Human Resource Business Partner (HRBP) At Amref Health Africa

1. Overview on the Amref Global Health Security Programme

The African continent continues to face increased Public Health Emergencies including COVID-19, which have a negative impact on the existing public health infrastructure and social economic status of populations in sub Saharan Africa. Public Health Emergencies triggered by population growth and movement, environmental changes and occurrence of zoonotic diseases result in increased demand for pandemic-proof health systems.

Global Health Security (GHS) seeks to build strong and resilient public health systems to prevent, detect, and respond to infectious disease threats, wherever they occur. The Amref GHS Section strengthens capacity of health systems to prevent, detect and respond to emerging and re-emerging disease threats in the sub Saharan region. This Section will implement, design and evaluate interventions for health emergency response and preparedness; complementing the efforts of regional partners such as the Africa CDC, Ministries of Health and other strategic partners to save lives and protect livelihoods across sub-Saharan Africa.

2. Job Summary

The Human Resource Business Partner (HRBP) will be tasked with streamlining the HR functions to achieve the goals of the GHS initiatives housed under the GHS Section. This involves leading and managing the people and culture agenda of the programme; recruiting the right talent, enhancing staff performance, supporting employee development, and creating strong relationships with all the key stakeholders of the initiative and championing change initiatives.

3. Job Responsibilities

Staffing, Recruitment and Selection (30%)

Work closely with the Amref country offices, regional partners and line managers of the GHS Section to determine the staffing requirements for successful implementation of the GHS initiative.
Develop and implement recruitment strategies for the efficient and timely hiring and placement of employees in the GHS Section.
Provide guidance to the hiring managers of the GHS initiative on job reviews and development of job descriptions.
Manage the full recruitment process (including preparing and circulating job adverts, developing assessment tools, evaluating applications, interviewing and making recommendations) in an effective, timely, fair and transparent manner.
Conduct reference checks and notify candidates about the results of the selection process, preparing job offers and related documentation for successful candidates of the GHS Section.
Coordinate the onboarding process and ensure all new hires in the GHS initiative have good understanding of and subscribe to Amref’s vision, mission and values by understanding it’s approaches, policies, procedures, strategies and operations to perform their job.
Inform employees of their rights, responsibilities, and code of conduct.
Design, coordinate and provide relevant statistical information and data on recruitment activities, gender analysis, and other applicable recruitment metrics.

Performance Management; Learning and Development (20%)

Provide ongoing support and coaching to line managers and individual staff in the implementation of the Amref performance appraisal system, ensuring line managers are equipped with the necessary skills to conduct probationary evaluations and annual appraisals.
Equip line managers with relevant skills to inspire high performance, support career development and address poor performance in a timely and professional manner.
Recognize staff for their additional efforts/contributions and outstanding performance in a timely and appropriate manner.
Support line managers in determining training needs for their teams, discussing those needs with the Senior Management Team of the GHS initiative and coming up with an annual learning and development agenda.
In collaboration with the line manager and employee, identify the development needs and provide relevant learning and development opportunities for the employee.
Coordinate and oversee the delivery of learning and development programs.

Employee Relations and Employee Services (15%)

Oversee administration of all staffing changes in the GHS Section such as promotion, transfers and terminations in consultation with the relevant line manager.
Design and implement a comprehensive communication plan whereby employees are updated on people related issues.
Handle staff grievances and disciplinary action processes in accordance with Amref’s policies and procedures, ensuring compliance with the local labour laws and full confidentiality.
Maintain confidential records related to grievances and complaints and coordinate their resolution; conduct investigations and liaise with legal to resolve cases when needed.
Facilitate separation process for the GHS Section in compliance with Amref’s policies, procedures and local labor laws.

Culture (10%)

Champion Amref behaviours and support initiatives to drive a positive work environment
Promote team innovation and engage team to identify improved ways of working
Coach leaders in promoting open communication, team work and facilitating meaningful engagement
Celebrate and affirm culture role models

Planning and Policies Implementation (10%)

Provide strategic advice, support the Lead Operations in the preparation and development of a yearly People plan, and oversee its implementation.
Participate in the implementation of the people agenda to ensure alignment with GHS strategy and recommend adjustments to policies, procedures and processes based on full compliance of the local labour laws in countries of operation.

Stakeholder Management (10%)

Maintain good working relationships with line managers and Senior Management Team within the GHS Section as well as Amref country offices and regional partners.
Stay abreast of developments in HR trends and share information with the Senior Management Team of the GHS Section as needed.
Drive the Amref staff culture initiatives to enhance collaboration across the organization.

Other Relevant Duties (5%)