Complex/Regional Human Resources Business Partner (HRBP) – PL3  

THE BANK:

Established in 1964, the African Development Bank is the premier pan-African development institution, promoting economic growth and social progress across the continent. There are 81 member states, including 54 in Africa (Regional Member Countries).  The Bank’s development agenda is delivering the financial and technical support for transformative projects that will significantly reduce poverty through inclusive and sustainable economic growth. In order to sharply focus the objectives of the Ten-Year Strategy (2024-2033) and ensure greater developmental impact, five major areas (High 5s), all of which will accelerate our delivery for Africa, have been identified for scaling up, namely; energy, agro-business, industrialization, integration and improving the quality of life for the people of Africa.

THE COMPLEX:

The People and Talent Management Complex (PTVP), will retain overall responsibility for attracting, developing, motivating, and retaining a strong complement of professionals, support staff and contingent staff to deliver the business of the Bank into the future. The PTVP Complex is responsible for ensuring effective systems and controls for people and talent management from talent sourcing to retirement. The PTVP Complex is also responsible for the effective administration of the Bank’s benefit plans (medical and staff retirement) and ensuring the financial sustainability of these plans.

THE HIRING DEPARTMENT/DIVISION:

The Human Resources Operations, Recruitment & Client Services Department (PTCS) focuses on interfacing directly with managers and staff clients across the Bank through integrated client services to internal and external stakeholders (through HR Operations, Recruitment and Talent Acquisition, HR Business Partnering, and Staff Engagement initiatives).

This will help the Bank to achieve its strategic objectives through attraction, development, engagement, motivation, and retention of a best-in-class workforce in line with the Bank’s people strategy.

The core mandate of the PTCS.1 Division is to provide Client Managers and staff excellent People Management solutions in response to their business needs; help foster the work climate conducive for accelerated business delivery in the areas of the High 5s agenda.  The Division provides clarity on HR policies, processes, and programs to empower line managers to better manage people to deliver on the business.  

THE POSITION:

1. The Regional/Complex Human Resources Business Partner (HRBP) acts as trusted advisor and strategic business partner to enable the Regional/Complex Vice President and Directors General deliver effectively against their business strategies. As a Business Partner, you work directly with Regional/Complex Leadership teams to translate the Bank’s People Strategy into tactical and operational human resources programs as guided by Corporate Human Resources.
2. In a matrix organization, the Human Resources Business Partner is responsible for the delivery and execution of all Human Resources functions in the region/complex. S/he works closely with the corporate Human Resources Expertise teams to create workforce effectiveness strategies, ensure alignment of human resource solutions and services to help clients achieve their business goals and objectives.
3. The incumbent drives business results by using and enabling the right employee capability, organizational productivity, and engagement with the intention to make use of best-practices and synergies.
4. The position holder leads and facilitates the development of culture and key capabilities for the organization and is responsible for securing and maintaining a productive, diverse and engaged workforce, comprised of the best-in-class talent.

KEY FUNCTIONS:

The Regional/Complex HRBP shall exhibit these two (2) competencies: Business Acumen and Internal Consulting. Under the functional supervision of the Division Manager, Client Relations and Staff Engagement and direct supervision of Director General/Complex Vice President, the incumbent’s main responsibilities include the following:

1. Develop and execute the Human Resources work-plans for the region/complex in alignment with the region/complex’s business strategy.
2. Identify and analyze client complex/region strategic challenges, objectives and potential roadblocks related specifically to human capital within the region/complex. Translate the found key business challenges into Human Resources demands.
3. Be a trusted advisor as well as an escalation and decision body for the human resources and business related issues within respective area of responsibility.
4. Drive, oversee and ensure the effective implementation of Human Resources strategies, processes, policies, systems that contribute to the overall success of the business.
5. Ensure alignment and implementation of best practice core Human Resources processes across the region/complex within areas such as e.g. recruitment, training and development.
6. Ensure program success (Budgets, schedule, quality, and business value).
7. Ensure program goals and deliverables are clearly communicated to the business and the project teams.
8. Provide coaching and feedback on how to improve individual and organizational performance to meet strategic objectives.
9. Analyze talent and business metrics related to client organizational unit and hypothesize possible causes and potential solutions to achieve business objectives.
10. Provide counsel to management on resource and headcount planning.
11. Carry out other related duties as assigned by supervisors.

COMPETENCIES (skills, experience and knowledge):

1. Hold at least a Master’s degree in Business Administration or in Human Resources/Organization Design or related field. Professional qualification in Human Resources Management will be an added value.
2. Minimum of seven (7) years of functional experience in five (5) or more different areas of human resources (e.g., Recruitment and Staffing, Talent Management, Compensation & Benefits, Employee Relations, Human Resources Compliance, Organizational Design, Learning and Development, Coaching and mentoring, Human Resource Information Systems (HRIS), Performance management, and Payroll) and other core areas of human resources management. Business experience outside of Human Resources is an added advantage.
3. Provides sound advice to business leaders based on an understanding of the business, business strategy, and customers, i.e. demonstrates the ability to conduct an in-depth dialogue about key business strategies and drivers (e.g., financial, products, competition). Applies an understanding of business strategy to tailor Human Resources products and services to add value to the business. Demonstrates proven history of using knowledge of business to impact a large functional area or group (i.e. knows and develops our business). Accurately identifies the Human Resources implications of business strategies.
4. Helps customers solve business challenges through diagnostic thinking, effective and creative thinking. Manages expectations and builds strong collaborative win-win relationships with partners to deliver on key goals, i.e. builds consensus among key line leaders for change and performance-improvement initiatives. Coaches team members to utilize effective consultative tools and methods. Assures that client expectations are met by team members, by measuring results.
5. Develops plans and manages appropriate resources to ensure the completion and implementation of projects or programs on time and within budget, i.e. conceptualizes and articulates meaningful outcomes and deliverables. Manages region/complex or competing priorities. Updates project goals and plans to meet evolving needs (i.e. appropriate re-scoped projects). Knows when to communicate project issues and progress. Ensures that project deliverables are transitioned into day-to-day practices.
6. Ability to interpret employment law implications into workplace situations and provide appropriate coaching to associates and leaders.
7. Measurement & Evaluation – Knowledge of measurement and evaluations methodology and ability to design measurement and evaluation systems that monitor the impact tools, processes, or learning interventions have on people performance.
8. Customer oriented, challenge complexity, be agile in changing environment and be sensible to intercultural communication.
9. Communicate and write effectively in French or English, with a good working knowledge of the other language.
10. Competence in the use of Human Resources specific technology and systems and platforms; knowledge of SAP is an added advantage.

THIS POSITION IS CLASSIFIED INTERNATIONAL AS INTERNATIONAL RECRUITMENT AND ATTRACTS INTERNATIONAL TERMS AND CONDITIONS OF EMPLOYMENT.

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