployment

• Partner with the TA team to attract, assess, and onboard high-quality technical, engineering, manufacturing, and supply chain talent.
• Ensure staffing for plants, mills, factories, warehouses, and field operations is aligned with business timelines and manpower budgets.
• Support graduate trainee intake and deployment across technical and manufacturing functions.

Strategic Effectiveness

Performance & Capability Development

• Drive the annual performance management cycle, ensuring fairness, quality of evaluations, and leadership accountability.
• Identify skill gaps and coordinate functional capability development programs for plant managers, shift supervisors, engineers, quality teams, and supply chain staff.
• Support leadership development pipelines for critical MATS roles.

HR Operations & Process Excellence

• Partner with Plant HR/IR Managers to deliver end‑to‑end people processes including onboarding, confirmations, transfers, exits, HR documentation, and payroll inputs.
• Partner with C&B team to ensure data accuracy and timely updates on HR systems (e.g., SuccessFactors, HRIS).
• Lead continuous improvement initiatives to simplify HR processes across manufacturing locations.

Culture, Engagement & Change Management

• Partner with L&D to champion company values and drive culture-building initiatives across plants, warehouses, and field operations.
• Lead engagement activities, pulse surveys, and action planning to improve employee morale and retention.
• Support change management for organizational transformation, restructuring, or process redesign initiatives.

Organizational Effectiveness

• Define and Implement world-class primary human resources processes working with the team of HR representatives (e.g. annual and mid-year promotions, yearly performance management, compensation and salary administration) according to geographic/entity guidelines.
• Partner with the L&D team to assess skill gaps with leadership. Execute plans for skill development across the entire spectrum of the organization
• Support HR representative generalists to identify people who need training
• Oversee customer community meetings/activities.
• Evaluate, identify and partner with best in class training providers/vendors to implement training & OD programs and services

Requirements

• Bachelor’s degree from reputed university/ specialization in Human Resources, Industrial Relations, Business Administration or related field is an advantage, through not mandatory. Certification from institutes such as CIPM, SHRM, HRCI is an advantage
• 10–12 years progressive HR experience, with at least 6 years partnering with manufacturing/technical/supply chain operations.
• Proven experience in talent planning, capability development, and improving employee experience in a high‑performance, fast-paced environment.

Olam Agri is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, nationality, disability, protected veteran status, sexual orientation, gender identity, gender expression, genetic information, or any other characteristic protected by law.

Applicants are requested to complete all required steps in the application process including providing a resume/CV in order to be considered for open roles.