- The HR Business Partner (HRBP) serves as a strategic advisor and trusted partner to business leaders, driving people strategy implementation that enable business growth, operational excellence, and a high-performance culture within the Life business.
- The role translates business priorities into integrated HR solutions across performance management, talent, culture, and empl oyee experience, leveraging data and insights to improve organizational effectiveness and workforce outcomes.
JOB DUTIES AND RESPONSIBILITIES
Strategic Business Partnering:
- Partner with leadership to align HR strategy with business objectives and growth plans
- Provide insightful workforce analytics to support decision-making on structure, talent, and productivity
- Proactively identify people-related risks and opportunities, recommending practical solutions
- Influence leadership behaviors to foster accountability, performance, and engagement
Performance Management:
- Drive execution Of the performance management framework to ensure quality, consistency, and fairness
- Work closely with business leaders and the Group Head, HR to define KPIs and performance standards that drive organizational success.
- Coordinate and facilitate performance review cycles, calibration sessions, and talent discussions to ensure fairness and consistency.
- Provide coaching to managers On performance improvement strategies and employee development plans.
- Monitor perforrnance trends and recommend interventions to address gaps.
Learning & Development:
- Drive the execution Of Learning & Development strategies that strengthen technical expertise and enhance leadership capabilities.
- Conduct training needs analysis and create annual learning plans aligned with business priorities.
- Manage relationships with external training providers, ensuring quality delivery and cost-effectiveness.
- Track leaming impact and ensure ROI and alignment with business goals.
Talent Management & Workforce Planning:
- Collaborate with leadership to translate business objectives into HR priorities and actionable plans.
- Support workforce planning, succession planning, and talent management initiatives to ensure a robust talent pipeline.
- Partner with the recruitment team to ensure hiring strategies align with workforce plans and business needs.
- Conduct periodic skills gap assessrnents and recomrnend targeted interventions.
- Drive career development programs and internal mobility opportunities.
- Develop and implernent retention programs for high-potential and critical talent.
Ernployee Engagement & Culture:
- Develop and implement employee engagement programs that foster a positive work environment and reinforce organizational val ues.
- Champion culture-building activities that promote collaboration, innovation, and inclusion.
Employee Relations & Compliance:
- Act as a trusted advisor to employees and managers on HR-related matters, providing guidance on policies and best practices.
- Resolve complex employee relations issues and manage disciplinary processes in line with company policy and labor laws.
- Ensure compliance with HR policies, labor laws, and regulatory requirements.
HR Analytics & Reporting:
- Utilize HR metrics and analytics to provide insights for decision-making and continuous improvement.
- Prepare reports on performance trends, training effectiveness, and workforce development for leadership review.
JOB REQUIREMENTS AND COMPETENCY SPECIFICATION
Academic Qualification & Work Experience
- Bachelor's degree in HR, Business Administration, or related discipline
- Minimum of 8—10 years HR experience, with at least 3 years as an HR Business Parmer
- Strong experience in performance management, talent management, and employee relations
- Experience in financial services or insurance industry is an advantage
- Professional HR certification (e.g., CIPM, SHRM, CIPD) is an added advantage
- Required Competencies (KSA):
Knowledge: Skills: Abiliities:
- Deep understanding of HR Business Partnering frameworks and best practices
- Knowledge of performance management systems and talent lifecycle processes
- Strong understanding of labor laws, employee relations practices, and compliance requirements
- Knowledge of organizational development, workforce planning, and succession management
- Farfiliarity with HR analytics, data interpretation, and HRIS systems
- Understanding of financial services/insurance business models and market dynamics (preferred)
- Strategic Thinking: Ability to translate business goals into actionable HR strategies
- Stakeholder Managernent: Strong ability to influence, challenge, and partner with senior leaders
- Analytical Skills: Ability to interpret data and provide actionable insights
- Problem-Solving: Strong diagnostic skills to address complex people and organizational issues
- Communication Skills: Clear, persuasive, and professional communication (verbal & written)
- Change Management: Ability to drive and support organizational change initiatives
- Coaching & Advisory Skills: Ability to coach managers and employees on performance and behavior
- Project Management: Ability to manage multiple HR initiatives effectively
- Ability to build trust and credibility across all levels of the organization
- Ability to balance strategic thinking with operational execution
- Ability to work independently and manage competing priorities under pressure
- Ability to maintain confidentiality and exercise sound judgment
- Ability to drive cultural transformation and influence mindset shifts
- High level of integrity, professionalism, and accountability
- Strong resilience and adaptability in a dynamic business environment
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- The Head, Financial Reporting & Tax Management is responsible for leading the organization's financial reporting and tax strategy implementation, ensuring full compliance with regulatory requirements while maintaining integrity, accuracy, and timeliness of financial information.
