HR Business Partner Africa

Population Services International

About The Position

The purpose of this role is to partner with the Business to ensure that the full scope of HR services, such as HR yearly processes, Talent Development, Recruitment and Employee Relations processes within their area of responsibilities, are executed in a continuous improvement mindset, while still maintaining the human touch. This position will be responsible for responsible for designing, implementing, and managing the organization’s total rewards strategy, ensuring competitive, equitable, and compliant remuneration and benefits practices aligned with business objectives in Africa.

Requirements

Bachelor’s degree in HR, Finance or similar is required, (NQF Level 7)
MBA or equivalent required (NQF Level 9)
8+ years’ experience in commercial environment or similar
5+ years’ experience in compensation management role
Financial Acumen: Proven ability to plan and manage budgets
Excellent leadership, communication, and decision-making skills
Strong communication and interpersonal skills.
Teamwork and collaboration
Accuracy and attention to detail
Analytical thinking
Inspiring and influencing
Planning, organizing and prioritizing
Strategic thinking and problem-solving abilities.
Technical and business expertise

Responsibilities

Develop and maintain salary structures, pay grades, and job evaluations
Conduct market benchmarking and salary surveys
Ensure internal equity and external competitiveness
Manage annual salary reviews, bonuses, and incentive plans
Design and administer employee benefits programs (healthcare, retirement, insurance, allowances etc.)
Manage end-to-end payroll processing
Ensure accurate calculation of salaries, overtime, bonuses, increases, and deductions
Ensure compliance with tax regulations (e.g., PAYE, UIF, SDL etc Africa)
Analyses trends and metrics in partnership with the HR group to develop solutions, programs and policies.
Provides guidance and input on business unit restructurings, workforce planning and succession planning.
Data awareness, applying data and communicating data.
Give advice and suggestions for culture-related initiatives, such as cultural transformation.
Implement HRM interventions on employee wellness, Diversity, Equity, Inclusion and Belonging, or talent management.
Work with management and personnel to solve conflicts and help facilitate positive employee relations, maintain a good working environment, build morale, and minimize unwanted turnover.
Develop, implement, and communicate HR policies, ensuring compliance with employment laws and regulations.
Ensure compliance with labor laws and company policies
Workforce planning: Ensure the company’s workforce has the right size, shape, cost, and agility for the future
Succession planning: Select and develop key talent to ensure there are talents to fill critical roles.
Re-skilling and upskilling: Identify training needs and assist the L&D function in aligning training programs with business objectives
Conduct weekly or bi-monthly meetings with business leaders and provide HR advice where necessary
Be up-to-date on employment laws and regulations, as well as other legal requirements regarding people management, to help ensure compliance
Provide guidance on the creation and implementation of HR processes and policies.