Job Purpose

The People & Culture Associate Business Partner will partner with business leaders and managers to deliver effective people solutions that improve employee experience, engagement, retention, performance, and organizational effectiveness. The role is responsible for using data and insights to drive action, strengthening employee relations, supporting recruitment and performance management, and ensuring alignment with company values and business objectives. This kind of role is typically expected to work closely with managers, use HR metrics, and support employee relations and performance.

Key Responsibilities

1. HR Data, Metrics & Insights

• Collect, analyse, and present monthly HR insights with clear risks, trends, and action plans.
• Interpret people data to identify improvement areas in employee experience, engagement, and retention.
• Track month-on-month movement in key HR metrics and maintain an active HR tracker/planner.
• Present progress updates and practical recommendations to management and stakeholders.
• Collaborate with Heads of Department to support HR initiatives and monitor implementation outcomes.

2. Performance Management

• Communicate and support the performance management and improvement plan process across teams.
• Hold monthly performance check-ins with Heads of Department, including contract tracking decisions where applicable.
• Document meeting notes, agreed expectations, and follow-up actions on performance matters.
• Support managers in addressing performance gaps and implementing improvement plans.
• Track and report team performance trends, outcomes, and interventions.

3. Recruitment and Talent Pipeline

• Submit weekly recruitment updates covering pipeline status and hiring progress.
• Implement a structured recruitment rhythm to ensure consistent pipeline management.
• Maintain a buffer pipeline of at least 20 candidates for evergreen roles.
• Support improvements to the recruitment platform and hiring process.
• Coordinate external collaborations and partnerships that support recruitment outcomes.

4. Employee Relations & Disciplinary Management

• Manage employee relations matters and disciplinary cases in line with company policy and timelines.
• Close disciplinary cases within a maximum of 15 days, where possible and appropriate.
• Support proactive initiatives to reduce involuntary exits through sensitization, policy guidance, and performance management support.
• Conduct regular floor engagements to identify and resolve employee concerns early.
• Deliver employee engagement activities such as town halls, employee sessions, and branch engagements.
• Review onboarding and exit feedback monthly and implement “You Said – We Did” actions.
• Drive improvement in engagement and feedback scores quarter on quarter.
• Hold monthly HOD engagements and document outcomes.

5. Leave Management

• Review 100% of leave requests within 24–48 hours.
• Maintain accurate leave records with full system alignment.
• Flag inconsistencies and policy breaches proactively.
• Ensure there is no backlog in leave approvals.
• Submit monthly leave liability reports by the 2nd day of the following month.

6. Stakeholder Engagement

• Build strong working relationships with Heads of Department, managers, and employees.
• Provide timely, reliable, and solution-oriented HR support to business leaders.
• Facilitate constructive feedback channels with HODs and their direct reports.
• Ensure documented follow-up on agreed actions and business priorities.

7. Behavioral Excellence

• Demonstrate speed, reliability, responsiveness, and subject matter expertise.
• Communicate clearly and professionally across all levels of the organization.
• Take initiative in problem-solving and show ownership of responsibilities.
• Uphold company values and support a positive, accountable, and high-performance culture.
• Handle separation conversations and sensitive matters with professionalism and integrity.

Qualifications, Experience and KPI's

• Strong knowledge of HR operations, employee relations, and performance management.
• Excellent analytical and reporting skills.
• Strong stakeholder management and relationship-building capability.
• High level of professionalism, confidentiality, and accountability.
• Ability to influence, coach, and support managers effectively.
• Strong communication, coordination, and execution skills.
• Problem-solving mindset with attention to detail and follow-through.
• Bachelor’s degree in Human Resource Management, Business Administration, Industrial and Organizational Psychology, or a related field.
• A professional HR qualification is an added advantage.
• 3–5 years’ experience in HR, HRBP, employee relations, performance management, or a related role.
• Experience in data-driven HR reporting and stakeholder engagement is preferred.

Key Performance Indicators.

• HR Data, Metrics & Insights – 15%
• Performance Management – 20%
• Recruitment Process – 15%
• Employee Relations & Disciplinary Management – 20%
• Behavioral Excellence – 10%
• Leave Management – 10%
• Company Values – 10%

Working Relationships

• Heads of Department.
• Line Managers and Supervisors.
• Employees across the organization.
• People & Culture leadership team.
• Recruitment and business support teams.

Benefits

• Monthly Salary
• Medical Insurance
• Airtime.

• Collect, analyse, and present monthly HR insights with clear risks, trends, and action plans.
• Interpret people data to identify improvement areas in employee experience, engagement, and retention.
• Track month-on-month movement in key HR metrics and maintain an active HR tracker/planner.
• Present progress updates and practical recommendations to management and stakeholders.
• Collaborate with Heads of Department to support HR initiatives and monitor implementation outcomes.
• Communicate and support the performance management and improvement plan process across teams.
• Hold monthly performance check-ins with Heads of Department, including contract tracking decisions where applicable.
• Document meeting notes, agreed expectations, and follow-up actions on performance matters.
• Support managers in addressing performance gaps and implementing improvement plans.
• Track and report team performance trends, outcomes, and interventions.
• Submit weekly recruitment updates covering pipeline status and hiring progress.
• Implement a structured recruitment rhythm to ensure consistent pipeline management.
• Maintain a buffer pipeline of at least 20 candidates for evergreen roles.
• Support improvements to the recruitment platform and hiring process.
• Coordinate external collaborations and partnerships that support recruitment outcomes.
• Manage employee relations matters and disciplinary cases in line with company policy and timelines.
• Close disciplinary cases within a maximum of 15 days, where possible and appropriate.
• Support proactive initiatives to reduce involuntary exits through sensitization, policy guidance, and performance management support.
• Conduct regular floor engagements to identify and resolve employee concerns early.
• Deliver employee engagement activities such as town halls, employee sessions, and branch engagements.
• Review onboarding and exit feedback monthly and implement “You Said – We Did” actions.
• Drive improvement in engagement and feedback scores quarter on quarter.
• Hold monthly HOD engagements and document outcomes.
• Review 100% of leave requests within 24–48 hours.
• Maintain accurate leave records with full system alignment.
• Flag inconsistencies and policy breaches proactively.
• Ensure there is no backlog in leave approvals.
• Submit monthly leave liability reports by the 2nd day of the following month.
• Build strong working relationships with Heads of Department, managers, and employees.
• Provide timely, reliable, and solution-oriented HR support to business leaders.
• Facilitate constructive feedback channels with HODs and their direct reports.
• Ensure documented follow-up on agreed actions and business priorities.
• Demonstrate speed, reliability, responsiveness, and subject matter expertise.
• Communicate clearly and professionally across all levels of the organization.
• Take initiative in problem-solving and show ownership of responsibilities.
• Uphold company values and support a positive, accountable, and high-performance culture.
• Handle separation conversations and sensitive matters with professionalism and integrity.

• HR operations
• Employee relations
• Performance management
• Analytical skills
• Reporting skills
• Stakeholder management
• Relationship-building
• Professionalism
• Confidentiality
• Accountability
• Influence
• Coaching
• Communication
• Coordination
• Execution
• Problem-solving
• Attention to detail
• Follow-through

• Bachelor’s degree in Human Resource Management, Business Administration, Industrial and Organizational Psychology, or a related field.
• A professional HR qualification is an added advantage.