Our client is one of Africa's largest energy solutions providers with listing on the leading Stock Exchanges in Africa. They are looking for highly skilled, enthusiastic and dedicated people who can contribute to their continuing success. Only shortlisted candidates will be contacted.

Our client is recruiting to fill the position of:

1. HR BUSINESS PARTNER (Upstream)

Job Description:
a. HR Strategy

  • Work as part of the Group HR Team,
  • Develop strong partnering relationships with client upstream executives and group executives, in order to identify and develop HR priorities based on the business strategy. These will include people development, workforce and resource planning and change management
  • Provide HR Policy guidance and Interpretation

b. Talent Development and Management

  • Drive the talent review process
  • Work with upstream managers to create individual development and succession plans to improve the capability of the teams.

c. Organizational Development

  • Understand and analyze organizational capabilities
  • Provide guidance and input on business unit restructures, workforce planning, succession planning.

d. Performance Management

  • Drive the Performance Management process
  • Work with managers and associates to identify and address performance issues
  • Identify training needs for business units and individual executive coaching needs.
  • Participate in evaluation and monitoring of success of training programs. Follow-up to ensure training objectives are met.
  • Provide coaching and support to managers on improving team and individual performance.

e. Compliance, Policies & Procedures

  • Work with in-house legal team to ensure legal compliance.
  • Act as liaison to governmental compliance agencies as required.
  • Ensure consistent application of policies/procedures including but not limited to recruiting, training, reward & recognition and associate development.

f. Employee Relations

  • Facilitate resolution of employee conflicts or concerns.
  • Investigate (interview, gather evidence, consult legal) allegations of employee misconduct including harassment, discrimination, etc.
  • Guide and mentor management on disciplinary and grievance processes.


Education and Work Experience:

  • Minimum of 10 years of relevant industry experience
  • Working knowledge of client sector could be an advantage but not compulsory
  • Working knowledge of multiple human resource disciplines including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, federal and state respective employment laws.
  • CIPD/CIPM or SHRM qualified or working towards a plus.


Specific Knowledge & Skills:

  • Excellent consulting skills.
  • Excellent client management and business literacy skills.
  • Strong conflict management skills.
  • Strong interpersonal and negotiation skills.


  • Excellent verbal and written communication skills.
  • Develop strong trusting relationships in order to gain support and achieve results.
  • Effectively envision, develop, and implement new strategies to address competitive, complex business issues.
  • Manage multiple business units in multiple locations.
  • Manage multiple conflicting priorities.
  • Work in environment with international objectives.
  • Ability to understand issues domestically and internationally and communicate effectively with client business unit executives.
  • Be flexible and available to interact with employees at all levels.
  • Be self-directed and motivated.
  • Take initiative to identify and anticipate client needs and make recommendations for implementation.



2. COMPENSATION AND BENEFITS MANAGER

Job Description:
a. Compensation & Benefits

  • Define specific initiatives that align rewards systems with business goals and practices.
  • Develop programs that support the company’s ability to attract, retain and reward high performance/potential employees
  • Manage vendor relationships inclusive of insurance companies, third-party administrators and law firms.
  • Provide research and analytical support in the design and administration of strategic reward programs
  • Provide “hands-on” leadership to design and implement broad based and unique local compensation plans to optimize company and employee performance while ensuring alignment with organizational plans.

b. Benefits:

  • Support the communication & interpretation of local employee benefit plans to our internal customers.
  • Manage on-going audits by regulatory agencies or third-party auditors as needed.
  • Suggest and implement steps/processes, including technological improvements to make the administration of benefits more timely and automatic.
  • Monitor data integrity of various systems

c. Compensation:

  • In partnership with Group HR team and relevant committee, align, plan and direct local human resources programs relating to compensation and benefits including policies, objectives and initiatives and the overall design, implementation, communication and administration of these programs.
  • Align overall compensation structure, including salary structure, job family analysis, merit pay planning, bonus plan development/administration, and equity compensation with global programs while taking into consideration local and regional laws and cultural differences.
  • Align the local positions in accordance with the company’s compensation and career models.
  • Provide consultation to Human Resources Managers, Generalists, and Business Managers in the design, development and administration of country local base pay and bonus programs.


  • Align programs, policies and training in order to enhance the relationship of rewards with performance management
  • Oversee merit and bonus payout process, which entails the computation, calculations, tracking, final approvals, review and payment of these programs.
  • Conduct ongoing analysis to determine the effectiveness of variable compensation programs and recommend plan changes when required.
  • Other duties may be assigned

d. Performance Management:

  • Establish clear measurable goals and objectives by which to determine individual and team
  • Solicit ongoing feedback on team member’s contribution to the corporate and business unit benefits team.
  • Perform team member evaluations professionally and on time.
  • Drive individuals and the team to continuously improve in key operational metrics and the achievement of the organizational goals.
  • Ensure recognition and rewards are managed fairly and consistently in area of responsibility.

e. Business Strategy and Direction:

  • Know and understand the corporate strategic directions.
  • Assist in the definition, development and implementation of a Compensation & Benefits strategy that contributes to the corporation’s strategic directions.


Desired Skills & Experience:

  • Knowledgeable of all government regulations governing the compensation and benefits area for the countries for which incumbent will be assigned.
  • Advanced proficiency in Windows-based applications (Excel, Word, Access, and PowerPoint) required.
  • Ability to organize, test, compare and configure large sums of data in developing detail compensation plans.
  • Ability to respond to common inquiries or complaints from customers, regulatory agencies, or members of the business community.
  • Ability to solve practical/complex problems and deal with a variety of concrete variables in situations where only limited standardization exists.


Education & Experience Requirements

  • Bachelor's Degree; required. Masters Degree; preferred.
  • Degree in Human Resources, Finance/Accounting, Business Management or related field required.
  • Minimum 7 years work-related experience required in Compensation & Benefits. Equity administration is a plus. Compensation and benefits experience must include design, administration and communication.
  • This person must be a change agent and understand the importance of partnering with HR staff seeking their assistance and cooperation.
  • Advanced knowledge of benefits programs/practices, compensation practices and policies, and the ability to evaluate the appropriate Total Rewards mix.
  • Or an equivalent combination of education, training or experience.



All interested candidates should send their C.V. to [email protected]. Your C.V. MUST be saved in your name and the subject of your mail should be the title of the job you are applying for - "HR BUSINESS PARTNER" OR "COMPENSATION AND BENEFITS MANAGER." Only shortlisted candidates will be contacted.

Application Deadline: 21st August, 2013.