DEADLINE: 13/06/2025

HR Business Partner and Practice Lead (HRBP) – Africa Region

Full-time

ChildFund is hiring a HR Business Partner and Practice Lead (HRBP) for the Africa region to lead a team of HR Managers in each assigned country office (CO). Reporting to the Vice President, Human Resources, the HRBP is a member of the Global HR Leadership Team and implements global and organization-wide strategy and strategic objectives in the assigned region. The HRBP works in close partnership with the Regional Director and Deputy Regional Directors in Africa, Country Directors, Global HR colleagues, and regional senior management team members to help ChildFund foster high employee engagement and maintain a culture that reflects the organization’s values.

Reporting to: Vice President, Human Resources

Qualifications and Experience:

Bachelor’s degree required; master’s degree in human resources or other relevant discipline and/or human resources professional certification preferred.
At least 9 years of experience in progressively responsible roles in human resources, including at least 5 years of experience leading talent management initiatives in developing countries.
At least 5 years of experience in supervisory roles.
Demonstrated experience directly handling complex, sensitive employee relations issues.
A track record of effectively leading geographically dispersed teams.
A track record of effectively influencing executive-level leadership.

Responsibilities:

Serve as a strategic partner and trusted advisor to the Regional Director, Africa, Deputy Regional Directors, and Country Directors. Consult with Region leadership to develop and execute on talent strategies and guide the execution of HR initiatives, processes, communications, and changes.
Serve as a coach for senior leaders on topics around employee engagement, performance management, and employee relations.
Supervise, coach, and guide the HR Managers (HRMs) in assigned COs in such areas as:
- Development and execution of Country Strategic Plans and the Annual Planning process.
- HR-related internal communications.
- Annual performance management process.
- Talent strategy related to grant acquisition and other fundraising efforts.
- Employee relations, including internal investigations.
- Issues referred to legal counsel.
As a member of the Sr. GHR leadership team, provide inputs to global HR planning and strategy development.
Champion and lead assigned organizational change initiatives.
Support talent acquisition efforts in assigned COs (e.g., job descriptions, participating in selection processes, reviewing offers, collaborating with global Recruiting team).
Conduct exit interviews for key senior management team positions.
Support succession planning strategy for assigned COs.
Collaborate with Talent Management team members on learning and development initiatives and capacity building.
Collect and conduct routine analysis of HR metrics, identify employee trends and recommend appropriate solutions to region leaders.
Collaborate with Global Shared Services (GSS) to improve data quality, data integrity, and data privacy.
Oversee and support annual salary benchmarking survey(s).
Oversee payroll and compensation procedures in COs, including participation in audits, implementation of policies, etc.
Provide guidance to HRMs and senior leaders on HR policy development and labor law compliance, including approval of CO employee handbooks.
Support the global Safety & Security team with deployment of Security strategy and implementation of Safety & Security plans in assigned COs.
Remain alert and responsive to any safeguarding risks, acquire relevant knowledge and skills which will enable you to promote strong safeguarding practices, understand the safeguarding policy and procedures, and conduct yourself in a manner consistent with the Safeguarding Policy.