Role Profile: 

People Business Partner shall be the one who ensures that the people programs and initiatives in the respective country are effective, efficient and aligned to the overall business objectives. Should be someone who possesses a high degree of work ethic, excellent communication skills, knowledge of labor relations and HR practices, strategic thinking abilities with strong organizational skills.

Role includes, but is not limited to, developing suitable cost-effective organizational structures,  talent acquisition and development, skills development, enhancement and development of  company culture, enhancement and updating of current policies and procedures. 

Key Responsibilities: 

Strategic Direction:  

• Development and implementation of strategies to attract, develop and motivate and retain top talent. Working with senior leadership to constantly improve the country’s talent management strategy. Aid the company in budget allocation in ways that maximize the return of investment thereby reducing attrition; improving employee engagement; enhancing productivity; attraction of superior talent; enactment of better policies and minimization of business disruptions.

Talent Acquisition & Management: 

• Shall be the one with broad oversight of talent acquisition activities in the country. Shall be required to support in the filling of managerial  and strategic roles that ensure the consistent levels of workforce talent. Shall also take charge of planning and guiding talent needs and goals within the country thereby contributing to the overall success of the business. Takes full responsibility for both pre boarding and onboarding and has oversight over the procedure in scheduling the new hires training and the company policies surrounding onboarding.

HR Operations and Administration:  

• In this regard the People / HR Director shall oversee the overall management of the workforce of the country. Shall work with others in their team to modernize and digitize outdated systems including payroll and HRMIS. Treat employees as internal customers and increase employee satisfaction. Ensure employees do receive support on a day to day basis  and answer questions about benefits and company policies. Keep track of and analyze HR metrics. 

Culture and Employee Relations: 

• Shall be responsible for leading the vision, strategy and development and execution of organizational effectiveness, talent and culture management programs within the country aimed at advancing the mission and enhancing business results. Shall partner with the leadership team and key stakeholders to ensure the development and advancement of an empowered, inclusive values driven workplace culture and actively plan for and address and forecast future culture and employee relations needs, inclusive of change management.This shall include strategies that improve communication and collaboration between management and employees and ensuring the workforce is reflective of our communities and the divergent population we serve.

Performance & Learning and Development: 

• Responsible for overseeing and managing all activities in their country as per the performance management cycle. Provision of proactive and responsive support and advice to management of performance management related issues from planning, monitoring and evaluation. Responsible for the interpretation and application of the performance management policy and all other frameworks guiding management of performance in the respective country. Implement a performance tracking progression from goal setting , reviews and evaluations to support individual, team and organizational performance. Drive targeted communication and capacity building programs in the performance management process to enable managers to effectively evaluate, measure and optimize performance and productivity. Oversee the learning and development programs, workshops, trainings, seminars and other activities that help the employees grow and develop professionally.

Compensation & Benefits Management:

• Strategizes, plans, creates and oversees every element of the country’s remuneration system which includes salaries, bonuses, leave, welfare benefits, medical and retirement plans and relevant compensation and benefits policies and procedures. Shall carry out benchmarking for the current compensation and benefits against the macro environment. Will be required to: develop and implement a remuneration and rewards strategy; advise senior managers on compensation issues; managing the salary review process; and overseeing role or job changes within the organization.

Succession Planning:

• Will be responsible for assisting managers and relevant heads of department in identification and selecting employees to fill gaps that have been left in the talent due to anticipated or unanticipated vacancies in various positions. Shall ensure that the organization aptly: adapts to demographic changes and talent scarcity; identifies skill gaps and training needs; retains institutional knowledge in a knowledge economy; boosts morale and retention by investing in employees; and replaces unique or highly specialized competencies. 

Reports:

• Develop, prepare and furnish the operational and functional reports with reports for all the above, including relevant metrics on a weekly, monthly, quarterly and annual basis..

Minimum Qualifications & Desired Skills:

• A Bachelor’s Degree in Human Resource or related field; 


• An MBA in HR, management, business or experience in management consulting or similar will be an added advantage;


• Relevant Post-Graduate and/or Professional Body Qualifications;


• 10 years inter-functional experience in Human Resource / People Management with at least 5 years in senior management.


• Experience in FMCG or retail is preferred;


• Demonstrated success in Human Resource Management Information Systems deployment;


• Versatile business / functional professional;


• Proven ability to articulate the company’s vision and rally the team to achievement;


• Deep experience and understanding of Human Nature and Talent Management in Culture Deployment.;


• Demonstrated Coaching and Mentoring successes;


• A calm and insightful disposition in VUCA and high-pressure environments.

Competencies & Key Skills:

• Strategic Leadership;


• Vision Articulation; 


• Entrepreneurial Thinking;


• Stakeholder Management;


• Attention to Detail;


• Learning Agility;


• Culture Leader; 


• Project and time management;


• Budget management;


• Tech Savvy.