Job Description
The HR Business Partner will create an enabling environment that drives performance and employee engagement across Safaricom Telecommunications Ethiopia’s business areas. Partnering with senior leaders, you will define, implement, and monitor people plans, provide consultative HR support, and lead solutions that align with strategic goals and improve organizational performance.
Responsibilities
At Safaricom Ethiopia, we are a purpose-led technology company dedicated to transforming lives through digital connectivity and inclusive financial services. In less than five years, we have grown to serve over 15 million 90 days active customers, with our network now reaching 60% of Ethiopia’s population; a testament to our bold vision and trusted partnerships.
Guided by our core values of Customer Obsession, Innovation, Integrity, and Get It Done Together, we are building a dynamic, inclusive, and empowering workplace. We believe our greatest strength lies in our people. That is why, for three consecutive years, we have proudly earned the Top Employer Award. In addition, we have received the African Top Employer recognition for the first time, reflecting our unwavering commitment to fostering a supportive, innovative, and inclusive work environment.
Join Safaricom Ethiopia and be part of a team shaping the digital future of Ethiopia. Here, your work has meaning, your voice matters, and your growth is our priority. Together, we are transforming lives for a digital future.
Role purpose:
The role of the Human Resources Business Partner is responsible for creating an enabling environment to drive performance and employee engagement across the business areas by partnering with senior business leaders to define and implement relevant and appropriate People plans. Provide HR Business Partnering to Leadership teams. Support in deployment of the people plan and partner with business leadership in the execution of the plan. providing challenging and consulting support. Collaborating with key stakeholders to proactively identify areas where HR can add value, and lead solutions in support of strategic goals and improving organizational performance.
Key accountabilities and decision ownership:
People Planning
Draft HR strategy and business plan, which includes measuring the nature, cost and effectiveness of delivered HR solutions and a pipeline of planned interventions.
Work with the leadership teams to establish a people’s agenda which underpins and supports the delivery of the business goals and drives employee engagement
Support in driving the HR agenda within the Division/Subdivision ensuring that all managers are equipped and able to deliver against the annual recurring people management requirements
Support in driving the HR agenda within the Division/Subdivision ensuring that all managers are equipped and able to deliver against the annual recurring people management requirements
Support in changing management business, anticipating and navigating the business through, from organization design through to smooth implementation.
Support in deliver functional change programmes together with OE activity in business areas
Interface with key stakeholders to ensure alignment with cross-functional change activity
Advise key functional change programmes in collaboration with respective HR centers of excellence
Craft guidelines on succession management and proper follow ups on the IDP
Cultural Change
Play key role in supporting leaders to live the vision, mission & culture mandate and related people/HR policies.
Provide advice on Leadership of cultural change in business areas of responsibility
Advise, Challenge & improve people policies/processes/practices to ensure alignment
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 and guide the Discover Graduate Programme in business areas
Support and ensure Diversity & Inclusion agenda in business areas
Play part in ensuring that resourcing processes are fully aligned to business requirements (attraction, selection, onboarding, etc.)
Work with L&D to build critical functional capabilities to enable the business areas to deliver against their plans
Build a high ‘support & challenge’ relationship with leadership team members
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
Shre best experiences in all ‘Performance Driven Reward’ plans in business areas
Identify and guide leadership team effectiveness solutions
Work with L&D to build critical functional capabilities to enable the business areas to deliver against their plans
Qualifications
Core competencies, knowledge and experience:
6 – 8 years’ applicable experience as a Human Resources generalist, as well as proven experience in the management of a Human Resources section/division – essential
3 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 behavior change
Must have technical / professional qualifications:
Degree in Business Management or related field
(e.g. Human Resources, Personnel Management, Industrial Psychology, Business Management, Economics etc.) – essential
A post-graduate qualification will be advantageous