Position Overview

As the HR Business Partner for our new markets, you will play a critical, hands-on role in scaling Jaza's global people operations, systems, to expansion markets. You will be the Human Resources Business Partner responsible for launching new markets, working closely with our Employer of Record Partners, Group and Country HR teams, and the New Market Team, helping us to establish new teams, set up systems and scale our culture into new countries. The ideal candidate thrives in ambiguity and a fast paced environment, loves building HR infrastructure from scratch, has experience working across multiple countries and with EORs, and shifts seamlessly from high-level leadership coaching to executing monthly data changes and payroll data verification. 

Roles And Responsibilities:

Business Partner

• Act as the dedicated HR Business Partner for New Markets teams from pilot through scaleup and handover to the Country HR lead when they are hired.
• Coach and advise Group managers on performance management, employee development, and disciplinary actions
• Partner directly with the Talent Acquisition and New Markets teams as well as recruitment agencies on new market talent acquisition efforts, ensuring a seamless candidate experience and strong onboarding outcomes.
• Manage the performance management cycle for new markets including probation reviews, goal setting, reviews, and evaluations until you hand over to the Country HR Lead.
• Act as a culture champion and drive employee wellbeing, engagement activities, and culture action planning. 

HR Administration and New Market Setup

• Manager the HR New Markets Launch process including setting up core processes for contracting, payroll, mandatory insurance, employee record keeping, etc.  
• Implement our HRIS in new markets.
• Maintain accurate and compliant employee records across all HR systems and payroll platforms, in line with internal policies and legal standards.
• Submit timely and accurate monthly group payroll data to the rewards team/finance for processing across all jurisdictions.
• Support and manage employee benefits administration globally, including documentation and processing.

Compliance, Risk Management, and Vendor Management

• Manage compliance and HR administrative processes.
• Own the strategic relationship with our Employer of Record (EOR) partners and leverage EORs and external counsel to build a compliant, unified global employee experience. 
• Liaise directly with local labor law experts in all new markets to maintain current knowledge and ensure full legal compliance.

How We’ll Measure Success

• Zero compliance issues across all operating countries.
• High accuracy in employee data and timely payroll submission.
• Positive engagement survey results and clear action planning on feedback.
• 100% completion rate for the global performance review cycle.

Why You Should Apply

Be part of one of the most exciting growth phases at Jaza. We’ve proven our model, now we’re scaling fast, and your work will directly shape our teams, culture, and long-term impact, giving you a front-row seat to meaningful systems-building and rapid organizational growth.

Work with an international team across Canada, China, Tanzania, Nigeria, Kenya, Uganda, and the United States, gaining exposure to diverse markets, leadership styles, and cross-cultural collaboration that will accelerate your professional growth.

Must have skills

Cross-Border HR Expansion & EOR Management Multi-Country Labor Law & Compliance (Africa Focus) Full-Lifecycle HR Operations & Payroll Verification Strategic Coaching & Employee Relations Culture Scaling & Change Management Startup Agility & Ambiguity Tolerance Fluent in French and English

Qualifications

Experience & Competencies

• 5 to 8 years of agile HR experience, with at least 3 years actively acting as an HR Business Partner or People Partner supporting teams across multiple African countries.
• Bachelor’s degree in Human Resource Management, Law, Business Administration, Psychology, or a related field.
• Expertise in managing employee relations and deep, practical understanding of labor laws and practices across multiple African countries (required); experience in Asian/Western markets (Canada, China, US) is a strong plus.
• Comfortable managing relationships with Employer of Record (EOR) companies and external legal counsel.
• Detail-oriented and organized, with a strong ability to manage confidentiality and sensitive information.
• Strong communication, relationship-building, and conflict resolution skills, with a high degree of cross-cultural fluency and professionalism.
• Self-motivated and adaptable, comfortable working in a fast-paced, startup environment
• Bi-lingual in French and English Required

• Act as the dedicated HR Business Partner for New Markets teams from pilot through scaleup and handover to the Country HR lead when they are hired.
• Coach and advise Group managers on performance management, employee development, and disciplinary actions
• Partner directly with the Talent Acquisition and New Markets teams as well as recruitment agencies on new market talent acquisition efforts, ensuring a seamless candidate experience and strong onboarding outcomes.
• Manage the performance management cycle for new markets including probation reviews, goal setting, reviews, and evaluations until you hand over to the Country HR Lead.
• Act as a culture champion and drive employee wellbeing, engagement activities, and culture action planning.
• Manager the HR New Markets Launch process including setting up core processes for contracting, payroll, mandatory insurance, employee record keeping, etc.
• Implement our HRIS in new markets.
• Maintain accurate and compliant employee records across all HR systems and payroll platforms, in line with internal policies and legal standards.
• Submit timely and accurate monthly group payroll data to the rewards team/finance for processing across all jurisdictions.
• Support and manage employee benefits administration globally, including documentation and processing.
• Manage compliance and HR administrative processes.
• Own the strategic relationship with our Employer of Record (EOR) partners and leverage EORs and external counsel to build a compliant, unified global employee experience.
• Liaise directly with local labor law experts in all new markets to maintain current knowledge and ensure full legal compliance.