Human Resource Business Partner

Job Summary:
We are seeking an experienced and strategic Human Resource Business Partner to join our dynamic team in the FMCG/Foods/Beverage industry. The successful candidate will act as a trusted advisor to business leaders, driving HR strategies that align with organizational goals, enhance employee engagement, and foster a high-performance culture. This role requires a seasoned HR professional with a strong understanding of commercial functions and the ability to influence at all levels of the organization.

Key Responsibilities

Strategic HR Partnership:

• Partner with commercial, sales, and marketing functions to develop and implement HR strategies that support business objectives.
• Provide expert guidance on workforce planning, talent management, and organizational development.
• Align HR initiatives with the company's overall strategic direction and growth plans.

Employee Relations & Performance Management:

• Manage complex employee relations issues, ensuring fair and consistent application of company policies.
• Lead performance management processes, including appraisals, goal setting, and development planning.
• Provide coaching and support to managers on performance improvement and disciplinary matters.

Talent Acquisition & Development:

• Collaborate with business leaders to identify talent needs and support recruitment strategies.
• Drive talent development initiatives, including succession planning, training, and career progression programs.
• Foster a culture of continuous learning and professional growth.

Compensation & Benefits:

• Provide input on compensation structuring and benchmarking to ensure competitive and equitable rewards.
• Support the administration of compensation and benefits programs in alignment with company policies.
• Participate in salary reviews and bonus planning processes.

Compliance & Labour Relations:

• Ensure compliance with Ghana Labour Law, union negotiations, and HR best practices.
• Manage union relations and collective bargaining agreements where applicable.
• Maintain up-to-date knowledge of regulatory changes and ensure organizational adherence.

HR Operations & Systems:

• Oversee HR systems and processes to ensure efficiency and data integrity.
• Provide HR analytics and insights to support data-driven decision-making.
• Continuously improve HR processes to enhance employee experience and operational effectiveness.

Requirements

Education:

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• A Master's degree or professional HR certification (e.g., SHRM, CIPD) is an advantage.

Experience:

• 5–7+ years of progressive HR experience, with at least 3 years in an HR Business Partner role.
• Proven experience partnering with commercial, sales, and marketing functions in a structured organization.
• Demonstrated experience handling employee relations and performance management processes.
• Exposure to compensation structuring and HR systems.

Knowledge:

• Strong knowledge of Ghana Labour Law, union negotiations, and HR best practices.
• Understanding of the FMCG/Foods/Beverage industry dynamics is highly desirable.

Skills & Competencies

• Stakeholder Management: Strong ability to build relationships and influence stakeholders at all levels.
• Communication: Excellent verbal and written communication skills.
• Analytical Capabilities: Strong analytical and problem-solving skills with a data-driven approach.
• Coaching: Proven coaching and mentoring abilities to support managers and employees.
• Interpersonal Skills: High emotional intelligence and the ability to navigate complex interpersonal dynamics.
• Strategic Thinking: Ability to align HR initiatives with business strategy and drive organizational change.
• Integrity: Strong ethical standards and commitment to confidentiality.

Key Performance Indicators (KPIs)

• Employee engagement and retention rates.
• Timely resolution of employee relations cases.
• Successful implementation of talent development programs.
• Compliance with labour laws and regulatory requirements.
• Stakeholder satisfaction with HR partnership and support.
• Achievement of diversity and inclusion targets.