The Human Resource Business Partner (HRBP) at Safaricom is responsible for partnering with business leaders to drive performance, employee engagement, and organizational effectiveness. The role involves implementing strategic HR priorities to support business objectives. The HRBP will facilitate the deployment of people plans, provide expert HR business partnering to leadership teams, and contribute to fostering a high-performance culture aligned with Safaricom’s vision and values.

At Safaricom Ethiopia, we are a purpose-led technology company dedicated to transforming lives through digital connectivity and inclusive financial services. In under four years, we have grown to serve over 10 million customers, with our network now reaching 55% of Ethiopia’s population – a testament to our bold vision and trusted partnerships.

Guided by core values such as customer obsession, innovation, integrity, and get it done together, we are building a workplace that is dynamic, inclusive, and empowering. We believe our greatest strength lies in our people. That’s why, for two consecutive years, we have proudly get earned the Top Employer Award – in recognition for our unwavering commitment to fostering a supportive, innovative, and inclusive environment to people.

Join Safaricom Ethiopia and be part of a team that is shaping the digital future of Ethiopia. Here, your work has meaning, your voice matters, and your growth is our priority. Together, we are transforming lives for a digital future 

The role of the Human Resources Business Partner is responsible to create an enabling environment to drive performance and employee engagement across the business areas by partnering with senior business leader s to define and implement relevant and appropriate People plans. Provide HR Business Partnering to Leadership teams. Support in deployment of the people plan and partner with business leadership in the execution of the plan. providing challenging and consulting support. Collaborating with key stakeholders to proactively identify areas where HR can add value, and lead solutions in support of strategic goals and improving organizational performance.

Duties & Responsibilities:

People Planning 

• Draft HR strategy and business plan, which includes measuring the nature, cost and effectiveness of delivered HR solutions and a pipeline of planned interventions.

• Work with the leadership teams to establish a people’s agenda which underpins and supports the delivery of the business goals and drives employee engagement

• Support in driving the HR agenda within the Division/Subdivision ensuring that all managers are equipped and able to deliver against the annual recurring people management requirements

• Support in driving the HR agenda within the Division/Subdivision ensuring that all managers are equipped and able to deliver against the annual recurring people management requirements

• Support in change management business, anticipating and navigating the business through, from organization design through to smooth implementation.

• Support in deliver functional change programes together with OE activity in business areas

• Interface with key stakeholders to ensure alignment with cross-functional change activity

• Advise key functional change programs in collaboration with respective HR centres of excellence

• Craft guidelines on succession management and proper follow ups on the IDP

Cultural Change

• Play key role in supporting leaders to live the vision, mission & culture mandate and related people/HR policies.

• Provide advise on Leadership of cultural change in business areas of responsibility

• Advise, Challenge & improve people policies/processes/practices to ensure alignment

• Collaborate with the Talent team to deliver a pipeline of diverse future leaders and accelerate high potential development in functional business areas

• Advise on performance and potential ratings for rising stars at all levels

• Actively support all talent programes

• Support and guide the Discover Graduate Programe in business areas

• Support and ensure Diversity & Inclusion agenda in business areas

• Play part in ensuring that resourcing processes are fully aligned to business requirements (attraction, selection, onboarding, etc.)

• Work with L&D to build critical functional capabilities to enable the business areas to deliver against their plans

• Build a high ‘support & challenge’ relationship with leadership team members

• Input to functional people plan that is fully aligned to functional strategy

• Act as strategic sparring partner, engaging on  the effectiveness of the BU , processes, systems, data and people

• Challenge & support leaders in business areas to align behaviors/attitude

• Shre best experiences in all ‘Performance Driven Reward’ plans in business areas

• Identify and guide leadership team effectiveness solutions

• Work with L&D to build critical functional capabilities to enable the business areas to deliver against their plans

Job Requirement:

Qualifications

Core competencies, knowledge and experience:

• 6 – 8 years’ applicable experience as a Human Resources generalist, as well as proven experience in the management of a Human Resources section/division – essential

• 3 years’ experience as an HR professional interfacing with senior leadership in corporate environment

• Foundational knowledge and /or experience in Change management, people organization plans

• Exposure to coaching leaders for behaviour change

Must have technical / professional qualifications: 

• Degree in Business Management or related field

• (e.g. Human Resources, Personnel Management, Industrial Psychology, Business Management, Economics etc.) – essential

• A post-graduate qualification will be advantageous

How to Apply

• If you feel that you are up to the challenge and possess the necessary qualification and experience, kindly proceed to create/ update your candidate profile on the recruitment portal and then Click on the apply button. Remember to attach your resume

• Apply using THIS LINK