WHO IS BAMBURI CEMENT?

Bamburi Cement is an Industry captain and member of Amsons Group. As a leading clinker, cement and concrete producer in Eastern Africa, Bamburi Cement is at the forefront of innovative and sustainable building solutions. Our Building for Growth Strategy is based on 4 pillars: Growth, Performance, People and Sustainability. Thanks to our talented team that is passionate about Building Progress for People and the Planet Bamburi Cement is enabling smarter infrastructure and improving living standards in the region. With sustainability at the core of our strategy, we aim to become a net-zero company, with People and Communities at the heart of our success.

WHO ARE BAMBURI CEMENT PEOPLE?

Our diverse talented teams of people are passionate about finding better ways to build. They embrace innovation and continuous improvement fuelled by a pioneering spirit. They work as trusted partners, creating better solutions and experiences for their customers, communities, colleagues and shareholders

THE OPPORTUNITY

The HR Business Partner is a strategic advisor and operational enabler to business leaders. The role exists to translate the People & Culture strategy into practical execution within assigned business units. The HR Business Partner drives workforce readiness, talent management, performance, development, leadership capability, culture transformation, employee relations stability, and operational discipline across HR processes.

ABOUT YOU

Strategic thinker with strong execution discipline and influential advisor with strong interpersonal intelligence. You should be a person of high integrity and confidentiality, agile, proactive, and solutions oriented.You should have demonstrated ability to partner with senior leaders and influence decisions.

Strategic Business Partnering

• Act as the primary People & Culture advisor to functional/plant leaders on strategy execution, workforce effectiveness, and organizational health
• Analyse business performance trends (productivity, absenteeism, turnover, engagement) and recommend workforce interventions
• Support organizational design, restructuring, workforce planning, and capability-building initiatives to enable business growth
• Align business unit talent plans to corporate People & Culture priorities.

Workforce Planning & Resourcing

• Partner with the business to determine staffing requirements aligned to annual operating plans
• Work with Talent Acquisition to ensure timely recruitment, onboarding, and deployment of talent
• Monitor workforce costs, overtime, contractor utilization, and productivity ratios
• Strengthen onboarding experience and ensure new hires are integrated effectively

Performance Management

• Embed the performance with purpose philosophy - goal setting, mid-year reviews and end-year reviews, coaching, calibration, and consequence management
• Work with leaders to improve team performance, productivity, and accountability
• Works with management in addressing performance issues and provide consultative support as required. This may include assisting managers with the development of performance improvement plans.

Talent Management & Succession

• Lead end-to-end talent reviews for assigned business units and maintain up-to-date succession pipelines
• Drive identification, assessment, and development of high-potential employees
• Partner with Learning & Talent teams to create tailored development plans and leadership capability programmes
• Ensure talent actions are executed within agreed timeline and tracked for impact

Training & Development

• Identifies training and development opportunities, resources, programs, and tools to support employee populations based on business needs.
• Provides training facilitation, coordination/logistics, communication, and measurement of training effectiveness.
• Supports the design and development of training & development programs

Culture

• Support culture transformation efforts including embedding company values, leadership standards, and behaviour expectations
• Use data insights to tackle low engagement, absenteeism, and morale issues with targeted action plans.

Employee Relations & Compliance

• Acts as primary contact for day-to-day HR employee issues including: advising management on ER/IR issues, overseeing investigations, interpreting policies, providing oversight on disciplinary letters/action, and counseling employees. Ensures consistency in practices within the Country. 
• Ensures compliance with various regulatory and legislative requirements, CBA provisions and internal policies, as well as trains managers in the same.
• Manages the separation process and documentation to ensure smooth transition of staff.
• Works with the business and appropriate company resources to resolve any litigation or legal issues.
• Partner with Legal to manage risk and minimise exposure to litigation or operational disruption.

Stakeholder Management

• Build trusted, influential relationships with frontline managers, supervisors, union leaders, and employees.
• Communicate policy updates, HR initiatives, and change management programmes effectively
• Facilitate leadership meetings, employee forums and engagement sessions

Compensation & Benefits

• Coordinates compensation and benefits activities such as bonus, merit increases, special pays, tuition reimbursement, compensation analysis, and Job evaluation.
• Provides input to Reward pillar on local market/function competitive positioning and work with the compensation team to design reward initiatives relevant to business partners.

HR Operational Excellence

• Ensure HR fundamentals are executed flawlessly - JDs, contracts, personnel files, HRIS updates, leave management, time and attendance and payroll input accuracy.
• Drive data discipline and ensure HR metrics are reliable and decision ready
• Partner with HR Shared Services to resolve employee queries swiftly and professionally.

• 5-8 years HR generalist experience or HRBP experience, ideally in a manufacturing, FMCG, or multi-site operations
• Strong experience in talent management, organizational development and HR Operations
• Demonstrated ability to partner with senior leaders and influence decisions

• Well versed with all the relevant local labour laws
• HR analytics and workforce planning
• Strong Business acumen
• Change management
• Courage to challenge constructively

Bamburi Cement Plc is an equal opportunity employer. Only shortlisted candidates will be contacted.