At Deloitte, our Purpose is to make an impact that matters for our clients, our people, and society. This is the lens for which our global strategy is set. It unites Deloitte professionals across geographies, businesses, and skills. It makes us better at what we do and how we do it. It enables us to deliver on our promises to stakeholders, while creating the lasting impact we seek.

Harnessing the talent of 450,000+ people located across more than 150 countries and territories, our size and scale puts us in a unique position to help change the world for the better—by bringing together the services we provide, the societal investments we make, and the collaborations we advance through our ecosystems.

Deloitte offers career opportunities across Audit & Assurance (A&A), Tax & Legal (T&L) and our Consulting services business, which is made up of Strategy, Risk & Transactions Advisory (SR&T) and Technology & Transformation (T&T). 

Are you ready to apply your knowledge and background to exciting new challenges? From learning to leadership, this is your chance to take your career to the next level. 

About Internal Client Services

It takes a high-powered network of internal support professionals to keep Deloitte going strong. The internal services function provides a wide variety of support services to our organisation and people.

Rewarding career opportunities are available in:

·         Human resources

·         Information technology

·         Marketing and Communications

·         Financial support services, and much more. 

As with all the functions in Deloitte, a core set of competencies is associated with each internal service area. An overall understanding of value-added client service, the experience to work in multifunctional and cross-border teams, strong business acumen, and the instinct to think and act globally are essential for advancement within Internal Client Services.

What impact will you make?

Every day, your work will make an impact that matters, while you thrive in a dynamic culture of inclusion, collaboration and high performance. As the undisputed leader in professional services, Deloitte is where you’ll find unrivalled opportunities to succeed and realize your full potential.

Purpose Of The Job

The Business Unit HRBP Lead role will be responsible for shaping, developing and executing the talent agenda for the business unit aligned with both business unit goals and the Africa People Strategy.

The role will work closely with the business unit leader(s), talent partners and the P&P leadership team to lead business unit transformation, develop high-performing teams, and foster a culture of engagement, accountability, and growth.

This role will provide strategic oversight and leadership to a team of Business Unit HR professionals to ensure seamless execution of HR operations and practices across the full spectrum of the employee life-cycle, ensuring these practices are seamlessly integrated to deliver value at scale.

Key Responsibilities and Deliverables

Strategy Development, Formulation and Implementation

• Drive end-to-end delivery and execution of employee lifecycle processes, aligning BU talent team’s service delivery with experience goals through a high performing, efficient and quality driven team
• Ensure compliant, timely, and consistent execution of all BU talent practices with strong governance and cross-functional integration
• Establish cohesive BU talent team’s service delivery across regions/markets through aligned frameworks, tools, and strategic issue resolution
• Define and lead the BU talent plan and roadmap to deliver strategic talent initiatives aligned with business unit leaders’ vision and strategic goals
• Transform BU talent practices and service delivery to be both employee and leader centric, feedback-driven, and informed by data, ensuring seamless employee and leader experience across critical touchpoints
• Leverage digital platforms and analytics to enhance the BU talent team’s service efficiency, transparency, and data-backed decision-making
• Participate in Business Unit business reviews, providing strategic talent insights and performance analysis (e.g. turnover, engagement, retention, productivity)
• Benchmark talent practices, anticipate future workforce needs, and proactively address people-related challenges.

Talent Practices and Services Delivery

• Spearhead strategic and seamless end-to-end delivery of all talent practices, processes and services across the employee lifecycle, ensuring business alignment, compliance and SLA adherence across the Business Unit
• Strengthen stakeholder engagement by leading proactive partnerships with Business Unit leaders and broader P&P teams, embedding employee-centric approaches into team’s operational processes, service delivery models, and talent solutions
• Lead the Business Unit’s succession planning, talent identification, and leadership development efforts
• Spearhead the Business Unit’s performance management processes and support leadership to set high standards of delivery and accountability
• Provide guidance on Business Unit’s reward practices ensuring compliance, financial prudence, and alignment with internal policies and multi-country statutory laws
• Guide the execution of Business Unit recruitment and talent acquisition operations to ensure business-aligned, timely, and high-quality hiring outcomes, in partnership with Talent Acquisition leadership
• Lead Business Unit onboarding standardisation across locations, ensuring integrated pre-boarding, and employee assimilation
• Support core Business Unit transformation initiatives and manage change in collaboration with local and regional leadership
• Act as a culture champion, helping to align people practices with business strategy during transitions
• Guide and monitor the Business Unit’s talent team’s impact and operational effectiveness through defined metrics, enabling data-driven decisions, continuous improvement, and strategic alignment with EVP and employee experience goals

HR Business Partnering

• Collaborate and partner with business leaders to develop and implement talent strategies that support business objectives
• Provide guidance on HR policies, employment laws, and best practices and provide counsel and advice to business leaders on their key talent issues
• Develop and lead implementation of workforce plans that align with the Business Unit's strategic goals, ensuring availability of the right talent to meet current and future needs
• Partner with Business Unit leaders to develop and promote diversity and inclusion strategies to foster a more inclusive workplace
• Act as a liaison between the talent team and Business Unit leadership, ensuring alignment on talent initiatives

Resource Relations

• Govern resource relations strategy and interventions by overseeing fair, transparent, and compliant processes for grievance handling, disciplinary actions, redeployments, and terminations across the Business Unit
• Advise leadership on emerging trends and risks through structured reporting and proactive engagement with legal teams, ensuring consistent application of policies and enabling workforce stability

