Human Capital Business Partner NGO Job SFA

• Working closely with leadership to align Human Capital initiatives with broader business objectives and ensure the people strategy supports both immediate needs and long-term organisational goals.
• Translating high-level people strategy into actionable, year-over-year operational plans that are practical and aligned with business realities.
• Acting as a trusted advisor to senior leaders and managers, providing guidance on people-related decisions and helping them execute HC strategies effectively at the operational level.
• Staying current with HC trends and best practices to evolve policies and processes, with particular emphasis on organisational agility - likely reflecting the need for flexibility in today’s rapidly changing business environment.

• Support in the operational leadership in the design, development, implementation, administration and communication of Total Rewards and Recognition programs in the Foundation.
• Participate in the formulation and recommendation of appropriate strategies on total rewards through the preparation of papers, policy briefs, and delivering presentations to Senior Management and Staff.
• Oversee the conceptualisation and design of the rewards and recognition framework of the Foundation. This includes designing targeted monetary and non-monetary programs that will increase engagement, motivation, performance, organisational trust, and satisfaction.
• Lead periodic salary reviews, including analysing data, providing strategic advice, preparing reports, and delivering presentations to Management.
• Interface between Finance Operations and Human Capital on payroll matters.

• Designing, implementing, and overseeing employee relations policies, procedures, and programs that align with legal requirements and organisational goals, including those related to compensation, benefits, and performance.
• Ensuring the organisation complies with all relevant employment laws and regulations and providing guidance to management on worker discipline, termination, and other people-related legal matters.
• Assist in the development, review, and communication of human capital policies, processes, and procedures, ensuring compliance with employment law and alignment with global best practices.
• Maintain and manage the staff database, ensuring accuracy and integrity of all employee data.

• Promoting a positive work environment, fostering strong relationships between employees and management, and addressing employee concerns or offering support for employee well-being initiatives.
• Respond to complex relations matters escalated by staff, including handling disciplinary and grievance matters.

• Partner with the Senior Leadership to identify, acquire, assess, and hire candidates to fill open positions, including anticipated programmes/grants that are in the pipeline, to ensure applications of JIT / future-ready technique on resourcing.
• Ensure there is a talent pipeline – through creation of success profiles, continuous review and extensive networking.
• Lead the employee life cycle strategy implementation; Acquisition, Onboarding, Engagement Development, Retention, and Offboarding.
• Organisational Culture, Performance Management and Employee Engagement
• Advise and support functional leadership to build a fun, challenging, and collaborative environment culture that is built on the values of the organisation thus contributing to employee experience.
• Build a high-performance culture that is strongly linked to SFA Foundation vision, mission, and core values.
• Undertake periodic HR dipstick/pulse surveys and an annual employee engagement survey.

• Establish strategic partnerships and collaboration with heads of departments and/or programme portfolios and ensure delivery of quality professional services to their areas.
• Support the Human Capital business process standardisation initiatives and improvement by providing continuous feedback.
• Support programmes on the delivery of grants, due diligence as part of grantee selection
• Provide support in the preparation for HC audits and subsequent action plans while safeguarding employee data in line with SFA Foundation’s legal, risk, compliance and data privacy standards.
• Take responsibility for the departmental risk register, ensuring it is always up-to-date.
• Undertake specific HC-related projects with the HC team as appropriate.
• Participating in various unit/departmental meetings, fostering HR Business partnership.

• A minimum of a Bachelor's degree in Human Resource Management or HR -related field from a recognised university.
• A master's degree will be an added advantage.

• A professional qualification in Human Resource Management - HND/CHRP.
• A member of the Institute of Human Resource Management (IHRM).

Corporate Staffing