Job Description

Company Description

At Deloitte, our Purpose is to make an impact that matters for our clients, our people, and society. This is the lens for which our global strategy is set. It unites Deloitte professionals across geographies, businesses, and skills. It makes us better at what we do and how we do it. It enables us to deliver on our promises to stakeholders, while creating the lasting impact we seek.

Harnessing the talent of 450,000+ people located across more than 150 countries and territories, our size and scale puts us in a unique position to help change the world for the better—by bringing together the services we provide, the societal investments we make, and the collaborations we advance through our ecosystems.

Deloitte offers career opportunities across Internal Clients Services (ICS), Audit & Assurance (A&A), Tax & Legal (T&L) and our Africa Consulting Services (ACS) business, which is made up of Strategy, Risk & Transactions Advisory (SR&T) and Technology & Transformation (T&T).

Are you ready to apply your knowledge and background to exciting new challenges? From learning to leadership, this is your chance to take your career to the next level.

Job Description

As a Senior Manager, Human Resources, you will play a pivotal role in shaping and driving the strategic HR Talent agenda across the Deloitte Africa member firm. Working closely with Talent Partners and Business Unit Leaders, you will be instrumental in translating business objectives into impactful people strategies and initiatives, fostering a high-performance culture, and ensuring operational excellence within our HR Business Partner (HRBP) function.

Key Responsibilities:

• Strategic Talent Leadership: Provide critical input and insight to shape and execute the Talent Strategy, aligning HR initiatives and priorities across Africa with the overarching business strategy.
• Programme Development & Implementation: Oversee the development, implementation, and rollout of relevant HR programmes and initiatives that support strategic talent objectives.
• Culture Engagement: Define, develop, and implement impactful culture engagement strategies and initiatives to foster a positive, inclusive, and high-performance work environment across the firm.
• HR Business Partner Team Management: Lead, mentor, and develop a high-performing HRBP team, ensuring the delivery of integrated, seamless, and operationally excellent HR services across all Business Units throughout the employee lifecycle.
• Integrated Talent Reporting: Establish and maintain robust integrated reporting mechanisms on Talent metrics for each Business Unit, providing data-driven insights to inform decision-making.
• Stakeholder Engagement: Cultivate and maintain strong relationships with Business Unit Leaders, Talent Partners, and other key stakeholders to ensure HR strategies are effectively embedded and supported.

Qualifications

Minimum 8 years' experience within a Human Resources or People-focused function. At least 3 years' experience in managing and developing high-performing teams.

• Degree in any of the following fields: Human Resources, Industrial and Organisational Psychology or
• Business Administration (postgraduate qualification would be an added advantage).
• Demonstrable experience in managing the full employee lifecycle, including talent acquisition, performance management, compensation & benefits, employee relations, and organisational development.
• Proven track record of successfully partnering with senior stakeholders and influencing business outcomes through HR strategies.

Behavioural Competencies

• Strategic thinking and strong business acumen
• Exceptional leadership and team development capabilities
• Highly effective influencing and stakeholder management skills
• Robust decision-making and problem-solving abilities
• Unwavering integrity and professionalism
• Data-driven and analytical mindset

Additional Information

Note: The list of tasks / duties and responsibilities contained in this document is not necessarily exhaustive. Deloitte may ask the employee to carry out additional duties or responsibilities, which may fall reasonably within the ambit of the role profile, depending on operational requirements.

Be careful of Recruitment Scams: Fraudsters or employment scammers often pose as legitimate recruiters, employers, recruitment consultants or job placement firms, advertising false job opportunities through email, text messages and WhatsApp messages. They aim to cheat jobseekers out of money or to steal personal information.

To help you look out for potential recruitment scams, here are some Red Flags:

• Upfront Payment Requests: Deloitte will never ask for any upfront payment for background checks, job training, or supplies.
• Requests for Personal Information: Be wary if you are asked for sensitive personal information, especially early in the recruitment process and without a clear need for it. Fraudulent links or contractual documents may require the provision of sensitive personal data or copy documents (e.g., government issued numbers or identity documents, passports or passport numbers, bank account statements or numbers, parent’s data) that may be used for identity fraud. Do not provide or send any of these documents or data. Please note we will never ask for photographs at any stage of the recruitment process.
• Unprofessional Communication: Scammers may communicate in an unprofessional manner. Their messages may be filled with poor grammar and spelling errors. The look and feel may not be consistent with the Deloitte corporate brand.

If you're unsure, make direct contact with Deloitte using our official contact details. Be careful not to use any contact details provided in the suspicious job advertisement or email.

At Deloitte, we want everyone to feel they can be themselves and to thrive at work—in every country, in everything we do, every day. We aim to create a workplace where everyone is treated fairly and with respect, including reasonable accommodation for persons with disabilities.

We are committed to employment equity and building a diverse and inclusive workplace across the African continent. Our recruitment processes are aligned with our Employment Equity Plan and the principles of the Employment Equity Act. Preference may be given to candidates from designated groups.

We actively support the inclusion of people with disabilities and embrace neurodiversity in the workplace. We recognise and value the unique strengths that neurodivergent individuals bring, and we are committed to creating an environment where everyone can thrive.

If you require reasonable accommodations in relation to your disability and neurodiverse needs during the recruitment process, please let us know. We are happy to make adjustments to suit your individual needs.