HR Business Partner

• First Degree in any course.
• Professional membership with CIPM is an added advantage.

Experience:

• At least 5 years in a similar role.
• Demonstrable experience with HR metrics in the capacity of HRBP in similar industry.
• Expertise in organizational leadership and Performance evaluation will be an added advantage.

The Person Must:

• Have outstanding interpersonal and communication skills, both verbal and written.
• Have demonstrated analytical thinking, problem solving, and decision-making skills. Critical thinker with success in developing innovative solutions to business issues.
• Possess interpersonal and stakeholders’ management abilities.
• Be proficient with Microsoft office suite or related HRIS software.

• First Degree in any course.
• Professional membership with CIPM is an added advantage.

Experience:

• At least 5 years in a similar role.
• Demonstrable experience with HR metrics in the capacity of HRBP in similar industry.
• Expertise in organizational leadership and Performance evaluation will be an added advantage.

The Person Must:

• Have outstanding interpersonal and communication skills, both verbal and written.
• Have demonstrated analytical thinking, problem solving, and decision-making skills. Critical thinker with success in developing innovative solutions to business issues.
• Possess interpersonal and stakeholders’ management abilities.
• Be proficient with Microsoft office suite or related HRIS software.

Pupose of the Job

• To proactively consult and partner with business unit leaders to drive the development and effective execution of strategic solutions that guarantee outstanding business performance.

The Job

• In collaboration with Business Units’ leaders, orchestrate the development and deployment of the strategic/operational business plan for the business units and, lead the development and integration of people and organization strategy that will guarantee the successful execution of the business plan.
• Drive business effectiveness through development and up to date maintenance of clear organisation design, structure, processes and job descriptions and job holders’ specifications that support their effectiveness.
• Collaborate with business unit leaders to achieve people and organization strategy through the implementation of the workforce planning process and talent management framework in the business units.
• Build highly competent and sufficient talent pipeline by identifying potential leaders and successors through talent initiatives and robust individual development plans.
• Enhance employee motivation, engagement and discipline through implementation of rewards, recognition and employee engagement and retention strategy.