Human Resources Manager

This role is responsible for leading and standardizing Human Resources and Talent Management practices across multiple operations in Africa, supporting large-scale client programs within a fast-paced, global services environment. The position will serve as a strategic HR partner focused on organizational capability, workforce planning, talent lifecycle management, employee engagement, leadership development, compliance, and operational excellence. The role will drive the implementation of scalable HR frameworks, governance standards, and people strategies that promote a high-performance, employee-centered culture while ensuring alignment across existing and expanding regional sites. Reporting to Senior HR Manager, this position partners closely with Operations, Talent Acquisition, Learning & Development, Total Rewards, HRIS, Compliance, and Business Leaders to strengthen organizational effectiveness, improve workforce readiness, and ensure consistent HR service delivery across the region.

Strategic HR Leadership

• Lead the execution and standardization of HR programs, policies, and practices across Africa operations to ensure consistency, scalability, and compliance.
• Partner with business and operational leaders to align people strategies with organizational objectives and client delivery requirements.
• Drive a culture of accountability, engagement, inclusion, and high performance across all supported sites.
• Establish governance and operational frameworks that enhance HR service delivery, employee experience, and workforce effectiveness.
• Support organizational growth initiatives, workforce expansion, and operational transformation efforts across multiple locations.

Talent Management & Organizational Capability

• Lead the design, implementation, and continuous improvement of talent lifecycle strategies including workforce planning, succession planning, leadership development, career development, and talent activation.
• Assess current and future workforce capability requirements and partner with Talent Acquisition to build sustainable internal and external talent pipelines.
• Develop and implement talent profiling, assessment, and mapping methodologies to strengthen hiring quality, leadership readiness, and succession outcomes.
• Drive performance management frameworks, calibration processes, and talent review initiatives in partnership with HR and business leaders.
• Partner with Learning & Development to support leadership capability programs, culture-building initiatives, climate surveys, and organizational development interventions.
• Design and implement career architecture, role leveling, and capability frameworks in partnership with Total Rewards and HR stakeholders.
• Build structured career development programs through mentoring, coaching, counseling, and succession planning initiatives.

HR Operations & Employee Relations

• Ensure HR policies, procedures, and compliance standards are consistently implemented and communicated across all supported operations.
• Conduct learning sessions and capability-building initiatives for HR teams and leaders to strengthen policy understanding, labor compliance, ethical conduct, and employee management practices.
• Provide expert guidance and support in handling employee relations matters, investigations, grievances, disciplinary cases, and workplace concerns.
• Facilitate conflict resolution and recommend corrective and preventive actions aligned with labor regulations and organizational policies.
• Support leaders and employees through coaching and career counseling discussions focused on development, retention, and mobility opportunities.
• Serve as a trusted advisor to operational leadership teams on employee engagement, culture, performance, and workforce concerns.

Employee Engagement & Culture

• Lead engagement initiatives and action planning efforts based on employee feedback, pulse checks, and organizational climate assessments.
• Develop interventions that strengthen employee morale, retention, leadership effectiveness, and workplace culture.
• Champion programs related to respectful workplace practices, ethics, diversity and inclusion, data privacy, and organizational values.
• Ensure alignment between organizational culture initiatives and business growth objectives.

Change Management & Organizational Effectiveness

• Lead and support organizational change initiatives related to transformation, growth, leadership transitions, and operational restructuring.
• Drive change management strategies that improve adoption, communication, stakeholder alignment, and employee readiness.
• Monitor organizational effectiveness metrics and recommend data-driven solutions to improve productivity, engagement, and talent outcomes.
• Conduct periodic business reviews to evaluate talent and HR performance metrics, identify gaps, and implement continuous improvement initiatives.

Governance, Metrics & Financial Management

• Monitor and ensure achievement of HR operational metrics, talent KPIs, workforce analytics, and service delivery standards.
• Utilize HR data, reporting, and analytics to support workforce decisions and strategic planning.
• Participate in budget planning and ensure efficient management of departmental resources and expenditures.
• Drive process optimization and operational efficiencies across HR programs and systems.

Technical skills required for the role

• Master’s Degree in Human Resources, Psychology, Business Administration, Organizational Development, or related field.
• Extensive experience in Human Resources Business Partnership, Talent Management, Organizational Development, or HR Operations within large-scale, multi-site organizations.
• Experience supporting global operations, shared services, BPO, telecommunications, technology, or customer operations environments is highly preferred.
• Strong knowledge of workforce planning, talent management, succession planning, employee relations, leadership development, and organizational effectiveness.
• Proven ability to lead HR transformation and standardization initiatives across multiple geographies.
• Strong understanding of labor relations, compliance, and employee engagement practices.
• Experience working with senior stakeholders and cross-functional global teams.

List of soft skills required

• Strong analytical, problem-solving, stakeholder management, and change management capabilities.
• Excellent communication, facilitation, and leadership skills.