Senior HR Business Partner at IQVIA

• The Senior HR Business Partner, Africa is a mature, dynamic, proactive, and solutions-driven professional who plays a critical role in aligning HR strategies with business unit goals.
• This role bridges the global HR agenda with local business needs within the specified business unit, providing expert guidance to managers and employees, and ensuring the delivery of high-impact HR solutions. As a key driver of transformation, the role will lead initiatives to enhance efficiency, standardize processes, and deliver first-class HR services across our teams in Africa.
• This role requires exceptional interpersonal skills and collaborative approach, strong project management capabilities, and a results-oriented mindset. Working within a complex, matrixed global organization, the HRBP will, together with other team members, lead local and regional HR initiatives, manage projects with precision, and serve as a trusted advisor to business leaders.
• Success in this role requires the ability to take charge, drive implementation, and foster strong relationships at all levels of the organization.

Key Responsibilities

Strategic HR Partnership

• Partner with business leaders to develop and execute HR initiatives that combine global HR strategies with local business priorities.
• Actively participate in key people-related decisions, anticipating challenges and addressing people issues proactively.
• Provide HR knowledge and strategic advice to support the execution of business projects and organizational initiatives.
• Provide hands-on support to managers on key people processes, including performance management, team development, change management and resource planning.
• Handle complex HR data reporting, leveraging advanced Excel skills and an analytical mindset to deliver actionable insights and support data-driven decision-making.

HR Efficiency, Transformation, and Policy Alignment

• Lead and implement projects that drive HR efficiency, transformation, and process standardization across the businesses in Africa.
• Ensure HR services, policies, and systems are practical, relevant, and aligned with business needs and compliance requirements in African countries.
• Work collaboratively with HR colleagues to develop and refine policies and introduce innovative ways of working.
• Collaborate with HR Centers of Excellence (CoEs) and Shared Service Centers on projects.

Regional Wellbeing Plan

• Design, implement, and manage a comprehensive regional Wellbeing Plan for Africa, addressing physical, emotional, financial and workplace wellbeing needs.
• Facilitate global wellbeing programs and initiatives tailored to local and regional cultural contexts, ensuring employee participation and engagement.
• Leverage insights from employee feedback, surveys, and HR metrics to continuously refine and enhance wellbeing initiatives.

Performance and Capability Development

• Provide strategic coaching and advice to managers on organizational effectiveness, team dynamics, and leadership development.
• Advise, challenge, and coach Business Managers on people-related processes, including performance management, team and personal development, career path planning, resource planning, and restructuring needs.
• Support managers in navigating organizational change, ensuring employee alignment and minimal disruption.
• Collaborate with managers to navigate change effectively, balancing empathy with a focus on results.

Compliance and Best Practices

• Act as a role model for the HR function, driving best practices and ensuring alignment across HR processes and policies, ethics and compliance.
• Provide hands-on support in driving the BBBEE agenda, ensuring alignment with regulatory requirements and organizational goals.
• Actively contribute to new initiatives, sharing lessons learned from previous HR projects and interventions.
• Demonstrate strong knowledge of local labor laws, CCMA processes, and employee relations (ER) matters, ensuring compliance and effective resolution of workplace issues.

HR Metrics and Analytics:

• Use HR KPIs and metrics to identify opportunities for improvement and develop clear, actionable plans to address them.
• Provide regular reports and analyses to senior management, highlighting trends and recommendations.

Employee Engagement and Communication

• Lead employee engagement initiatives to align staff interests with business objectives, leveraging insights from employee surveys to enhance engagement strategies.
• Ensure clear and effective HR communication, managing local employee engagement campaigns and aligning them with global HR messaging.

Leadership and Collaboration

• Build and sustain strong relationships with business leaders, employees, and HR colleagues, ensuring alignment across teams and functions.
• Take the lead on HR initiatives and projects while effectively collaborating with others in authority and across departments.
• Be a role model for positivity, responsiveness, and professionalism, fostering a collaborative and solutions-oriented work environment.
• Contribute positively to healthy team culture by acting professionally and ethically, proactively avoiding unhealthy team dynamics.

Project Management and Execution

• Lead HR projects with a focus on efficiency, transformation, and measurable results.
• Manage multiple priorities and deliverables effectively, ensuring timely and high-quality outcomes.
• Use HR metrics and insights to inform decision-making and drive continuous improvement.

Qualifications and Skills

Education:

• Bachelor's degree in Human Resources, Business Administration, or a related field. A Master's degree is preferred.
• Professional HR accreditation (e.g., SHRM, CIPD) is a plus.

Experience:

• 5+ years of experience in HR, with a blend of generalist and specialist roles.
• Proven expertise in aligning HR strategies with business objectives.
• Strong knowledge of employment legislation (e.g., EE, BBBEE) and best practices.
• Proven expertise in managing business change, process improvement, and HR transformation projects.
• High proficiency in Excel and Power Point, good visual data representation skills.

Key Competencies:

• Strategic thinking and problem-solving skills.
• Deep understanding of HR processes, organizational effectiveness, and employee engagement strategies.
• Advanced coaching and counseling capabilities and stakeholder management abilities.
• Proficiency in HR data analytics, reporting, and PowerPoint presentations.
• In-depth knowledge of local employment legislation (EE, BBBEE) and HR best practices.
• Exceptional verbal and written communication skills, with the ability to influence and inspire at all levels. Good presentation skills.
• High level of discretion, confidentiality, and attention to detail.
• Proven expertise in designing and facilitating wellbeing programs and initiatives.
• Experience with performance management, leadership development, and change management.
• ER and Compliance Expertise: Comprehensive knowledge of local labor laws, CCMA processes, ER matters, and the ability to resolve complex workplace issues effectively.
• Data and Analytics: Strong proficiency in Excel and an analytical mindset, with experience in managing complex data reporting and providing actionable insights.
• Matrix Navigation: Strong capability to work effectively within a global, matrixed organization, balancing multiple priorities and stakeholders.

Personal Competencies

• Dynamic Leadership: Ability to take charge, inspire confidence, and drive implementation while collaborating effectively with others.
• Proactive Problem-Solving: Strong solutions-driven mindset with the ability to anticipate challenges and act decisively.
• Interpersonal Excellence: Exceptional communication, relationship-building, and influencing skills, with a positive and professional demeanor and growth mindset.
• Project Management: Strong ability to manage multiple priorities, execute projects efficiently, and deliver measurable results.
• Resilience and Adaptability: Responsive, flexible, and capable of thriving in a fast-paced, dynamic environment, open to feedback and ready to accept assistance from others.
• Cultural Sensitivity: Ability to navigate diverse cultural contexts and ensure inclusivity and equity in all HR initiatives.