Human Resources Business Partner Jubilee Insurance Dar es Salaam, Tanzania
16th June 2024

Job Ref. No. JLICTZ001

Job Title: Human Resources Business Partner

Duty Station: Head Office

Role Purpose

The role holder will provide HR advisory and facilitate leadership for the assigned business units, ensuring appropriate interpretation and execution of the organization’s people agenda. The role will work closely with Business Heads to deliver the business strategy through effective people practices.

Main Responsibilities


  1. Human Capital Planning: Develop and implement human capital plans aligned with the organization's long-term strategic objectives, including forecasting talent needs, identifying skills gaps, and devising strategies to attract and retain top talent in critical areas.
  2. Succession Planning: Work with leadership to identify key positions within the organization and create succession plans to ensure smooth transitions of leadership and critical roles.
  3. Talent Acquisition and Employer Branding: Develop a strong employer brand and implement effective recruitment strategies to hire individuals with the right skill sets and cultural fit.
  4. Employee Engagement and Retention: Develop and execute initiatives to enhance employee engagement, foster a positive work culture, and reduce turnover, including employee recognition programs and career development initiatives.
  5. HR Analytics and Metrics: Utilize data and HR analytics to measure the effectiveness of HR initiatives, identify trends, and make data-driven decisions.
  6. Leverage New & Emerging Technologies: Improve the organization’s operational efficiency through new and emerging technologies.


  1. Provide world-class HR services to the business unit, supporting managers on all aspects of the HR function.
  2. Participate in the annual HR strategy planning and drive implementation within the assigned units.
  3. Accountable for strategic execution including organization design, talent attraction and retention, and creating a high-performance culture.
  4. Guide business decisions through accurate and relevant HR metrics, specifically monitoring and advising on headcount and employment costs.
  5. Assist in the review of the HR policy manual to keep it relevant and up-to-date.
  6. Educate management on key HR aspects in liaison with HR Specialists.
  7. Manage change to ensure organizational projects are well implemented and realize the intended benefits.
  8. Advise on legislation and business climate changes impacting HR plans.
  9. Act as HR quality controller and maintain standards and best practices within assigned business units.

Talent, Recruitment & Organization Design (OD) Alignment

  1. Ensure the OD for the function is aligned and effective; assess and advise on gaps regularly.
  2. Develop manpower plans for the business unit.
  3. Manage the development and implementation of the Human Resource Plan.
  4. Present recruitment needs to the Head of HR and communicate intended promotions and staff movements.
  5. Ensure cost-effective recruitment and retention strategies comply with company policies and HR-related legislation.
  6. Assess the talent pipeline and develop succession plans.
  7. Manage the end-to-end onboarding process for new recruits.
  8. Maintain high standards of professional recruitment practices for all positions.

Performance Management

  1. Oversee the integrity of the performance management process and prepare quarterly reports.
  2. Guide the goal-setting process to ensure alignment with strategic objectives.
  3. Manage PIPs, probation, and staff confirmation.
  4. Partner with business lines to identify core business skills and implement strategies to upskill employees.
  5. Link performance management outcomes with rewards by applying devolved pay principles.
  6. Ensure performance improvement interventions and consequence management where required.

Learning and Development

  1. Develop and oversee the implementation of a staff induction program.
  2. Ensure learning and development activities are within budget.
  3. Identify training needs through the performance management cycle.
  4. Ensure personal development plans are in place and follow up on progress.
  5. Assess the execution of learning interventions with the Training Manager to maintain high quality.
  6. Work with the Training Manager to design learning solutions as appropriate.

Employee Relations

  1. Challenge and provoke business leaders on employee engagement by addressing people issues.
  2. Manage disciplinary processes, ensuring compliance with labor laws and company policy.
  3. Inform line managers of changes in disciplinary procedures due to Labor Court decisions.
  4. Conduct field visits to branch offices to review HR procedures and support staff needs.
  5. Lead the implementation of benefits management, employee welfare, leave management, and exit management in line with policies.
  6. Maintain HR record management ensuring information security.
  7. Ensure all issues raised by representatives and staff are actioned.
  8. Develop an action plan from the Employee Satisfaction Survey and advise leadership on follow-through.

Corporate Governance

  1. Compliance: Stay updated on industry regulations, compliance requirements, and best practices.
  2. Adhere to the laws and regulations of Kenya, insurance industry policies, and internal company policies and procedures.
  3. Ensure compliance with statutory and regulatory requirements and establish mitigation measures against emerging business risks.

Key Competencies

  1. HR Strategy Alignment
  2. Talent Acquisition and Onboarding
  3. Performance Management
  4. Employee Development and Training
  5. Employee Engagement
  6. Succession Planning
  7. Compensation and Benefits
  8. Organizational Design and Restructuring

Academic Qualifications

  1. Master’s degree (added advantage).
  2. Bachelor’s degree in HR or related field.
  3. Higher Diploma in HRM or progress in CHRP.
  4. Full Member of IHRM with a valid practicing certificate.

Relevant Experience

  1. Minimum of eight years of relevant experience in a similar role, three of which must be in a supervisory role.
  2. Thorough understanding of the insurance sector's talent landscape and talent retention and development strategies.
  3. Strong understanding of HR best practices, industry-specific HR requirements, and business acumen.
  4. Comprehensive understanding of the organization's goals and challenges to align HR strategies with business objectives.

If you are qualified and seeking an exciting new challenge, please apply via quoting the Job Reference Number and Position by 16th June 2024. Only shortlisted candidates will be contacted.


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