Business Hr Partner jobs in France

Reports To: HR Director, Africa

Workplace profile (hybrid)

Job Overview

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.

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