HR Business Partner at Dorbe-Leit Solutions Limited

Our client is looking for a knowledge driven individual to take up the role of a HR Business Partner. They have operations which cut across the Eastern Africa countries of Kenya, Ethiopia, Burundi and Rwanda, the Southern Africa countries of Zambia, Zimbabwe, Angola and Mozambique, the Western African countries of Ghana and Nigeria and Portugal in Europe. The jobholder will report to the Group HR Director.

To enhance the achievement of business unit and overall business objectives through the implementation of the Human Resources strategy, policies and practices. Enabling and delivering value to the business growth and sustainability by strategic Human Resource management, offering responsive and effective Human capital solutions.

Duties and Responsibilities

Manpower Planning:

• Prepare Business Unit Human Resource forecasts in consultation with Business Unit Heads, scoping and justification of proposed and existing roles in line with the business strategy by recommending optimal staff establishment.
• Facilitate the Career and succession plans for key talent and key positions in the business unit.
• Support the development of Talent management within the Business Unit by enabling the Business Unit to attract, retain and motivate talent.
• Advise Business Unit on the staff turnover and propose measures for talent retention.
• Provide HR monthly reports plus any that may be required by the Business unit head or HR.

Resourcing (Recruitment, Selection and Placement)

• Identify the best source of candidates and tap into the market
• Undertake strategic resourcing initiatives such as head hunting, Market intelligence, Talent acquisition.
• Using the manpower plan, recruit for the vacant positions.
• Train and support line managers on the recruitment process
• Ensure on boarding of new staff is carried out as per the schedule.
• Prepare and review Job descriptions together with the business unit head and ensure that all staff have a signed off job descriptions.

Organizational Development and Change Management:

• Drive organization change initiatives in line with business unit strategies
• Constantly Review the business unit structures in line with company overall strategy and communicate changes.
• Facilitate the preparation of job descriptions for new roles, ensure that the job roles are well-defined.
• Drive the organizational culture initiatives in the respective business unit.

Learning and Development/Management:

• Support the business unit in establishing the skill gaps within Business units and facilitate training needs analysis.
• Co-ordination of the delivery of learning intervention within the business units including training, on job training, cross skilling, mentorship and coaching and cross functional projects assignment.
• Measure the impact of learning at the business unit level.

Performance Management:

• Coordinating and facilitating the entire process of performance management, ensuring timely submission of reports and their analysis.
• Advise the staff and the team leader where need arises and addressing the issues raised in the performance reports.
• Co-ordinate with Business Unit Heads in ensuring that staff appreciates the linkage of performance to reward.
• Build capability for performance management in the business unit.

Talent Management

• Ensure talent management policies and initiatives are effectively implemented at business unit and hub level
• Maintain a data base of talent pool -both internal and external for focus areas based on market dynamics of supply and demand including Human Capital development programs.
• Ensure talent management cycle is embedded in terms of framework and practice in the business unit. •
• Work closely with business heads in talent planning in relation to business forecast including work re allocation, job expansion, enrichment and job rotation.
• Work closely with the line manager to prepare talent maps for business unit to career progression and feeds leadership pipeline.
• Prepare and compile HR periodic reports as per the set standards. Review and implement recommendations given so as to create an improvement plan.

Employee Relations:

• Supporting and advising the Head of HR and Business Units on the opportunities for improvement of employee relations at the respective hubs; including travelling to the hub regions.
• Champion and enforce labour laws as constituted within the country and the company’s Policies.
• Interpretation of the policies and procedures and assess compliance by all employees within the business unit. (Advise managers and employees on disciplinary issues and procedures).
• Enhance two-way communication within the business unit by ensuring that employees and other stakeholders are informed of what is happening, why it is happening and how it affects them.
• Ensure smooth termination process for employees, resignations and negotiated terminations as per employment act and the company’s exit process.
• Ensure fair implementation of all company’s policies and procedures.
• In liaison with business unit heads, ensure that leave plans are in place and are adhered to and that Leave Liability is managed.
• Manage & and act as a liaison for employee welfare services; employee Insurance, Medical, Pension.
• Responsible for payroll & leave management.
• Responsible for following up timely submission of all statutory deduction to the relevant bodies.
• Facilitate development, monitoring, review & report of HR risk management plan.
• Facilitate development, monitoring, review & report of HR compliance matrix.
• Develop, implement and monitoring HR the budget and set timelines.
• Responsible for process excellence initiatives in HR functions.

Relationship Building and HR Branding

• Frequently support and advice on Human Resources challenges and issues facing the business units in the respective hubs.
• Review Business Unit meeting minutes for any Human Resource Related issues and resolve/cascade/escalate the same accordingly.
• Support the business to understand HR.
• Participate in employee related initiatives to ensure the organization embraces and adheres to the company’s defined culture and values within the office and in the respective hubs.
• Put in place interventions to promote work life balance, employee assistance Programs (EAP’s), gender initiatives, diversity & inclusion.
• Creating a high customer experience to internal clients requiring HR services.

Minimum Requirements

• Bachelor’s degree in Human Resources Management or a business related field.
• A Post graduate Diploma in Human Resource Management.
• Professional membership (IHRM Membership)
• At least 8 years of experience in a busy HR environment of which at least 2 years should have been as a HR Generalist.
• An MBA will be an added advantage.

Competencies

• Strong leadership, people and managerial skills;
• Change management, agility and innovation capability
• Relationship management and strong communication skills
• Ability to make sound business decisions and take ownership for the outcome.
• Good planning and organization skills.
• Maintain and promote social, ethical, and organizational norms in conducting internal and external business activities.

Technical Competencies.

• Demonstrate knowledge of, and experience with, laws dealing with government and/or commercial contract administration, particularly contract negotiation, preparation and administration;
• Ability to provide independent advice (orally and in writing) to senior level management on highly technical matters;
• Demonstrate success in managing and conducting a variety of litigation matters;
• IT proficiency and appreciation of technology
• Ability to drive a culture of operational excellence & cost management.