HRBP, Corporate & ER - Vodafone Ghana

Job Description

Provide professional HR guidance and to be the primary point of HR contact for Corporate functions. To develop & take ownership of Employee Engagement initiatives at team and functional levels, partnering upper-level leadership team members in the development of organisational effectiveness and capability to meet business plans.

To identify the organisation and people implications of the Corporate and Enterprise Functions Strategy, and ensure the delivery of best practices and customer-focused HR solutions. Champion all Diversity &Inclusion initiatives business-wide.

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Key Accountabilities

Vodafone People Strategy Planning

• Develop and implement annual Employee Engagement plans for the Corporate function that reflect the delivery of the Vodafone People Strategy.
• Drive the implementation of the Annual People calendar and partner with different Centres of Expertise to ensure initiatives and operational projects are delivered as per the plan.

Business Partnering

• Member of Corporate Functions’ leadership team. Provides professional guidance to upper level leadership team member & acts as single point of contact for all HR related issues.
• Responsible for building influential and mutually respectful relationships within functional leadership team. Works with leadership team to develop business co-ownership of Employee Engagement Plans.

Employee Relations

• Contributes to Employee Relations strategy development and delivers operational support
• Provides expert advice, interpretation and guidance on policies, practices and processes regarding Employee Relations to identified customer groups

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Operational Delivery

• Develops the annual Employee Engagement calendar for the function and delivers plans to agreed timescales/targets/deadlines.
• Uses function KPI’s, EE engagement scores to define and diagnose HR issues within the business that require a planned resolution. Work with CoE & function to plan, communicate, action and bring issues to a successful resolution (eg. Organisation & Change, communications & involvement, learning & development, resourcing, reward & recognition and employee relations).

Organisational Capability

• Develops the annual Employee Engagement calendar for the function and delivers plans to agreed timescales/targets/deadlines.
• Uses function KPI’s, EE engagement scores to define and diagnose HR issues within the business that require a planned resolution. Work with CoE & function to plan, communicate, action and bring issues to a successful resolution (eg. Change management, communications & involvement, learning & development, resourcing, reward & recognition and employee relations).

Core Competencies

• Detailed knowledge of function, able to coordinate HR specialist input from a large number of sources into a large scale business operation.
• Strong Commercial Acumen – be able to discuss the impact of business decisions on people as well as detailed understanding of functional area.
• Ability to coach and develop at an upper level leadership team level and facilitate upper level team development.
• Manager of self. Exchange ideas and information effectively, to explain ideas and concepts in a concise and logical way

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Technical And Professional Qualifications

• A relevant Graduate Degree preferably in HR, Labour /Employee Relations, Organizational Development, Industrial Psychology, Business Administration
• Significant HR experience (6-8 years) in upper-level HR roles or general management experience, likely to have experience in 2-3 other Blue Chip organizations.
• Possess strong communication skills both verbal and written adaptable to all levels of management.
• Successful track record in HR Business Partnering
• Possess a high degree of initiative, drive, confidence and ability to enjoy fast-paced work environment.
• Professional, flexible and team-oriented.
• Strong Organisational & Analytical Skills

Skills

• Organisation Sizing
• Business Partnering
• Team Effectiveness
• Performance Management
• Diversity and Inclusion
• Talent Identification
• Safety Culture
• Leading Organisation Culture and Change
• Strategic Mindset
• Insights-based business partnering
• Digital Transformation
• Employee/Labor relations
• Coaching and Mentoring
• Talent Management
• Data Analytics and Insights
• Change and Adaptability
• Business and Commercial Acumen
• Strategy and Vision

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