HR Consultant

Job Description:

HR Business Partner

Location: Zambia
Brand: dentsu Zambia
Reporting Line: Managing Director

Job Purpose

The HR Business Partner supports the delivery of people strategies and initiatives across dentsu Zambia. Working closely with business leaders and regional HR teams, the role provides day-to-day HR partnership, supports employee engagement, talent management, performance development, workforce planning, and employee relations activities, while ensuring HR practices are aligned with business objectives.

The role requires a proactive, data-driven, and solutions-oriented HR professional who can build strong stakeholder relationships and contribute to creating an exceptional employee experience.

Key Responsibilities

HR Strategy & Business Partnership

• Support the implementation of HR strategies and people initiatives aligned to business objectives.
• Provide managers with HR insights and recommendations to support decision-making.
• Monitor key people metrics and prepare reports to identify trends and improvement opportunities.

HR Processes & Governance

• Execute HR policies, processes, and standards in line with company requirements.
• Ensure compliance with employment legislation and company procedures.
• Support annual HR cycles including performance management, talent reviews, compensation reviews, and employee engagement activities.

Talent Acquisition & Workforce Planning

• Coordinate recruitment activities from requisition through onboarding.
• Partner with hiring managers to support workforce planning and talent acquisition needs.
• Ensure a positive candidate and onboarding experience.

Employee Relations

• Provide first-line support on employee relations matters.
• Assist managers in addressing performance, conduct, attendance, and workplace concerns.
• Support investigations and documentation as required.

Learning & Development

• Identify development needs through engagement with managers and employees.
• Coordinate learning initiatives and support career development plans.
• Track and report on learning participation and effectiveness.

Performance & Talent Management

• Support managers in driving effective performance conversations and development planning.
• Monitor performance management processes and ensure timely completion.
• Assist in succession planning and talent development activities.

Employee Engagement & Wellbeing

• Support the implementation of engagement initiatives and employee experience programs.
• Analyze engagement feedback and assist in developing action plans.
• Promote a positive, inclusive, and high-performing culture.

Change Management

• Support organizational change initiatives through communication, stakeholder engagement, and data analysis.
• Assist in implementing change management plans and monitoring outcomes.

HR Administration & Reporting

• Maintain accurate employee records and HR documentation.
• Prepare HR reports, dashboards, and presentations as required.
• Support HR projects and administrative activities not covered by shared services or HR operations.

Qualifications & Experience

• Bachelor's Degree in Human Resource Management, Business Administration, Psychology, or a related field.
• Professional HR qualification (ZIHRM, CIPD, SHRM, HRCI or equivalent) is an advantage.
• 3-5 years' experience in a Human Resources Generalist or HR Business Partner role.
• Experience supporting employee relations, recruitment, performance management, and employee engagement initiatives.
• Strong knowledge of Zambian labour legislation and HR best practices.

Key Competencies

• Strong stakeholder management and relationship-building skills.
• Excellent communication and interpersonal skills.
• Analytical and data-driven decision-making capability.
• Problem-solving and conflict resolution skills.
• High level of confidentiality and professionalism.
• Strong planning, organization, and attention to detail.
• Ability to work independently and manage multiple priorities.

What Success Looks Like

• Effective delivery of HR initiatives and annual people processes.
• Improved employee experience and engagement.
• Timely resolution of employee relations issues.
• Quality hiring and onboarding outcomes.
• Accurate HR reporting and workforce insights.
• Strong partnership with managers and business leaders.

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