About
this
Job

Q-Sourcing
Limited trading as Q-Sourcing Servtec
is
a leading manpower management solutions firm operating across East Africa, with
operations in
Kenya,
Uganda,
Tanzania,
Rwanda,
and South Sudan.
We
provide
end-to-end
workforce management
solutions that enable our clients to achieve
operational excellence while ensuring compliance with labour laws and
best
HR practices.

Job
Title:
Human
Resource
Business
Partner
(HRBP)

Reports To:
Talent
& HRBP Lead
Department:
Human
Resources Department
Job Level:
Manager

Supervises:
Human
Resource
Executives

Collaborates
with:
External
and
Internal

JOB
PURPOSE

The HR Business
Partner (HRBP) serves as the strategic people partner to both Q-Sourcing's
internal business units and client accounts, aligning people strategies with
business objectives to drive organizational performance. The role partners with
leaders and clients to deliver integrated HR solutions across the employee
lifecycle, strengthen organizational capability, enhance employee and client
experience, and ensure operational excellence, compliance, and sustainable
business growth.

DUTIES
AND
RESPONSIBILITIES

HR
Business
Partnering

• 
  Serve
  as
  the
  HR
  partner
  to
  assigned
  internal
  business
  units
  and
  clients
  aligning people strategies with business and operational objectives.
• 
  Understand
  business
  and
  client
  priorities
  to
  develop
  workforce
  strategies
• 
  that
  improve
  productivity,
  engagement,
  and
  service
  delivery.
• 
  Partner
  with
  clients
  to
  ensure
  contractual
  HR
  obligations
  and
  service
  level agreements (SLAs) are achieved.
• 
  Attend
  regular
  business
  and
  client
  review
  meetings
  to
  assess
  people
  risks, workforce
  trends, and improvement opportunities.
• 
  Deliver
  integrated
  people
  solutions
  for
  both
  internal
  stakeholders
  and
• 
  clients.
• 
  Support
  organizational
  change
  management
  initiatives.
• 
  Monitor
  HR
  risks
  and
  implement
  mitigation
  measures.

Talent
Acquisition
&
Workforce
Planning

• 
  Partner
  with
  hiring
  managers
  to
  identify
  workforce
  requirements.
• 
  Oversee
  recruitment
  activities
  to
  ensure
  timely
  acquisition
  of
  quality
  talent.
• 
  Support
  succession
  planning
  and
  talent
  pipeline
  development.

Performance
Management

• 
  Drive
  implementation
  of
  the
  Group Performance
  Management Framework.
• 
  Support
  managers
  in
  setting
  objectives,
  conducting
  reviews,
  and
  managing
  performance
  improvement
  plans
  and
  rewards.
• 
  Monitor
  performance
  trends
  and
  recommend
  interventions.
• 
  Facilitate
  calibration
  discussions
  to
  ensure
  consistency.

Employee
Relations

• 
  Handle
  disciplinary,
  grievance,
  and
  employee
  relations
  matters.
• 
  Conduct
  investigations
  where
  required.
• 
  Promote
  fair,
  consistent,
  and
  legally
  compliant
  employee
  relations
  practices.

Learning
&
Development

• 
  Identify
  capability
  gaps
  and
  training
  needs.
• 
  Develop
  annual
  training
  calendars.
• 
  Coordinate
  implementation
  of
  learning
  and
  development
  initiatives.
• 
  Monitor
  effectiveness of
  training
  interventions.

Employee
Wellness,
Engagement
&
Culture

• 
  Develop
  and
  implement
  employee
  wellness
  programmes.
• 
  Drive
  employee
  engagement
  initiatives.
• 
  Implement
  culture
  transformation
  programmes.
• 
  Conduct employee engagement surveys and follow through on
  action
  plans.
• 
  Implement
  recognition
  programmes
  that
  improve
  employee
  morale
• 
  and
  retention.
• 
  Promote
  the
  organization's
  values
  and
  desired
  behaviours.

Budget
Management

• 
  Participate
  in
  preparation
  of
  departmental
  budgets.
• 
  Monitor
  HR
  expenditure
  against
  approved
  budgets.
• 
  Prepare
  cost
  analyses
  and
  recommend
  cost
  optimization
  initiatives.

Leadership
&
Team
Management

• 
  Monitor
  the
  Team’s
  performance.
• 
  Build
  capability
  within
  the
  HR
  team.
• 
  Foster
  collaboration
  and
  continuous
  improvement.

MANDATORY REQUIREMENTS
EXPERIENCE
AND
QUALIFICATIONS

Education

• 
  Bachelor's Degree in Human
  Resource Management,
  Business
  Administration, Industrial Psychology, Organizational Development, or a related
  discipline.
• 
  Professional
  HR
  Certification
  is
  an
  added
  advantage.

Experience

• 
  Minimum
  of
  5
  years
  progressive
  Human
  Resource
  or
  any
  leadership experience or similar advisory
  role.
• 
  Experience
  supporting
  multiple
  business
  units
  or
  client
  accounts.
• 
  Experience
  working
  within
  a
  fast-paced,
  multi-site
  or
  consulting
  environment is an advantage.
• 
  Experience
  working
  with
  HRIS/ERP
  systems
  and
  Microsoft
  Packages

Competencies

• 
  Labour
  Law
  &
  HR
  Compliance
• 
  Change
  Management
• 
  Workforce
  Analytics
• 
  HR
  Information
  Systems
  (HRIS)
• 
  Policy
  Development
  &
  Implementation
• 
  Project
  Management
• 
  Business
  Acumen
• 
  Problem
  solving
  and
  Decision
  Making
• 
  Coaching
  &
  Talent
  Development
• 
  Stakeholder
  Management
• 
  Risk
  Management

Authority
Levels

The
HRBP
is
authorized
to:

• 
  Provide
  HR
  advisory
  support
  to
  business
  units
  /
  Entity
  and
  clients.
• 
  Recommend
  recruitment,
  promotion,
  disciplinary,
  and
  performance
  decisions
• 
  Lead
  investigations
  within
  delegated
  authority.
• 
  Escalate
  high-risk
  employee
  relations
  matters.
• 
  Approve
  routine
  HR
  transactions
  within
  delegated
  limits.
• 
  Recommend
  policy
  improvements

All decisions must
follow the established approval framework and require review and approval by
the Talent & HRBP Lead, Group HRBP, and Legal where necessary.