Senior People Partner and Performance Lead job at Absa Bank
Posted by: great-volunteer
Posted date: 2025-Jun-19
Location: Uganda, Kampala
Senior People Partner and Performance Lead 2025-06-19T06:27:23+00:00 Absa Bank https://cdn.ugashare.com/jsjobsdata/data/employer/comp_3160/logo/Absa%20Bank.png https://www.absa.co.ug/personal/ FULL_TIME Uganda Kampala 00256 Uganda Banking Human Resources 2025-06-26T17:00:00+00:00 Uganda 8 The Senior People / Human Resource Business Partner works directly with business leaders and other people function stakeholders and provides strategic insights and advisory on all people matters, to drive achievement of business strategy and objectives. Job Description Commercial awareness and Strategic Partnership - Demonstrates a deep understanding of the global marketplace, competitive position and commercial drivers for a complex and large-scale business.
- Uses business acumen/perspective to translate the business unit strategy into a clear people agenda within the direction set by the Bank and global People function for a business with multiple core lines of business.
- Articulates strategy and can translate it into actions and results for the function. Leads the implementation of a comprehensive People Strategy for business that drives achievement of the business strategy.
- Positions the People Function as a strategic people partner and create strategies and measures to facilitate the People Function’s contribution to achievement of key business performance areas including financial, customer, employee engagement, and transformation.
- Champions the embedding of Absa’s Values and desired Culture in the business.
- Champions the achievement of the overall Absa Group Limited Transformation objectives, including employment equity, diversity and inclusion.
- Manages external networks and is well connected in the appropriate bodies to shape the external perception of Absa Group Limited to be in a position to attract the best capabilities to the organization and have influence in the marketplace.
Trusted Advisor - Owns the relationship with business unit leaders as a trusted advisor and strategic partner in a fast moving, complex and developing environment
- Exemplary coach and sounding board to business heads and other senior leaders in the business
- Demonstrates influence and credibility with senior leaders across the business.
- Actively assists the business unit heads to build effectiveness and develop top talent appropriately.
Key accountabilities Accountability: Trusted Advisor - Owns the relationship with business unit leaders as a trusted advisor and strategic partner in a fast moving, complex and developing environment
- Exemplary coach and sounding board to business heads and other senior leaders in the business
- Demonstrates influence and credibility with senior leaders across the business.
- Actively assists the business unit heads to build effectiveness and develop top talent appropriately.
Accountability: People Function Value Chain Ownership - Provides end to end advisory, coaching, strategy development and implementation across the People Function Value Chain including Talent Acquisition; Onboarding; Learning and Development; Employee Engagement, Wellness and Wellbeing; Performance Management; Retention and Exit, including Organizational Design; Strategic Work and Workforce Planning; Succession Management; People Change Management; Compensation, Rewards and Benefits and Employee Relations in line with the Absa Group Limited policies, standards and target experiences.
- Works with business leadership to specify capability gaps, define talent pools, identify and develop top talent and robust succession planning for the areas.
- Has a high level of focus on customer relations and drives a culture of customer centricity and responsiveness across all People Function teams.
- Designs and implements robust People MI reporting, data analysis and insights generation to facilitate data-driven people planning and decision making
- Uses data analytics to diagnose business issues, generate insights and recommend effective solutions.
- Supports and drives major change and people function projects.
- Takes ownership of strategic resource planning and participates in senior role hiring.
- Delivers leadership and learning programs via specialists, specifies internal capability gaps and ensures relevant assessments, development and coaching are in place.
- Drives the business areas reward and performance strategy and provides into the pay cycle and reward delivery plan.
Capability Building - Builds leadership team and line manager capability in owning and executing the target Absa People experience as a personal and business priority.
- Keeps abreast of relevant people trends and best practices and translate these into valuable insights and high impact actions for the business and broader People community across.
- Risk Management and Governance
- Identifies and takes accountability for all relevant People risks in terms of the AGL Operating Model and Risk Management Framework and ensure that adequate controls and monitoring mechanisms are in place.
- Promotes and role models a culture of proactive compliance and risk management within executive and management teams and the function as a whole
Country Performance Management Lead - Provides country wide expert support toward the effective implementation of the performance management experience including process, training, communication, stakeholder engagement and user experience in line with the Absa Group policy.
- Coaches and guides people partners, people managers and colleagues to complete the end-to-end performance management process.
- Collaborates with key stakeholders to track, analyze, and report on the effectiveness of the objective setting process in the business, in order to drive ongoing process improvements.
- Collaborates with key stakeholders to encourage ongoing, high-quality performance conversations conducted on a regular basis (quarterly at a minimum for teams) and (monthly at a minimum for individuals).
- Supports the delivery of high quality Performance reviews for the country that are aligned to the Group standards, guidelines and timelines.
Education and experience required. Education: - Bachelor’s degree in Industrial and Organizational Psychology, Human Resources or related field.
Minimum: - At least 5 years recent experience as a People / Human Resource Business Partner in a medium/large business.
- Demonstrated knowledge and use of emerging people management best practices and technologies.
- Successful track record of developing effective people management solutions that have facilitated achievement of business strategy and objectives.
