To act as a strategic partner and trusted advisor to designated business units by aligning human resources strategies with business goals. The position is responsible for implementing HR policies, supporting workforce planning, driving employee engagement and managing the delivery of HR services to ensure operational excellence and employee satisfaction.

Impact: The Business Partner bridges the gap between HR and the business, fostering a culture of performance, collaboration, and compliance. By delivering tailored HR solutions and addressing workforce challenges, the role contributes to the productivity and sustainability of the organization.

Academic Qualifications

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Bachelor’s degree in human resource management, Business Administration, or a related field

Experience

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A minimum of 4 years of experience in human resources, with at least 2 years in a business partnering role

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Proven track record in HR operations, employee relations, and stakeholder management

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Experience in the energy or utility sector is an added advantage.

Competencies

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Strong knowledge of HR practices, policies, and labor laws.

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Proficiency in HR systems and data analytics tools.

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Expertise in talent management and workforce planning.

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Strong interpersonal and communication skills.

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Ability to build trust and foster collaborative relationships.

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Problem-solving and conflict resolution skills.

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Strategic thinking and alignment of HR strategies with business goals.

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Leadership skills to effectively manage and mentor the HR Assistant Business Partner.

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High level of integrity and commitment to organizational values.

Responsibilities

Ensure the effective implementation of HR policies, procedures, and initiatives within assigned business units

Provide guidance to line managers and employees on HR policy interpretation and compliance

Collaborate with business units to identify workforce needs and support recruitment and selection processes

Develop and execute workforce plans to address talent gaps and optimize resource allocation

Support the performance appraisal process, ensuring alignment with business objectives

Coach managers on effective performance management practices, including goal setting and feedback

Act as the primary contact for employee relations issues within assigned business units

Drive employee engagement initiatives to enhance morale and productivity

Identify training and development needs within business units and coordinate delivery of relevant programs

10.

Monitor the impact of training initiatives on employee performance and business outcomes

11.

Track and analyze HR metrics to provide insights into workforce trends and inform decision-making

12.

Prepare regular reports on HR activities and their impact on business performance

13.

Provide guidance and mentorship to the HR Assistant Business Partner

14.

Ensure the HR Assistant Business Partner delivers high-quality support to business units.

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