HR Business Partner at Safaricom Telecommunications Ethiopia

Key accountabilities and decision ownership

People Planning

·       Input to functional people plan that is fully aligned to functional strategy

·       Drive delivery of functional initiatives on an on-going basis

Organisation Effectiveness & Change

·       Support and deliver functional change programmes and OE activity in business areas

·       Interface with key stakeholders to ensure alignment with cross-functional change activity

·       Input to monthly and quarterly organisation reviews

·       Deliver against FTE, contractor & employment Opex targets in business areas

·       Ensure organisation clarity & alignment in business areas, e.g. RACI, role profiles, role titles

·       Ensure data integrity of people related information in the business unit

·       Drive organisation efficiency in business areas (ensuring compliance with agreed spans & layers guidance)

·       Act as tactical sparring partner, engaging on the effectiveness of the Business, processes, systems, data and people

·       Drive the HR agenda within the Business, ensuring that all people managers are equipped and able to deliver against the annual recurring people management requirements

·       Propose, develop and deliver key functional change programmes in collaboration with respective HR centres of excellence

 Cultural Change

·       Play key role in supporting leaders to live the vision, mission & culture mandate and related people/HR policies.

·       Provide Leadership of cultural change in business areas/areas of responsibility

·       Challenge & improve people policies/processes/practices to ensure alignment

·       Challenge & support leaders in business areas to align behaviours/attitude to The STEP culture mandate and new ways of working

·       Ensure that the Health and Safety standards are maintained to Company guidelines

Performance and Reward

·        Ensure active management of poor performers in business areas

·       Partner with the business leaders to drive group initiative on PD

·       Talent & Resourcing

·        Collaborate with the Talent team to deliver a pipeline of diverse future leaders and accelerate high potential development in functional business areas

·       Advise on performance and potential ratings for rising stars at all levels

·       Actively support all talent programmes

·       Support the Discover Graduate Programme in business areas

·       Support Diversity & Inclusion agenda in business areas

·       Key part in senior resourcing for business area (in partnership with Resourcing colleagues). Interview & calibrate agreed / key management in business areas.

·       Play part in ensuring that resourcing processes are fully aligned to business requirements (attraction, selection, onboarding, etc.)

Leadership and Management Development

·       Ensure understanding of management development programmes to ensure effective development at key transition points on the management/leadership ladder and drive uptake of  development programmes relevant to BU specific priorities

·       Coach executives across business areas, in collaboration with COEs

Organisational Capability

·       Work with L&D to build critical functional capabilities to enable the business areas to deliver against their plans

·        Ensure functional induction framework is developed and implemented & core organisational on-boarding programmes are in place and being effectively used

Relationship Management & Partnering

·       Build a high ‘support & challenge’ relationship with leadership team members

·       ‘Walk the tightrope’ of being part of the business areas yet maintaining an objective HR perspective.

·       Input to functional people plan that is fully aligned to functional strategy

·       Act as strategic sparring partner, engaging on the effectiveness of the BU, processes, systems, data and people

·       Challenge & support leaders in business areas to align behaviours/attitude

·       Implement all ‘Performance Driven Reward’ plans in business areas

·       Identify and deliver leadership team effectiveness solutions

·       Work with L&D to build critical functional capabilities to enable the business areas to deliver against their plans    

Core competencies, knowledge and experience:

·      BA Degree (e.g. Human Resources, Personnel Management, Industrial Psychology, Business Management, etc.) 

·      5 - 8 years' applicable experience as a Human Resources generalist, as well as proven experience in the management of a Human Resources section/division – essential

·       2 years’ experience as an HR professional interfacing with senior leadership in corporate environment

·       Foundational knowledge and /or experience in Change management, people organization plans

·       Exposure to coaching leaders for behaviour change

How to Apply:  

If you feel that you are up to the challenge and possess the necessary qualification and experience, kindly proceed to update your candidate profile on the career portal and then CLICK HERE Remember to attach your resume.

The closing date for receiving applications is Monday, November 6, 2023.