HR & Business Partner
2025-06-10T06:30:04+00:00
Savanna Fibre Limited
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FULL_TIME
kampala
Kampala
00256
Uganda
Telecommunications
Human Resources
2025-06-18T17:00:00+00:00
Uganda
8
Job Purpose/Summary:
The HR Business Partner (HRBP) acts as a strategic partner to business leaders by aligning business objectives with employees and management. This role oversees talent acquisition, employee development, performance management, employee’s engagement, policy compliance, and strategic planning to foster a high-performance, innovative, and inclusive culture that supports rapid growth and operational excellence.
Key Roles:
1.Strategic HR Partnership: Collaborate with leadership to align HR strategies with business goals. Use data and analytics to evaluate workforce trends, assess organizational impact, and support change management and cultural alignment efforts.
2. Employee Relations: The HRBP serves as a key advisor on all employee relations matters, including conflict resolution, grievances, disciplinary actions, and investigations. Ensure fair and consistent handling of employee issues in compliance with internal policies and labor regulations.
3. Employee Engagement: Responsible for developing and implementing initiatives that foster employee motivation, satisfaction, and retention. This includes conducting engagement surveys, analyzing feedback, and implementing actions that promote a positive work environment and a culture of recognition.
4. Employment Risk Management: Identify potential HR and compliance risks and advises leadership on mitigation strategies. Stay current with labor laws and regulatory requirements and ensure that HR practices reduce legal exposure and support business continuity.
5. HR Information System (HRIS): Manage and maintains the HRIS, ensuring data accuracy, user training, and reporting functionality. Responsible for generating HR dashboards, streamlining workflows, and ensuring secure, efficient use of employee data.
6. Talent Management and Succession Planning: Support managers in talent reviews, succession planning, and career pathing. Drive performance management cycles, identify high-potential employees, and facilitate the development of individual growth plans.
7. Recruitment and Onboarding: Work with hiring managers to define staffing needs, oversee recruitment activities, and ensure effective onboarding. Help secure top talent while ensuring compliance with hiring practices and labor laws.
8. Learning and Development: Assess training needs and coordinates the implementation of development programs. Evaluate the effectiveness of learning initiatives and ensure alignment with career development and organizational goals.
9. Compensation and Benefits: Supports the salary review process, benefits administration, and benchmarking of compensation practices. Work to ensure fair, competitive, and transparent reward systems.
10. Compliance and Policy Implementation: Enforce HR policies and procedures, ensuring alignment with labor laws and internal governance standards. Participate in internal audits and coordinate with legal or regulatory bodies as needed.
11. Reporting and Analytics: The HRBP is responsible for preparing and presenting HR reports and key metrics, such as headcount, turnover, absenteeism, and employee relations cases. These reports inform strategic decision-making and continuous improvement in HR processes.
Qualifications
- Bachelor’s degree in human resources, Business Administration, or a related field; Master’s degree preferred.
- A minimum of 7 years of progressive experience in HR and business management roles, including at least 3 years in a senior leadership capacity.
- Demonstrated success in designing and executing HR strategies that drive business performance in a fast-paced environment.
- Strong understanding of employment law, regulatory compliance, and industry best practices.
- Exceptional leadership, communication, and interpersonal skills with the ability to influence and drive change.
- Proven analytical and problem-solving skills, with a data-driven approach to decision-making.
Competencies:
- Strategic Vision: Ability to align people strategies with long-term business objectives.
- Leadership & Influence: Capable of inspiring and guiding teams towards high performance and innovation.
- Change Management: Skilled at driving and managing organizational change and continuous improvement initiatives.
- Decision-Making: Proficient in making informed decisions based on complex data and business insights.
- Communication: Excellent written and verbal communication skills to engage effectively with all stakeholders.
Additional Requirements:
- Experience within the telecommunications or Internet Service Provider (ISP) industry is advantageous.
- Familiarity with modern HR technologies and systems, as well as organizational development methodologies.
- A strong commitment to ethical practices, employee well-being, and the promotion of a positive workplace culture.
1.Strategic HR Partnership: Collaborate with leadership to align HR strategies with business goals. Use data and analytics to evaluate workforce trends, assess organizational impact, and support change management and cultural alignment efforts. 2. Employee Relations: The HRBP serves as a key advisor on all employee relations matters, including conflict resolution, grievances, disciplinary actions, and investigations. Ensure fair and consistent handling of employee issues in compliance with internal policies and labor regulations. 3. Employee Engagement: Responsible for developing and implementing initiatives that foster employee motivation, satisfaction, and retention. This includes conducting engagement surveys, analyzing feedback, and implementing actions that promote a positive work environment and a culture of recognition. 4. Employment Risk Management: Identify potential HR and compliance risks and advises leadership on mitigation strategies. Stay current with labor laws and regulatory requirements and ensure that HR practices reduce legal exposure and support business continuity. 5. HR Information System (HRIS): Manage and maintains the HRIS, ensuring data accuracy, user training, and reporting functionality. Responsible for generating HR dashboards, streamlining workflows, and ensuring secure, efficient use of employee data. 6. Talent Management and Succession Planning: Support managers in talent reviews, succession planning, and career pathing. Drive performance management cycles, identify high-potential employees, and facilitate the development of individual growth plans. 7. Recruitment and Onboarding: Work with hiring managers to define staffing needs, oversee recruitment activities, and ensure effective onboarding. Help secure top talent while ensuring compliance with hiring practices and labor laws. 8. Learning and Development: Assess training needs and coordinates the implementation of development programs. Evaluate the effectiveness of learning initiatives and ensure alignment with career development and organizational goals. 9. Compensation and Benefits: Supports the salary review process, benefits administration, and benchmarking of compensation practices. Work to ensure fair, competitive, and transparent reward systems. 10. Compliance and Policy Implementation: Enforce HR policies and procedures, ensuring alignment with labor laws and internal governance standards. Participate in internal audits and coordinate with legal or regulatory bodies as needed. 11. Reporting and Analytics: The HRBP is responsible for preparing and presenting HR reports and key metrics, such as headcount, turnover, absenteeism, and employee relations cases. These reports inform strategic decision-making and continuous improvement in HR processes.