Governance & Compliance

• Ensure compliance of talent processes and practices with internal policies, data privacy mandates, and regional labour laws
• Establish operational controls, audits, and process checks to mitigate risk and maintain governance across all Business Unit talent practices

Required Qualifications and Experience:

• Honours Degree
• Masters qualification (relevant to Service Area / Business Management, etc.) an advantage
• 15+ years’ experience in Senior HR roles leading HR teams in a multinational organisation
• In-depth knowledge and understanding of the HR functions and processes, as well as the labour laws and regulations in the broader Africa region
• Excellent communication, interpersonal, and influencing skills, with the ability to build and maintain strong relationships with diverse stakeholders across different levels and cultures
• Strong leadership, management, and coaching skills, with the ability to motivate and develop a high-performing HR team
• High level of analytical, problem-solving, and decision-making skills, with the ability to handle complex and ambiguous situations
• High level of initiative, creativity, and innovation, with the ability to design and implement effective HR solutions and interventions
• High level of integrity, professionalism, and confidentiality, with the ability to uphold the firm’s values and ethical standards
• Pan Africa and/or emerging market experience is advantageous
• Worked across diverse cultures and geographies, experience in working with multi-country HR teams

Technical competencies

• Deep subject matter expert in the field with above average industry and business knowledge
• Expert knowledge of the human resources employee life cycle
• Demonstrated leadership skills and ability to engage at a leadership level across geographies
• Ability to interpret, communicate and implement strategy across continents
• Demonstrated execution of complex projects within timeframes and cost
• Experienced in development and delivery of professional presentations
• Exceptional report writing skills and ability to compile analytics in area of responsibility
• Solid financial knowledge
• Advance level knowledge of SF / SAP HRIS’
• Advance level knowledge of excel
• Advance level knowledge of payroll systems and related
• Advance level of project management skills

Behavioural competencies

• Exceptional communication skills, both written and verbal
• Strong interpersonal and relationship building skills
• Excellent mentorship and coaching ability with desire to develop self and others
• Strong client delivery focus
• Highly adaptable, managing change and ambiguity with ease
• Focus on quality and risk
• Excellent problem solving ability
• Exceptional business acumen

Leadership Capabilities

Living our Purpose - Acts as a role model and inspires others to embrace and live our purpose and values

Competitive Edge - Applies deep knowledge of disruptive trends and competitor activity to drive continuous improvement

Influence - Builds deep relationships across a diverse network and uses a flexible influencing style to gain buy-in and drive impact

Performance drive - Creates opportunities to drive impact; anticipates client needs and delivers superior results by leveraging each person’s strengths to build high performing teams across businesses and borders

Strategic direction - Creates opportunities to drive impact; anticipates client needs and delivers superior results by leveraging each person’s strengths to build high performing teams across businesses and borders

Talent development - Actively contributes to building the talent pipeline; creates a talent experience that attracts, develops and retains top talent and high performing teams

Inspirational leadership - Actively contributes to building the talent pipeline; creates a talent experience that attracts, develops and retains top talent and high performing teams

Professional Capabilities

Knows the business and industry - Knows how member firm business works and keeps up to date on industry activities, marketplace trends and leading practices

Manages results - Takes responsibility for assigned areas and contributes to the successful realization of common goals

Manages and executes projects - Prepares and manages work plans to ensure efficient and timely completion of work

Solves problems - Identifies and solves problems objectively using analysis, experience and judgment

Manages Quality & Risk - Understands and applies quality assurance and risk management procedures in all areas of work performed

Manages Ambiguity - Is adaptive and flexible in the face of change and ambiguity

*Please note that this job advertisement provides a summary of the capabilities required and all candidates shortlisted will receive a full list of capabilities.

At Deloitte, we want everyone to feel they can be themselves and to thrive at work—in every country, in everything we do, every day. We aim to create a workplace where everyone is treated fairly and with respect, including reasonable accommodation for persons with disabilities. We seek to create and leverage our diverse workforce to build an inclusive environment across the African continent.

Note: The list of tasks / duties and responsibilities contained in this document is not necessarily exhaustive.  Deloitte may ask the employee to carry out additional duties or responsibilities, which may fall reasonably within the ambit of the role profile, depending on operational requirements.

Be careful of Recruitment Scams: Fraudsters or employment scammers often pose as legitimate recruiters, employers, recruitment consultants or job placement firms, advertising false job opportunities through email, text messages and WhatsApp messages. They aim to cheat jobseekers out of money or to steal personal information.

To help you look out for potential recruitment scams, here are some Red Flags:

• Upfront Payment Requests: Deloitte will never ask for any upfront payment for background checks, job training, or supplies.
• Requests for Personal Information: Be wary if you are asked for sensitive personal information, especially early in the recruitment process and without a clear need for it. Fraudulent links or contractual documents may require the provision of sensitive personal data or copy documents (e.g., government issued numbers or identity documents, passports or passport numbers, bank account statements or numbers, parent’s data) that may be used for identity fraud. Do not provide or send any of these documents or data. Please note we will never ask for photographs at any stage of the recruitment process.
• Unprofessional Communication: Scammers may communicate in an unprofessional manner. Their messages may be filled with poor grammar and spelling errors. The look and feel may not be consistent with the Deloitte corporate brand.

If you're unsure, make direct contact with Deloitte using our official contact details. Be careful not to use any contact details provided in the suspicious job advertisement or email.