- The role provides strategic oversight of financial reporting processes, tax planning, and compliance, supports executive decision-making, and ensures alignment with applicable accounting standards and tax regulations.
JOB DUTIES AND RESPONSIBILITIES
Financial Reporting & Control:
- Ensure timely and accurate preparation of financial statements in compliance with IFRS and regulatory requirements
- Oversee the monthly, quarterly, and annual financial reporting cycle, ensuring adherence to defined timelines
- Lead the preparation of consolidated financial reports for internal and external stakeholders
- Establish and maintain robust financial control frameworks to safeguard data integrity and minimize risk
- Ensure accuracy, completeness, and audit-readiness of all financial records are and deliver accurate financial statements, including income statements, balance sheets, and cash flow statements.
Tax Strategy & Compliance:
- Drive the implementation of tax management and optimization strategies aligned with business objectives
- Ensure full compliance with all statutory tax obligations (corporate tax, VAT, withholding tax, etc.)
- Oversee accurate and timely tax filings, minimizing exposure to penalties and reputational risk
- Provide strategic tax advisory support on business decisions, transactions, and investments
- Monitor and assess the impact of regulatory and tax law changes, recommending proactive responses
Audit, Governance & Regulatory Engagement:
- Serve as the primary interface with external auditors, tax authorities, and regulators
- Lead the coordination and resolution of financial and tax audits, ensuring minimal disruption
- Ensure compliance with internal policies, governance standards, and regulatory requirements
- Strengthen internal control systems and risk management practices
Financial Planning & Analysis:
- Provide financial insights and analysis to support strategic decision-making
- Oversee budget preparation and forecasting, ensuring alignment with financial and tax considerations
- Lead variance analysis and recommend corrective actions to improve financial performance
- Support long-term financial planning and capital allocation decisions
Leadership & Process Improvement:
- Provide leadership and direction to the Financial Reporting & Tax team
- Drive continuous improvement and automation of financial reporting and tax processes
- Build team capability and succession pipelines through coaching and development
- Enhance efficiency, transparency, and scalability of reporting systems and processes
JOB REQUIREMENTS AND COMPETENCY SPECIFICATION
Academic Qualification & Work Experience
- First degree in Accounting, Finance, or related field
- Professional certification (ACCA, CPA, ACA, CIMA, or equivalent) required
- Minimum 10 years' relevant experience, including at least 3 years in a leadership role
- Strong experience in preparing financial statements and managing tax filings, good knowledge of international tax laws and financial reporting standards (IFRS, GAAP), audit coordination and regulatory engagements
Required Competencies (KSA):
Knowledge (Technical & Functional)
- Advanced knowledge of IFRS, GAAP, and financial reporting standards
- O In-depth understanding of local and international tax regulations
- Knowledge of insurance industry financial practices and regulatory frameworks
- Understanding of financial governance, internal controls, and risk management
- Familiarity with audit processes and regulatory compliance requirements
Skills (Demonstrable Competencies)
Technical Skills
- Financial reporting and consolidation
- Tax planning, compliance, and filing
- Budgeting, forecasting, and financial modelling
- ERP and financial systems proficiency
Leadership & Management Skills
- Team leadership and performance management
- Strategic planning and execution
- Stakeholder management across senior levels
Analytical & Communication Skills
- Strong analytical and problem-solving capability
- Ability to translate complex financial data into actionable insights
- Excellent report writing and presentation skills
Abilities (Application & Impact)
- Ability to lead financial reporting and tax strategy at an enterprise level
- Ability to ensure compliance in a dynamic regulatory environment
- Ability to manage multiple priorities under tight deadlines
- Ability to influence senior stakeholders and business decisions
- Ability to drive transformation, automation, and process improvement
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