Advantage: - Pan-African people management experience
- Financial industry experience
- Significant People Partner experience in a successful business transformation
Knowledge and skills: - Expert understanding of the entire employee value chain and core people processes.
- Ability to build, develop & lead professional level teams.
- Working knowledge of HR systems
Competencies: - Strategic Capability
- Business Acumen
- Customer Focus
- Results Orientation
- Innovation Leadership
- Problem Solving Leadership
- Inspirational People Leadership
- Collaboration and influencing
Commercial awareness and Strategic Partnership Demonstrates a deep understanding of the global marketplace, competitive position and commercial drivers for a complex and large-scale business. Uses business acumen/perspective to translate the business unit strategy into a clear people agenda within the direction set by the Bank and global People function for a business with multiple core lines of business. Articulates strategy and can translate it into actions and results for the function. Leads the implementation of a comprehensive People Strategy for business that drives achievement of the business strategy. Positions the People Function as a strategic people partner and create strategies and measures to facilitate the People Function’s contribution to achievement of key business performance areas including financial, customer, employee engagement, and transformation. Champions the embedding of Absa’s Values and desired Culture in the business. Champions the achievement of the overall Absa Group Limited Transformation objectives, including employment equity, diversity and inclusion. Manages external networks and is well connected in the appropriate bodies to shape the external perception of Absa Group Limited to be in a position to attract the best capabilities to the organization and have influence in the marketplace. Trusted Advisor Owns the relationship with business unit leaders as a trusted advisor and strategic partner in a fast moving, complex and developing environment Exemplary coach and sounding board to business heads and other senior leaders in the business Demonstrates influence and credibility with senior leaders across the business. Actively assists the business unit heads to build effectiveness and develop top talent appropriately. Key accountabilities Accountability: Trusted Advisor Owns the relationship with business unit leaders as a trusted advisor and strategic partner in a fast moving, complex and developing environment Exemplary coach and sounding board to business heads and other senior leaders in the business Demonstrates influence and credibility with senior leaders across the business. Actively assists the business unit heads to build effectiveness and develop top talent appropriately. Accountability: People Function Value Chain Ownership Provides end to end advisory, coaching, strategy development and implementation across the People Function Value Chain including Talent Acquisition; Onboarding; Learning and Development; Employee Engagement, Wellness and Wellbeing; Performance Management; Retention and Exit, including Organizational Design; Strategic Work and Workforce Planning; Succession Management; People Change Management; Compensation, Rewards and Benefits and Employee Relations in line with the Absa Group Limited policies, standards and target experiences. Works with business leadership to specify capability gaps, define talent pools, identify and develop top talent and robust succession planning for the areas. Has a high level of focus on customer relations and drives a culture of customer centricity and responsiveness across all People Function teams. Designs and implements robust People MI reporting, data analysis and insights generation to facilitate data-driven people planning and decision making Uses data analytics to diagnose business issues, generate insights and recommend effective solutions. Supports and drives major change and people function projects. Takes ownership of strategic resource planning and participates in senior role hiring. Delivers leadership and learning programs via specialists, specifies internal capability gaps and ensures relevant assessments, development and coaching are in place. Drives the business areas reward and performance strategy and provides into the pay cycle and reward delivery plan. Capability Building Builds leadership team and line manager capability in owning and executing the target Absa People experience as a personal and business priority. Keeps abreast of relevant people trends and best practices and translate these into valuable insights and high impact actions for the business and broader People community across. Risk Management and Governance Identifies and takes accountability for all relevant People risks in terms of the AGL Operating Model and Risk Management Framework and ensure that adequate controls and monitoring mechanisms are in place. Promotes and role models a culture of proactive compliance and risk management within executive and management teams and the function as a whole Country Performance Management Lead Provides country wide expert support toward the effective implementation of the performance management experience including process, training, communication, stakeholder engagement and user experience in line with the Absa Group policy. Coaches and guides people partners, people managers and colleagues to complete the end-to-end performance management process. Collaborates with key stakeholders to track, analyze, and report on the effectiveness of the objective setting process in the business, in order to drive ongoing process improvements. Collaborates with key stakeholders to encourage ongoing, high-quality performance conversations conducted on a regular basis (quarterly at a minimum for teams) and (monthly at a minimum for individuals). Supports the delivery of high quality Performance reviews for the country that are aligned to the Group standards, guidelines and timelines. Education: Bachelor’s degree in Industrial and Organizational Psychology, Human Resources or related field. Minimum: At least 5 years recent experience as a People / Human Resource Business Partner in a medium/large business. Demonstrated knowledge and use of emerging people management best practices and technologies. Successful track record of developing effective people management solutions that have facilitated achievement of business strategy and objectives. JOB-6853adcb928a2 Vacancy title:
Senior People Partner and Performance Lead Jobs at:
Absa Bank Deadline of this Job:
Thursday, June 26 2025 Duty Station:
Uganda | Kampala | Uganda Summary
Date Posted: Thursday, June 19 2025, Base Salary: Not Disclosed JOB DETAILS: The Senior People / Human Resource Business Partner works directly with business leaders and other people function stakeholders and provides strategic insights and advisory on all people matters, to drive achievement of business strategy and objectives. Job Description Commercial awareness and Strategic Partnership - Demonstrates a deep understanding of the global marketplace, competitive position and commercial drivers for a complex and large-scale business.
