The HR Business Partner is accountable for implementing and managing tactical HR strategy and activities within a specific DP World Africa Sub-Business Unit/OpsCo.
The role manages and executes people plans that are fully aligned with Africa Regional People and capability strategies and Business Unit/OpsCo priorities.
As a professional advisor to Business Unit leadership teams, managers and employees, the HRBP implements and manages all aspects of the people agenda, including talent attraction and retention, performance and talent enablement, organizational design and effectiveness, employee experience and well-being, as well as the adoption of people analytics, HR technology, frameworks, and policies.
The role ensures that HR solutions are aligned and relevant, scalable, and embedded across the Business Unit, leveraging the expertise of the HR Centers of Excellence (CoEs) and the efficiency of HR Operations to deliver integrated, high-impact outcomes.
It is further responsible for ensuring HR governance, compliance, and adherence to regional and global standards, thereby promoting consistency, accountability, and operational excellence across the HR Function.
Key Performance Areas
People Planning and Alignment - Support the implementation of Africa Regional and Capability HR strategies by
developing and executing HR plans that align with business priorities. Ensure HR activities are integrated, operationally effective, and contribute to business objectives.
Talent Attraction & Onboarding - Implement talent acquisition and onboarding frameworks, policies, and practices to support workforce needs. Partner with the Regional Talent Acquisition CoE and HR Operations tonensure recruitment and onboarding processes are delivered efficiently, consistently, and in line with policy.
Learning, Development and Talent Management - Conduct learning needs analysis and implementing learning and development programmes to facilitate employees' growth and capability building. Implement DP World talent management frameworks to balance workforce demand and supply by implementing programs that identify, develop, review, and retain critical skills while proactively managing talent-related risks.
Performance & Total Reward - Drive a high-performance culture by implementing effective performance management practices, including goal setting, feedback, coaching, and calibration, in line with DP World frameworks and policies. Additionally, implement total rewards solutions and practices that align with DP World policies, and procedures, ensuring consistent, fair, and compliant application across the Business Unit.
Organisational Design and Change Management - Support organizational design implementation in alignment with DP World OD principles and frameworks to ensure effectiveness and alignment with Business Unit priorities. Support, guide, and manage change within Business Unit from a people, process and technology perspective.
Culture, Employee Engagement and Well-Being - Implement HR initiatives that drive the DP World culture and enhance employee experience, engagement, inclusion, and wellbeing. Work with CoEs and HR Operations to operationalize programs and practices that are consistent, compliant, and effectively implemented.
Employee Relations, HR Governance, Compliance - Manage employee relations to support, enhance, and strengthen the relationship between employees, their representatives, and the Company. Uphold HR governance, compliance, and ethical standards across all people practices, ensuring all HR solutions and services are delivered in accordance with legislative, regulatory, and organizational requirements.
HR Data, Reporting, Analytics and Technology - Leverage HR data, reporting, and analytics to provide actionable insights and inform business and HR decision-making. Implement, and optimize relevant HR technology solutions, ensuring systems effectively enable HR service delivery, data integrity, and operational efficiency.
Business Partnering and Stakeholder Collaboration - Partner with business leaders to implement HR strategies and programs that support operational objectives and workforce needs. Facilitate adoption of HR initiatives and contribute to business performance through effective planning and execution. Work collaboratively with HR Centers of Excellence and HR Operations to co-create and implement professional, standardized HR solutions that are efficient, scalable, and aligned with business needs.
People Leadership, Team Management and Development - Lead and develop HR team members through clear direction, coaching, and performance feedback, ensuring professional service delivery, accountability, and continuous growth within the team.
Effective Self-Management and Professional Contribution - Demonstrate personal accountability, professional integrity, solution-oriented thinking and maintain up-to-date HR knowledge.
Qualifications required
Minimum bachelor's degree in human resources management, Industrial/Organizational Psychology, Employee Relations, Business Administration, or a related field is required.
Skills and experience required:
Minimum of 6 years' progressive experience in Human Resources, with at least 3 years in a HR Leadership role,bpreferably within a multinational organization.
Proven experience partnering with business leaders and implementing HR solutions that positively impact business performance.
Demonstrated knowledge and practical experience in key HR functional areas, including talent acquisition, performance and talent management, learning and development, employee relations, and total rewards.
Experience effectively leading and managing an HR team
Experience working with HR Centers of Excellence and HR Operations to implement consistent, scalable, and compliant HR practices.
Exposure to HR systems and people analytics, with the ability to leverage data and technology to support HR decision-making and service delivery.
Understanding of HR governance, compliance, and employment legislation, ideally across multiple countries or within the African region.