About this Job

Q-Sourcing Limited trading as Q-Sourcing Servtec is a leading manpower management solutions firm operating across East Africa, with operations in Kenya, Uganda, Tanzania, Rwanda, and South Sudan. We provide end-to-end workforce management solutions that enable our clients to achieve operational excellence while ensuring compliance with labour laws and best HR practices.

Job Title: Human Resource Business Partner (HRBP)

Reports To: Talent & HRBP Lead Department: Human Resources Department Job Level: Manager

Supervises: Human Resource Executives

Collaborates with: External and Internal

JOB PURPOSE

The HR Business Partner (HRBP) serves as the strategic people partner to both Q-Sourcing’s internal business units and client accounts, aligning people strategies with business objectives to drive organizational performance. The role partners with leaders and clients to deliver integrated HR solutions across the employee lifecycle, strengthen organizational capability, enhance employee and client experience, and ensure operational excellence, compliance, and sustainable business growth.

DUTIES AND RESPONSIBILITIES

HR Business Partnering

Serve as the HR partner to assigned internal business units and clients aligning people strategies with business and operational objectives.

Understand business and client priorities to develop workforce strategies that improve productivity, engagement, and service delivery.

Partner with clients to ensure contractual HR obligations and service level agreements (SLAs) are achieved.

Attend regular business and client review meetings to assess people risks, workforce trends, and improvement opportunities.

Deliver integrated people solutions for both internal stakeholders and clients.

Support organizational change management

Monitor HR risks and implement mitigation

Talent Acquisition & Workforce Planning

Partner with hiring managers to identify workforce

Oversee recruitment activities to ensure timely acquisition of quality

Support succession planning and talent pipeline

Performance Management

Drive implementation of the Group Performance Management Framework.

Support managers in setting objectives, conducting reviews, and managing performance improvement plans and rewards

Monitor performance trends and recommend

Facilitate calibration discussions to ensure consistency

Employee Relations

Handle disciplinary, grievance, and employee relations

Conduct investigations where

Promote fair, consistent, and legally compliant employee relations

Learning & Development

Identify capability gaps and training

Develop annual training

Coordinate implementation of learning and development

Monitor effectiveness of training

Employee Wellness, Engagement & Culture

Develop and implement employee wellness

Drive employee engagement

Implement culture transformation

Conduct employee engagement surveys and follow through on action

Implement recognition programmes that improve employee morale and retention.

Promote the organization’s values and desires

Budget Management

Participate in preparation of departmental

Monitor HR expenditure against approved

Prepare cost analyses and recommend cost optimization

Leadership & Team Management

Monitor the Team’s

Build capability within the HR

Foster collaboration and continuous

HR Reporting & Analytics

Prepare HR reports and dashboards

Provide data-driven recommendations to Managements

MANDATORY REQUIREMENTS

EXPERIENCE AND QUALIFICATIONS

Education

Bachelor’s Degree in Human Resource Management, Business Administration, Industrial Psychology, Organizational Development, or a related discipline.

Professional HR Certification is an added advantage

Experience

Minimum of 5 years progressive Human Resource or any leadership experience or similar advisory role.

Experience supporting multiple business units or client

Experience working within a fast-paced, multi-site or consulting environment is an advantage.

Experience working with HRIS/ERP systems and Microsoft Packages

Competencies

Labour Law & HR Compliance

Change Management

Workforce Analytics

HR Information Systems (HRIS)

Policy Development & Implementation

Project Management

Business Acumen

Problem solving and Decision Making

Coaching & Talent Development

Stakeholder Management

Risk Management

Authority Levels

The HRBP is authorized to:

Provide HR advisory support to business units / Entity and

Recommend recruitment, promotion, disciplinary, and performance decisions

Lead investigations within delegated

Escalate high-risk employee relations

Approve routine HR transactions within delegated

Recommend policy improvements

All decisions must follow the established approval framework and require review and approval by the Talent & HRBP Lead, Group HRBP, and Legal where necessary.

Success Profile

The successful HR Business Partner will:

Build trusted relationships with business leaders and

Influence people decisions using data and business

Deliver responsive and commercially focused HR

Develop high-performing

Foster a positive employee

Drive continuous improvement across HR service

Champion the organization’s culture and values

ADDED ADVANTAGE

Ensure compliance while enabling business

• Serve as the HR partner to assigned internal business units and clients aligning people strategies with business and operational objectives.
• Understand business and client priorities to develop workforce strategies that improve productivity, engagement, and service delivery.
• Partner with clients to ensure contractual HR obligations and service level agreements (SLAs) are achieved.
• Attend regular business and client review meetings to assess people risks, workforce trends, and improvement opportunities.
• Deliver integrated people solutions for both internal stakeholders and clients.
• Support organizational change management
• Monitor HR risks and implement mitigation
• Partner with hiring managers to identify workforce
• Oversee recruitment activities to ensure timely acquisition of quality
• Support succession planning and talent pipeline
• Drive implementation of the Group Performance Management Framework.
• Support managers in setting objectives, conducting reviews, and managing performance improvement plans and rewards
• Monitor performance trends and recommend
• Facilitate calibration discussions to ensure consistency
• Handle disciplinary, grievance, and employee relations
• Conduct investigations where
• Promote fair, consistent, and legally compliant employee relations
• Identify capability gaps and training
• Develop annual training
• Coordinate implementation of learning and development
• Monitor effectiveness of training
• Develop and implement employee wellness
• Drive employee engagement
• Implement culture transformation
• Conduct employee engagement surveys and follow through on action
• Implement recognition programmes that improve employee morale and retention.
• Promote the organization’s values and desires
• Participate in preparation of departmental
• Monitor HR expenditure against approved
• Prepare cost analyses and recommend cost optimization
• Monitor the Team’s
• Build capability within the HR
• Foster collaboration and continuous
• Prepare HR reports and dashboards
• Provide data-driven recommendations to Managements

• Labour Law & HR Compliance
• Change Management
• Workforce Analytics
• HR Information Systems (HRIS)
• Policy Development & Implementation
• Project Management
• Business Acumen
• Problem solving and Decision Making
• Coaching & Talent Development
• Stakeholder Management
• Risk Management

• Bachelor’s Degree in Human Resource Management, Business Administration, Industrial Psychology, Organizational Development, or a related discipline.
• Professional HR Certification is an added advantage
• Minimum of 5 years progressive Human Resource or any leadership experience or similar advisory role.
• Experience supporting multiple business units or client
• Experience working within a fast-paced, multi-site or consulting environment is an advantage.
• Experience working with HRIS/ERP systems and Microsoft Packages