Human Resource Business Partner (HRBP)

Key Responsibilities

Strategic Partnership

• Partner with department heads to understand business goals and develop HR strategies that support organizational objectives.
• Provide insights on workforce planning, organizational design, and succession planning.
• Advise management on HR trends, data analytics, and best practices to improve employee engagement and productivity.

Employee Relations and Engagement

• Serve as the main point of contact for employee relations, ensuring fair and consistent resolution of issues.
• Promote a positive workplace culture and drive employee engagement initiatives.
• Conduct investigations into employee complaints and recommend corrective actions when necessary.

Talent Management and Development

• Support recruitment and selection processes to attract and retain high-performing employees.
• Identify training needs and coordinate learning and development programs.
• Facilitate performance management cycles, including goal setting, feedback, and performance reviews.
• Compensation and Benefits
• Provide input on compensation structures to ensure internal equity and external competitiveness.
• Collaborate with payroll and finance teams to ensure accurate and timely salary administration.

Compliance and Policy Management

• Ensure compliance with labor laws, company policies, and regulatory requirements.
• Review, update, and communicate HR policies and procedures to employees.

HR Analytics and Reporting

• Analyze HR metrics (turnover, absenteeism, engagement, etc.) and present data-driven recommendations.
• Support organizational change initiatives through effective communication and workforce planning.

Qualifications and Requirements

• Bachelor’s degree in Human Resource Management, Business Administration, Industrial Psychology, or a related field.
• A Master’s degree or professional certification (e.g., CIPD, SHRM, IHRMP) is an advantage.
• 5+ years of progressive HR experience, with at least 2 years in a business partner or similar advisory role.
• Strong understanding of Ghanaian labor laws and HR best practices.
• Excellent communication, interpersonal, and negotiation skills.
• Proven ability to build strong relationships across all levels of the organization.
• Analytical mindset with the ability to interpret HR data to support decision-making.
• Proficiency in MS Office Suite and HRIS systems.

Core Competencies

• Strategic Thinking
• Emotional Intelligence
• Change Management
• Stakeholder Management
• Conflict Resolution
• Decision-Making
• Confidentiality and Professionalism

Performance Indicators

• Employee engagement and retention rates.
• Timely resolution of employee issues.
• Alignment of HR initiatives with business goals.
• Compliance with HR policies and labor laws.
• Effectiveness of performance management and talent development programs.