HRBP, People Operations

This is a hands-on role that requires someone who can operate across both the operational and business partnering aspects of HR. The HRBP will manage day-to-day employee lifecycle activities, support payroll processes, partner with managers on people matters, maintain accurate People data and reporting, and support the implementation of broader People & Culture initiatives across the organisation.

1. Manage employee lifecycle processes end-to-end including onboarding, transfers, promotions and offboarding. Ensuring documentation, system access, inductions and exit administration are completed accurately and on time.
2. Prepare and maintain employment contracts, letters and other employee documentation.
3. Maintain accurate, up-to-date employee records across HR systems and People trackers.
4. Administer leave, benefits and other employee-related processes.
5. Act as the first point of contact for employees on HR policies, leave, benefits, employment documentation and general People queries.
6. Support the consistent implementation of People policies, processes and procedures across the organisation.
7. Coordinate and prepare accurate monthly payroll inputs and supporting documentation for employees across the markets within the role’s scope.
8. Manage payroll-related employee changes including new joiners, exits, salary changes, variable payments, deductions, leave and other relevant payroll inputs.
9. Review and validate payroll information to identify discrepancies and ensure changes have been processed correctly.
10. Liaise with internal stakeholders and external or local payroll providers to ensure payroll information is complete and submitted within agreed timelines.
11. Support the resolution of employee payroll queries and follow through on payroll discrepancies.
12. Maintain accurate payroll records, supporting documentation and appropriate payroll controls.
13. Support payroll reconciliations and reporting as required.
14. Build effective working relationships with managers and employees and provide practical HR guidance on day-to-day people matters.
15. Partner with managers on employee relations, performance, attendance, employee development and other people-related matters.
16. Support managers in addressing employee concerns and performance issues early and consistently.
17. Provide guidance on the interpretation and application of People policies and processes.
18. Support employee relations processes including investigations, disciplinary matters, grievances and other workplace matters where required.
19. Identify and escalate emerging people risks and recommend appropriate interventions.
20. Support organisational and team changes, ensuring that People processes and employee communication are appropriately managed.
21. Provide coaching and guidance to managers to strengthen people management capability.
22. Support the implementation and administration of the organisation’s performance management processes.
23. Assist managers and employees with goal setting, performance reviews, development plans and related performance processes.
24. Track completion of performance activities and follow up with managers and employees where required.
25. Support talent and succession planning activities, including the coordination and tracking of development actions.
26. Support learning and development initiatives and coordinate agreed development activities.
27. Assist with identifying capability gaps and appropriate development interventions.
28. Prepare accurate and timely People reports and dashboards for management.
29. Maintain and report on key People metrics including headcount, employee movements, turnover, leave, recruitment, performance and other relevant indicators.
30. Analyse People data and identify trends, risks and areas requiring management attention.
31. Ensure People data across HR systems, payroll records and reporting tools is accurate and consistent.
32. Support monthly, quarterly and ad hoc People reporting requirements.
33. Provide managers and the People & Culture team with reliable data to support decision-making.
34. Maintain relevant People trackers and ensure actions and deadlines are followed through.
35. Support the delivery of employee engagement, culture and employee experience initiatives.
36. Coordinate and help facilitate People & Culture programmes, workshops, surveys and other employee initiatives.
37. Support employee communication relating to People programmes, policies and initiatives.
38. Track participation, completion and agreed actions arising from People initiatives.
39. Work with managers and employees to support effective implementation of People & Culture priorities.
40. Support broader People projects and organisational initiatives as required.
41. Maintain accurate employee information within the HRIS and other People systems, ensuring records and documentation are complete and appropriately maintained.
42. Support the implementation and improvement of HR systems, workflows and People processes.
43. Ensure People processes are implemented in line with internal policies and applicable employment requirements.
44. Support HR compliance activities across the African markets within the role’s scope and coordinate with local advisors or service providers where required.
45. Maintain confidentiality and appropriate controls over employee and payroll information.
46. Identify opportunities to improve the efficiency and effectiveness of People processes and reporting.

1. Bachelor’s degree in Human Resources, Business, Industrial Psychology or a related field.
2. Minimum of 4 years’ relevant HR experience in an HR generalist, People Operations, HR Advisor or HR Business Partner role.
3. Demonstrated experience supporting employees across multiple African markets. Multi-country African HR experience is essential.
4. Practical payroll experience, including preparing and reviewing payroll inputs, managing employee changes and resolving payroll-related queries.
5. Strong hands-on People Operations experience across onboarding, offboarding, employee documentation, HR systems, leave, benefits and employee support.
6. Experience partnering with managers on performance management, employee relations and other day-to-day people matters.
7. Experience preparing HR reports and working with People data and metrics.
8. Good working knowledge of Microsoft Excel or Google Sheets and experience working with HR information systems.
9. Good understanding of HR policies, employment practices and compliance requirements.
10. Experience working in a remote, multinational, start-up or fast-paced environment will be an added advantage.
11. Strong HR generalist and People Operations capability.
12. Good understanding of payroll processes and controls.
13. Strong business partnering and stakeholder management skills.
14. Strong reporting, analytical and data management capability.
15. Excellent attention to detail and accuracy.
16. Strong planning, organisation and follow-through.
17. Practical problem-solving skills and sound HR judgement.
18. Able to manage multiple priorities and work independently in a remote environment.
19. Ability to work effectively across different countries, cultures and time zones.
20. Strong written and verbal communication skills.
21. Comfortable facilitating employee and manager sessions and supporting People initiatives.
22. High integrity, professionalism and confidentiality.
23. Proactive, resourceful and comfortable working in a fast-paced environment.
24. Experience with Bamboo / Engagedly is beneficial.