Human Resource Generalist at EHA Clinics

Company Overview 

EHA Clinics is a technology-driven primary healthcare provider in Nigeria founded in 2018, dedicated to delivering accessible, effective, and affordable quality care. Operating multiple clinics (including its JCI-accredited facility in Kano—the first primary healthcare clinic in Sub-Saharan Africa to achieve this distinction for ambulatory care), it offers integrated services such as consultations, laboratory diagnostics, pharmacy, home care, telehealth, and specialist care through convenient locations and digital platforms like EHACare. Guided by a patient-centered mission to bridge healthcare gaps and improve outcomes, EHA Clinics also extends reach to underserved communities via its REACH program while emphasizing safety, innovation, and reduced costs for individuals, families, and businesses.

EHA Clinics is recruiting to fill the position below:

Job Title: Human Resource Generalist

Location: Abuja

Salary Offer: NGN331,914.24 Monthly Gross.

Mission Objective

• ​The People and Culture department is focused on creating a work environment that inspires creativity, innovation and growth.
• We believe in fostering a culture where every employee feels valued, respected, and included, and has the resources and support they need to thrive.
• We are dedicated to attracting, retaining and developing a diverse and talented workforce that embodies our organization’s values and True North. We aim to promote a positive and collaborative work culture that encourages open communication, constructive feedback, and ongoing learning and development opportunities.
• The Human Resource Generalist serves as the operational backbone of the HR function, delivering efficient, employee-centered HR services across the full employee life cycle
• This role combines front-line people support with administrative precision managing the HR helpdesk, maintaining accurate documentation, driving engagement, administering payroll and benefits, and overseeing probation and confirmation processes.
• The ideal candidate is detail-oriented, systems-savvy, and genuinely invested in creating a positive employee experience.

Duties and Responsibilities   
Purpose:

• Serve as the first point of contact for employee and manager inquiries on HR policies, benefits, payroll, and workplace matters.
• Champion the employee experience by ensuring HR services are accessible, timely, and delivered with empathy and professionalism.
• Maintain the integrity of HR data and documentation to support compliance, decision-making, and organizational trust.
• Drive a culture of engagement and continuous feedback through eNPS and related initiatives.
• Ensure the full employee lifecycle — from onboarding through probation and confirmation — is managed smoothly and without gaps.
• Enable informed people decisions by providing accurate dashboards, analytics, and reports to HR leadership and managers.
• Safeguard confidentiality and data protection standards across all employee records and HR transactions.
• Support organizational compliance by staying current with statutory requirements and maintaining audit-ready documentation.

Engagement:

• Serve as the first point of contact for employee and manager HR inquiries via multiple channels, resolving routine issues and escalating complex matters with proper documentation.
• Administer the eNPS survey end to end — distribution, communication, response collection, analysis, and reporting with actionable recommendations.
• Plan and execute employee engagement initiatives including wellness programs, recognition activities, and team-building events.
• Support action planning on engagement feedback, partnering with managers to address identified concerns and manage internal communication channels.
• Coordinate benefits enrollment, changes, and renewals; serve as liaison with vendors and educate employees on available benefits.
• Manage probation tracking — scheduling reviews with managers, sending reminders, and ensuring timely completion.
• Prepare confirmation letters, update employee status in HRIS, and flag probation extensions or performance concerns to the HR Manager.
• Ensure no probation period lapses without an explicit, documented decision.