HR Business Partner at Interswitch

Job Purpose: Drives implementation of approved HR strategy and proactively delivers HR Services to staff and line managers in designated business area to support the achievement of the overall corporate objective.

KEY RESPONSIBILITIES

• Implements and ensures compliance with approved HR policies, processes and procedures within assigned business group
• Develop HR plans and budget for assigned Division
• Develops effective working relationships and ensures the implementation of approved HR plans to support the achievement of the business objective
• Delivers transactional HR services to assigned business groups with emphasis on pay and benefits administration, global mobility assistance, absence management, employee relations and engagement, employee wellbeing, discipline & grievances etc.
• Engages with business unit leaders to implement approved HR programs and/or initiatives in the aforementioned areas
• Supports the Resourcing and Talent Manager in managing the full recruitment life cycle ensuring assigned business group is adequately staffed to deliver on its objective
• Manages employee probation and identification of eligible staff for confirmation
• Supports the Capability Development Manager in the implementation of the performance evaluation process by providing guidance to line managers on policies and processes, ensuring that evaluations and recommendations are completed on time and within set guidelines
• Collates information on recommended performance evaluation outcomes for all performance appraisals and ensures timely submission to Capability Development Manager  Drive the completion of training needs analysis by line managers for employees in assigned business group
• Drives implementation of developmental interventions within assigned business group and ensures implementation of approved training plans
• Assists in the development and implementation of initiatives that will drive increased employee satisfaction and engagement levels
• Works with Heads/Line Managers to ensure that they define the manpower requirements for their departments and promptly submit these to the Resourcing and Talent Manager
• Provides guidance to line managers / heads of Business Units in the investigation of disciplinary issues and violations of company policies
• Coordinates the management of authorised absences or leave administration
• Provides relevant data (e.g. payroll adjustments) to Finance & Accounts department to ensure prompt processing of payroll, salary deductions and other payments.
• Maintains an up-to-date human resource information database for assigned group and generates scheduled or requested reports to assist decision-making.
• Maintains an effective level of literacy about the assigned business group, mid-range plans, customer value proposition, competition through engagement with business heads and active participation in business meetings
• Prepares and submits periodic reports to Supervisor on HR activities and performance against set targets and identifies any areas of improvement
• Advises line managers on people management issues
• Serves as an accessible, responsive and credible advocate for all employees
• Consistently and actively identifies ways to improve service delivery and strengthen employee capability towards overall improvement of the Business Group.

KEY PERFORMANCE METRICS Performance Area Performance Indicators Business Partnering 

• Accuracy and timely preparation of Business HR plan and budget
• Timely submission of HR reports using defined HR metrics 
• Percentage Implementation of HR plan Organisational culture 
• Level of culture awareness among staff in assigned Group
• Success rate: New joiner culture orientation
• Number of disciplinary cases for non-compliance with company culture HR information Management
• Accuracy and completeness of staff information
• Ease of tracking and retrieving up to date staff information Recruitment
• Average time to recruit in assigned business group
• Adequacy and timeliness of manpower plan developed Training
• Timely and accurate collation of training needs Performance Management
• Effectiveness in monitoring staff performance
• Timely completion of appraisal cycle
• Average performance of staff in assigned Business Group Welfare / Customer Service
• Average response time to employee inquiries and request
• Level of satisfaction of HR service received by staff
• Staff satisfaction and engagement level

EDUCATION AND EXPERIENCE

Academic Qualification(s): 

• Bachelor’s Degree/HND in any social science, humanities, business Administration or Law discipline. Professional Qualification(s): Professional certification from reputable HR bodies such as
• IHRM practicing cert
• Minimum of 7 years cognate experience in a similar function. KEY SKILLS AND

COMPETENCIES 1

1 Training & development

2 Manpower planning & Recruitment

3 Performance management

4 Employee Relations

5 Employee Engagement

6 Culture & Change Management

Competencies

1 Communication (Written, Verbal, Presentation)

2 Analytical

3 Attention to detail

4 Relationship Management

5 Coaching & Counselling