- Uses business acumen/perspective to translate the business unit strategy into a clear people agenda within the direction set by the Bank and global People function for a business with multiple core lines of business.
- Articulates strategy and can translate it into actions and results for the function. Leads the implementation of a comprehensive People Strategy for business that drives achievement of the business strategy.
- Positions the People Function as a strategic people partner and create strategies and measures to facilitate the People Function’s contribution to achievement of key business performance areas including financial, customer, employee engagement, and transformation.
- Champions the embedding of Absa’s Values and desired Culture in the business.
- Champions the achievement of the overall Absa Group Limited Transformation objectives, including employment equity, diversity and inclusion.
- Manages external networks and is well connected in the appropriate bodies to shape the external perception of Absa Group Limited to be in a position to attract the best capabilities to the organization and have influence in the marketplace.
Trusted Advisor - Owns the relationship with business unit leaders as a trusted advisor and strategic partner in a fast moving, complex and developing environment
- Exemplary coach and sounding board to business heads and other senior leaders in the business
- Demonstrates influence and credibility with senior leaders across the business.
- Actively assists the business unit heads to build effectiveness and develop top talent appropriately.
Key accountabilities Accountability: Trusted Advisor - Owns the relationship with business unit leaders as a trusted advisor and strategic partner in a fast moving, complex and developing environment
- Exemplary coach and sounding board to business heads and other senior leaders in the business
- Demonstrates influence and credibility with senior leaders across the business.
- Actively assists the business unit heads to build effectiveness and develop top talent appropriately.
Accountability: People Function Value Chain Ownership - Provides end to end advisory, coaching, strategy development and implementation across the People Function Value Chain including Talent Acquisition; Onboarding; Learning and Development; Employee Engagement, Wellness and Wellbeing; Performance Management; Retention and Exit, including Organizational Design; Strategic Work and Workforce Planning; Succession Management; People Change Management; Compensation, Rewards and Benefits and Employee Relations in line with the Absa Group Limited policies, standards and target experiences.
- Works with business leadership to specify capability gaps, define talent pools, identify and develop top talent and robust succession planning for the areas.
- Has a high level of focus on customer relations and drives a culture of customer centricity and responsiveness across all People Function teams.
- Designs and implements robust People MI reporting, data analysis and insights generation to facilitate data-driven people planning and decision making
- Uses data analytics to diagnose business issues, generate insights and recommend effective solutions.
- Supports and drives major change and people function projects.
- Takes ownership of strategic resource planning and participates in senior role hiring.
- Delivers leadership and learning programs via specialists, specifies internal capability gaps and ensures relevant assessments, development and coaching are in place.
- Drives the business areas reward and performance strategy and provides into the pay cycle and reward delivery plan.
Capability Building - Builds leadership team and line manager capability in owning and executing the target Absa People experience as a personal and business priority.
- Keeps abreast of relevant people trends and best practices and translate these into valuable insights and high impact actions for the business and broader People community across.
- Risk Management and Governance
- Identifies and takes accountability for all relevant People risks in terms of the AGL Operating Model and Risk Management Framework and ensure that adequate controls and monitoring mechanisms are in place.
- Promotes and role models a culture of proactive compliance and risk management within executive and management teams and the function as a whole
Country Performance Management Lead - Provides country wide expert support toward the effective implementation of the performance management experience including process, training, communication, stakeholder engagement and user experience in line with the Absa Group policy.
- Coaches and guides people partners, people managers and colleagues to complete the end-to-end performance management process.
- Collaborates with key stakeholders to track, analyze, and report on the effectiveness of the objective setting process in the business, in order to drive ongoing process improvements.
- Collaborates with key stakeholders to encourage ongoing, high-quality performance conversations conducted on a regular basis (quarterly at a minimum for teams) and (monthly at a minimum for individuals).
- Supports the delivery of high quality Performance reviews for the country that are aligned to the Group standards, guidelines and timelines.
Education and experience required. Education: - Bachelor’s degree in Industrial and Organizational Psychology, Human Resources or related field.
Minimum: - At least 5 years recent experience as a People / Human Resource Business Partner in a medium/large business.
- Demonstrated knowledge and use of emerging people management best practices and technologies.
- Successful track record of developing effective people management solutions that have facilitated achievement of business strategy and objectives.
Advantage: - Pan-African people management experience
- Financial industry experience
- Significant People Partner experience in a successful business transformation
Knowledge and skills: - Expert understanding of the entire employee value chain and core people processes.
- Ability to build, develop & lead professional level teams.
- Working knowledge of HR systems
Competencies: - Strategic Capability
- Business Acumen
- Customer Focus
- Results Orientation
- Innovation Leadership
- Problem Solving Leadership
- Inspirational People Leadership
- Collaboration and influencing
Work Hours: 8 Experience in Months: 60 Level of Education: bachelor degree Job application procedure Interested in applying for this job? Click here to submit your application now
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