Head of HR Business Partnering

Job Purpose

The Head of HR Business Partner oversees the HR Business Partners and HR Managers across Amref offices. The position ensure that all HR programmes and initiatives are aligned with the organisations strategic focus. S/He collaborates with the business’s leaders, executives, and guides the development of HR strategies and approaches to attract, develop, and retain talent in the organisation.

The Head of HR Business Partner has a mix of strong organization development experience, human resources expertise coupled with consulting skills required to aid in guidance and development of strong human resources functions across the Amref entities.

Key Responsibilities

Leadership/Supervisory Role

• Lead a team of HR Business Partners, providing direction, focus and motivation on the key business needs across their deliverables.
• Inspire, develop and manage a high performing team that meets their department objectives
• Work collaboratively with business leaders to ensure they have optimum plans in place to achieve their business objectives including effective headcount management and planning support.
• Design and execute People Plan that delivers relevant work streams and people initiatives ensuring that priorities, values and behaviours are embedded across the organisation.
• Ensure that key members in the HR Business Partner department are equipped with the right skills, tools, and capability necessary for executing their duties.
• Maintains a full perspective of the business at all times, placing emphasis on talent management, employee relations, policies, and people management procedures in application across the eco system
• Approves and leads the business’s design, and change management projects initiated by the HR Business Partner department with a view of creating speed and efficiency across the business, which will in turn support rapidly shifting business demands.
• Plays a mentorship role to key HR Business Partner personnel, ensuring constant professional growth, and ingraining the departmental culture, essentially readying them for the occupation of his position in the future

Strategy

• Ensures that all strategies implemented are aligned with the overall business priorities and goals.
• Ensure that there is consistent application, implementation, and improvement of approved strategies at all levels and departments within the business.
• Support in the management of key budgets across the HR function and with wider business leaders.
• Ensure focus on the future, evolving our HR practices and policies, and embracing the changing world of HR and what it may bring.

Advisory

• Coaches Country /Divisional leaders on HR initiatives, inclusive of talent planning, development, and performance management in order to promote a culture of continuous growth and development in the business.
• Provides expert HR advise on complex people issues

Collaboration

• Leads collaboration with the wider HR function to identify, design and deliver appropriate solutions and HR interventions and deploy into the relevant business area.
• Coach and support business leaders through change implementation and management ensuring development and engagement of their teams.
• Partner with Talent Management and HR Services teams to understand, share and support their objectives and ensure effective and consistent approach to delivery on the HR strategy.
• Gathers industry best practices, trends, and the latest state legislature.;
• Works with stakeholders and business partners in ensuring the implementation of best practices and compliance to legislation at all times;

Analytics

• Leverages workforce insights and analytics in order to focus the business’s leaders on relevant people management issues while assessing potential strategies and solutions;
• Conducts research and data analytics that identify talent gaps, assesses organizational performance, and proposes solutions that are in support of the business and that are in promotion of ongoing talent, development plans, and succession;
• Draws strategic reports and recommendations from findings meant for senior HR management, departmental heads and management, stakeholders, and business partners.

Knowledge and Opportunity/Recruitment

• Maintaining a superior level of technical HR skill, knowledge, and expertise, inclusive of legal knowledge and the latest trends and best practices.
• Understands industry and business factors that shape how HR strategies are developed, implemented, and sustained;
• In addition to maintaining an understanding of the business, market influencers, and finances in order to add onto his personal credibility and ability to influence leadership and management and to add value to the business’s bottom line.

Required Qualifications

Education

• Must hold Master’s degree in Human Resources, Psychology, Business or any other related field;
• Must have an appropriate people management qualification such as , CHRP, CIPD, SPHR, or SHRM

Experience

• At least seven (7) years of work experience working preferably as a Senior HR Business Partner;
• Vast experience in organization development, human resources, training, and talent planning field

Abilities

• Proven and successful ability to build, lead, and integrate effective and lasting people management programs within a business.
• Demonstrate successful experience building awareness on key organizational issues and presenting a relevant solution, guide departmental heads, management, and stakeholders through a collaborative and shared decision-making process.
• Experience working with change management principles, tools, and methodologies.
• Excellent Communication Skills, both in verbal and written form in order to ensure efficient and effective execution of duties
• Ability to draw regular reports, presentation, and recommendations for an array of audiences, demonstrate proficiency in the use of Ms Word, Ms Excel, and PowerPoint,
• Analytical Skills: be capable of leveraging HR metrics, drawing insights from plain data and information, which will enable informed decision making, management strategy formulation, and policy formulation.
• Interpersonal Skills: must be consumer-oriented, helpful and service-oriented, flexible and open to change, and highly organized and demonstrate strong work ethic.
• Ability to work on multiple simultaneous projects and meet tight deadlines,
• Be a creative and strategic thinker,
• Work comfortably in group settings,
• Be proactive and go beyond the call of duty,
• Ability to remain calm under pressure and in times of uncertainty, inspiring the same in his team.
• Leadership/People Skills: possess exceptional leadership skills, demonstrating an ability to move a group with a unified vision and common objective, and in a common direction.
• Ability to influence others and able to build and maintain strong, trusting, and long-term relationships with others.