Bachelor’s degree in human resources, Business Administration, or a related field; Master’s degree preferred. A minimum of 7 years of progressive experience in HR and business management roles, including at least 3 years in a senior leadership capacity. Demonstrated success in designing and executing HR strategies that drive business performance in a fast-paced environment. Strong understanding of employment law, regulatory compliance, and industry best practices. Exceptional leadership, communication, and interpersonal skills with the ability to influence and drive change. Proven analytical and problem-solving skills, with a data-driven approach to decision-making.
JOB-6847d0ecd3919
Vacancy title:
HR & Business Partner
[Type: FULL_TIME, Industry: Telecommunications, Category: Human Resources]
Jobs at:
Savanna Fibre Limited
Deadline of this Job:
Wednesday, June 18 2025
Duty Station:
kampala | Kampala | Uganda
Summary
Date Posted: Tuesday, June 10 2025, Base Salary: Not Disclosed
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JOB DETAILS:
Job Purpose/Summary:
The HR Business Partner (HRBP) acts as a strategic partner to business leaders by aligning business objectives with employees and management. This role oversees talent acquisition, employee development, performance management, employee’s engagement, policy compliance, and strategic planning to foster a high-performance, innovative, and inclusive culture that supports rapid growth and operational excellence.
Key Roles:
1.Strategic HR Partnership: Collaborate with leadership to align HR strategies with business goals. Use data and analytics to evaluate workforce trends, assess organizational impact, and support change management and cultural alignment efforts.
2. Employee Relations: The HRBP serves as a key advisor on all employee relations matters, including conflict resolution, grievances, disciplinary actions, and investigations. Ensure fair and consistent handling of employee issues in compliance with internal policies and labor regulations.
3. Employee Engagement: Responsible for developing and implementing initiatives that foster employee motivation, satisfaction, and retention. This includes conducting engagement surveys, analyzing feedback, and implementing actions that promote a positive work environment and a culture of recognition.
4. Employment Risk Management: Identify potential HR and compliance risks and advises leadership on mitigation strategies. Stay current with labor laws and regulatory requirements and ensure that HR practices reduce legal exposure and support business continuity.
5. HR Information System (HRIS): Manage and maintains the HRIS, ensuring data accuracy, user training, and reporting functionality. Responsible for generating HR dashboards, streamlining workflows, and ensuring secure, efficient use of employee data.
6. Talent Management and Succession Planning: Support managers in talent reviews, succession planning, and career pathing. Drive performance management cycles, identify high-potential employees, and facilitate the development of individual growth plans.
7. Recruitment and Onboarding: Work with hiring managers to define staffing needs, oversee recruitment activities, and ensure effective onboarding. Help secure top talent while ensuring compliance with hiring practices and labor laws.
8. Learning and Development: Assess training needs and coordinates the implementation of development programs. Evaluate the effectiveness of learning initiatives and ensure alignment with career development and organizational goals.
9. Compensation and Benefits: Supports the salary review process, benefits administration, and benchmarking of compensation practices. Work to ensure fair, competitive, and transparent reward systems.
10. Compliance and Policy Implementation: Enforce HR policies and procedures, ensuring alignment with labor laws and internal governance standards. Participate in internal audits and coordinate with legal or regulatory bodies as needed.
11. Reporting and Analytics: The HRBP is responsible for preparing and presenting HR reports and key metrics, such as headcount, turnover, absenteeism, and employee relations cases. These reports inform strategic decision-making and continuous improvement in HR processes.
Qualifications
- Bachelor’s degree in human resources, Business Administration, or a related field; Master’s degree preferred.
- A minimum of 7 years of progressive experience in HR and business management roles, including at least 3 years in a senior leadership capacity.
- Demonstrated success in designing and executing HR strategies that drive business performance in a fast-paced environment.
- Strong understanding of employment law, regulatory compliance, and industry best practices.
- Exceptional leadership, communication, and interpersonal skills with the ability to influence and drive change.
- Proven analytical and problem-solving skills, with a data-driven approach to decision-making.
Competencies:
- Strategic Vision: Ability to align people strategies with long-term business objectives.
- Leadership & Influence: Capable of inspiring and guiding teams towards high performance and innovation.
- Change Management: Skilled at driving and managing organizational change and continuous improvement initiatives.
- Decision-Making: Proficient in making informed decisions based on complex data and business insights.
- Communication: Excellent written and verbal communication skills to engage effectively with all stakeholders.
Additional Requirements:
- Experience within the telecommunications or Internet Service Provider (ISP) industry is advantageous.
- Familiarity with modern HR technologies and systems, as well as organizational development methodologies.
- A strong commitment to ethical practices, employee well-being, and the promotion of a positive workplace culture.
Work Hours: 8
Experience in Months: 84
Level of Education: bachelor degree
Job application procedure
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