Background

KCB Bank Tanzania is seeking an experienced Human Resource Business Partner (HRBP) to serve as the key HR interface between employees, line managers, and senior leadership. The role is responsible for aligning human resource strategies with business objectives and driving organizational effectiveness through workforce planning, talent management, performance management, employee relations, and organizational development initiatives.

The HRBP plays a strategic advisory role in shaping people practices, supporting change management, improving employee engagement, and ensuring effective execution of HR policies and processes. The position requires strong business acumen and the ability to partner with multiple stakeholders to deliver impactful HR solutions that support organizational performance and growth.

Responsibilities

• Act as the primary HR contact for employees and line managers across assigned business units.
• Provide proactive HR advisory support to management on people and organizational effectiveness matters.
• Ensure alignment of HR strategies, policies, and initiatives with overall business objectives.
• Lead organizational design and restructuring initiatives to improve efficiency and effectiveness.
• Support workforce optimization and organizational change management programs.
• Develop and implement business-aligned organizational structures.
• Partner with management to ensure smooth execution of change management processes.
• Lead the implementation and monitoring of the performance management framework.
• Coordinate the annual performance management cycle, including appraisals, reviews, and moderation exercises.
• Manage performance improvement plans and non-performance processes.
• Ensure performance outcomes align with organizational goals and business strategy.
• Develop manpower plans in collaboration with the Resourcing Department.
• Identify staffing requirements and support workforce planning activities.
• Coordinate recruitment and selection processes with relevant HR teams.
• Support timely recruitment of critical roles and talent acquisition strategies.
• Identify skills and competency gaps in collaboration with Learning and Development teams.
• Recommend and support training and development interventions.
• Drive talent management, succession planning, and leadership pipeline development.
• Support employee engagement and retention strategies.
• Promote a positive and productive work environment.
• Implement employee engagement and recognition programs.
• Manage employee relations, including disciplinary and grievance cases.
• Support employee wellness and wellbeing initiatives.
• Ensure compliance with HR policies, procedures, and employment regulations.
• Contribute to the development of reward and compensation strategies.
• Promote fair, equitable, and competitive reward practices aligned with performance outcomes.
• Maintain strong relationships with internal stakeholders including employees, managers, and senior leadership.
• Liaise with external stakeholders such as service providers, consultants, and regulatory bodies.
• Maintain accurate HR records and ensure data integrity.
• Prepare workforce analytics, HR reports, and management dashboards.

Qualifications

• Bachelor’s Degree in Human Resource Management, Business Administration, or a related field.
• Postgraduate Diploma in HR or a related specialization is an added advantage.
• Master’s Degree in HR or Business Administration is an added advantage.
• Minimum of 8 years of progressive HR experience.
• At least 5 years of HR Business Partnering experience.
• Experience in organizational design and restructuring (minimum 3 years).
• Experience in manpower planning, recruitment, and selection (minimum 4 years).
• Strong background in performance management systems and implementation.
• Experience in learning and development, talent management, and succession planning.
• Strong experience in employee and industrial relations, including disciplinary processes.
• Knowledge of compensation, benefits, and job evaluation frameworks.
• Experience in people risk management, wellness, and health & safety programs.
• Strong knowledge of labour and employment laws.
• Advanced HR data management, reporting, and analytics skills.
• Strong project management, leadership, and stakeholder management capabilities.

General Requirements

• Strong business acumen and understanding of organizational dynamics.
• Excellent interpersonal, communication, and influencing skills.
• Strong analytical thinking and decision-making abilities.
• High level of integrity, professionalism, and confidentiality.
• Strong leadership and people management skills.
• Ability to manage complex HR issues in a fast-paced environment.
• Strong problem-solving and conflict resolution skills.
• Ability to build and maintain strong working relationships across all levels.
• High attention to detail and strong organizational skills.
• Proficiency in HR systems and computer applications.
• Ability to work independently and collaboratively in a team environment.
• Strong commitment to organizational goals and continuous improvement.

• Act as the primary HR contact for employees and line managers across assigned business units.
• Provide proactive HR advisory support to management on people and organizational effectiveness matters.
• Ensure alignment of HR strategies, policies, and initiatives with overall business objectives.
• Lead organizational design and restructuring initiatives to improve efficiency and effectiveness.
• Support workforce optimization and organizational change management programs.
• Develop and implement business-aligned organizational structures.
• Partner with management to ensure smooth execution of change management processes.
• Lead the implementation and monitoring of the performance management framework.
• Coordinate the annual performance management cycle, including appraisals, reviews, and moderation exercises.
• Manage performance improvement plans and non-performance processes.
• Ensure performance outcomes align with organizational goals and business strategy.
• Develop manpower plans in collaboration with the Resourcing Department.
• Identify staffing requirements and support workforce planning activities.
• Coordinate recruitment and selection processes with relevant HR teams.
• Support timely recruitment of critical roles and talent acquisition strategies.
• Identify skills and competency gaps in collaboration with Learning and Development teams.
• Recommend and support training and development interventions.
• Drive talent management, succession planning, and leadership pipeline development.
• Support employee engagement and retention strategies.
• Promote a positive and productive work environment.
• Implement employee engagement and recognition programs.
• Manage employee relations, including disciplinary and grievance cases.
• Support employee wellness and wellbeing initiatives.
• Ensure compliance with HR policies, procedures, and employment regulations.
• Contribute to the development of reward and compensation strategies.
• Promote fair, equitable, and competitive reward practices aligned with performance outcomes.
• Maintain strong relationships with internal stakeholders including employees, managers, and senior leadership.
• Liaise with external stakeholders such as service providers, consultants, and regulatory bodies.
• Maintain accurate HR records and ensure data integrity.
• Prepare workforce analytics, HR reports, and management dashboards.

• Strong business acumen
• Organizational dynamics understanding
• Excellent interpersonal skills
• Excellent communication skills
• Influencing skills
• Strong analytical thinking
• Decision-making abilities
• High level of integrity
• Professionalism
• Confidentiality
• Strong leadership skills
• People management skills
• Ability to manage complex HR issues
• Ability to work in a fast-paced environment
• Strong problem-solving skills
• Conflict resolution skills
• Ability to build and maintain strong working relationships
• High attention to detail
• Strong organizational skills
• Proficiency in HR systems
• Proficiency in computer applications
• Ability to work independently
• Ability to work collaboratively
• Strong commitment to organizational goals
• Continuous improvement mindset

• Bachelor’s Degree in Human Resource Management, Business Administration, or a related field.
• Postgraduate Diploma in HR or a related specialization is an added advantage.
• Master’s Degree in HR or Business Administration is an added advantage.
• Minimum of 8 years of progressive HR experience.
• At least 5 years of HR Business Partnering experience.
• Experience in organizational design and restructuring (minimum 3 years).
• Experience in manpower planning, recruitment, and selection (minimum 4 years).
• Strong background in performance management systems and implementation.
• Experience in learning and development, talent management, and succession planning.
• Strong experience in employee and industrial relations, including disciplinary processes.
• Knowledge of compensation, benefits, and job evaluation frameworks.
• Experience in people risk management, wellness, and health & safety programs.
• Strong knowledge of labour and employment laws.
• Advanced HR data management, reporting, and analytics skills.
• Strong project management capabilities.
• Strong leadership capabilities.
• Strong stakeholder management capabilities.