HR Business Partner at Ecobank Nigeria

• The Senior HR Business Partner (HRBP) operates in a dynamic, fast-paced environment, serving as the critical link between HR strategy and business execution. 
• This role navigates complex organizational structures, balancing corporate HR policies with the unique needs of assigned business units or functions.

Responsibilities

Strategic HR Leadership:

• Partner with C-suite and senior leaders to align HR strategies with business objectives, ensuring workforce plans support growth and transformation.
• Lead organizational design initiatives, including restructuring and change management programs.
• Develop and implement HR policies and programs that drive engagement, productivity, and a high-performance culture.
• Partner with Finance, IT, and Legal to align HR processes with business needs (e.g., workforce planning, system integrations).
• Resolve operational conflicts (e.g. hiring freezes vs. talent needs) through data-backed recommendations.
• Lead process change initiatives (e.g. new performance management system rollout) with clear communication and training.
• Act as the escalation point for complex HR inquiries, ensuring timely and accurate resolutions.
• Develop self-service resources (FAQs, knowledge bases, chatbot support) to empower employees and reduce dependency on HR.
• Partner with leadership to enhance employee engagement through recognition programs, career pathing, and wellness initiatives.
• Analyse engagement survey results and co-create action plans with business leaders to drive improvements.
• Advise leaders on people strategies that align with business goals (e.g., workforce planning, retention tactics).
• Provide data-driven insights (e.g., attrition trends, skills gaps) to support decision-making
• Train leaders on HR tools, policies, and best practices (e.g., performance coaching, conflict resolution).
• Develop manager playbooks (e.g., hiring guides, promotion criteria) to ensure consistency and fairness.
• Oversee end-to-end talent acquisition for critical roles, ensuring alignment with diversity and skillset requirements.
• Design succession planning frameworks and leadership development programs to build pipeline readiness.
• Analyze workforce trends (attrition, skills gaps) to forecast talent needs and recommend proactive solutions.
• Resolve complex employee relations issues (e.g., grievances, disciplinary actions) while mitigating legal risks.
• Ensure compliance with labor laws and industry regulations across all locations.
• Promote inclusive workplace practices, addressing bias, harassment, and equity concerns.
• Drive performance management cycles, coaching leaders on goal setting, feedback, and accountability.
• Partner with Compensation & Benefits to design competitive pay structures, incentive plans, and retention strategies.
• Leverage HR analytics to assess program effectiveness (e.g., engagement surveys, turnover metrics).
• Identify training needs and curate L&D initiatives (e.g., upskilling, mentorship programs) to close capability gaps.
• Facilitate leadership workshops and team-building interventions to strengthen collaboration.
• Optimize HR processes (onboarding, exits, mobility) using digital tools 
• Developing comprehensive strategic recruiting and retention plans to meet the human capital needs of strategic goals
• Developing and implementing comprehensive compensation and benefits plans that are competitive and cost-effective for the firm
• Providing overall leadership and guidance to the HR function by overseeing talent acquisition, career development, succession planning, retention, training, leadership development, compensation, and benefits globally
• Ensure data integrity in HR systems for reporting and decision-making.
• Act as a trusted advisor to managers, providing coaching on people management best practices.
• Collaborate with Centers of Excellence (COEs) like Talent Acquisition and Total Rewards to deliver seamless HR services.
• Functioning as a strategic business advisor to the executive / senior management of each business unit or specialty group regarding key organizational and management issues
• Establishing and implementing HR efforts that effectively communicate and support the firm's mission and strategic vision 
• HRBP business intelligence role - HRM Metrics and crafting a HRM Scorecard
• HRBP governance roles - HRM Risk Management and HRM Auditing
• HRBP workplace advocacy – enhancing employee engagement levels

Talent Management & Workforce Planning

Employee Relations & Compliance

Performance & Rewards

Learning & Organizational Development

HR Operations 

Stakeholder Management

Metrics & Analytics:

• Define and track HR operational KPIs (e.g., time-to-fill, turnover rates, training completion rates).
• Conduct root-cause analysis on HR process bottlenecks and implement corrective actions.
• Present data-driven insights to leadership on workforce trends and operational efficiencies.
• Develop business continuity plans for critical HR functions
• Manage relationships with HR vendors to ensure service quality and cost efficiency
• Monitor HR operational budgets (e.g., recruitment spend, L&D costs) and optimize resource allocation.

Customer Excellence: 

• Act as the primary HR contact for employees and managers, providing timely, accurate, and empathetic support on HR inquiries (e.g., policies, benefits, payroll)
• Partner with business leaders to anticipate workforce needs and align HR services with operational goals.
• Coach managers on HR tools, policies, and best practices (e.g., performance management, conflict resolution).
• Serve as a trusted advisor, balancing employee advocacy with business objectives
• Ensure compliance with labor laws while fostering an inclusive environment.
• Benchmark HR services against industry standards and implement improvements.

Job Profile

Experience & Qualifications:

• Minimum of First degree. Master’s degree or Professional Qualifications is compulsory.
• At least 8 years in a similar role in banking, telecommunications, oil & gas or FMCG organization with at least 4 years in HR leadership roles.
• Good knowledge of sales management, banking operations, banking products, & consumer behaviour, and customer Segmentation.

Skills, Capabilities & Personal attributes:

• Good problem-solving capabilities 
• Strong interpersonal, influencing and communication skills
• Strong customer service orientation
• Business Acumen
• Strategic HR Leadership
• Employee Relations Expertise
• Influencing & Stakeholder Management
• Change Leadership
• Consulting and Negotiation Skills
• Problem Solving & Decision Making.