Hiring a Recruitment Lead Africa & HRBP to support GBS workforce planning and hiring execution.

Role Summary

This role is responsible for executing end-to-end recruitment across Africa while acting as a strategic HR Business Partner to the Global Business Services (GBS) function. The incumbent will drive talent acquisition excellence, enable workforce planning, and partner with business leaders to build high-performing, scalable teams aligned to regional and global priorities.

Role Responsibilities

Talent Acquisition Execution - Africa
- Lead and execute the Africa recruitment strategy aligned to business growth and transformation priorities.
- Own end-to-end recruitment lifecycle (sourcing, selection, offer, onboarding)
- Build strong talent pipelines for critical and scarce skills across markets
- Partner with leadership on workforce planning and hiring forecasts
- Drive direct sourcing strategies and reduce reliance on agencies
- Ensure a consistent, high-quality candidate experience across all touchpoints
- Leverage data and analytics to track time-to-fill, quality of hire, and cost efficiencies

HR Business Partnering - GBS
- Act as a trusted advisor to GBS on all people-related matters
- Support organisational design, role clarity, and capability building
- Drive performance management, talent reviews, and succession planning
- Provide guidance on employee relations, engagement, and culture initiatives
- Support change management initiatives linked to GBS transformation and scaling
- Ensure alignment to global HR frameworks while adapting to local market nuances

Stakeholder & Leadership Engagement
- Build strong relationships with regional and global stakeholders
- Influence and challenge business leaders to make data-driven talent decisions
- Partner with Finance and business leaders on headcount planning and budgeting

Governance & Compliance
- Ensure adherence to local labour laws and regulatory requirements across Africa
- Maintain robust recruitment governance, policies, and audit readiness
- Partner with legal and compliance teams on risk mitigation

Continuous Improvement & Transformation
- Drive process improvement and digitisation of recruitment and HR processes
- Implement best practices aligned to leading multinational standards
- Champion diversity, equity, and inclusion across hiring and talent practices

Responsibility Weightage and % of Time Spent Matrix
- Talent Acquisition Execution - Africa: 40% weightage | 50% time spent
- HR Business Partnering - GBS: 30% weightage | 30% time spent
- Stakeholder & Leadership Engagement: 10% weightage | 10% time spent
- Governance & Compliance: 10% weightage | 5% time spent
- Continuous Improvement and Transformation: 10% weightage | 5% time spent

Financial Accountability
- Recruitment costs, headcount, and training budgets annually

Strategic vs Tactical Split
- Strategic: 55%
- Tactical: 45%

Reporting Structure
- Number of Direct Reports: 0
- Number of Indirect Reports: 0

Internal Stakeholders
- HR business partners and leaders across the continent for recruitment needs
- Recruitment Centre of Excellence for process alignment
- Compensation and Benefits for role benchmarking
- GBS HR teams
- Africa HR teams
- GBS leadership

External Stakeholders
- Suppliers
- Outsourced recruitment providers as required

Knowledge, Skills and Experience Required
- Bachelor's degree in Human Resources, Business Administration, Finance, or related field
- 8+ years of experience in Talent Acquisition and HR Business Partnering
- Proven experience managing multi-country recruitment across Africa
- Strong track record in stakeholder management at a senior level
- Strategic thinking with strong execution capability
- Strong influencing and stakeholder management skills
- Data-driven decision making and analytical mindset
- High level of commercial acumen
- Ability to operate in complex, matrix organisations
- Strong understanding of African labour markets and talent dynamics

Success Measures (KPIs)
- Time-to-fill and quality of hire
- Hiring manager satisfaction
- Talent pipeline strength for critical roles
- Employee engagement and retention within the organization in Mauritius
- Delivery of workforce plans aligned to business growth
- Compliance and audit outcomes

Organizational Competencies

- Adaptability & Resilience
Recognizes and is open to changing circumstances and alters behaviour and scales up as necessary; increases personal awareness and appreciation of individual and cultural differences to create an open, inclusive, and accepting workplace.

- Entrepreneurial Mindset
Has a creative mindset and ability to think holistically, takes calculated risks and maximizes opportunities.

- Results Orientation
Acts, pursues goals with persistence and achieves results; communicates goals and vision to the team to drive enthusiasm and ambition.

- Execution Excellence
Enhances the speed of execution and builds efficiency in processes, systems, and people; has sharp focus on quality orientation.

- Strategic Orientation
Demonstrates knowledge of social, economic, and environmental factors and how they impact the business. Identifies key issues that could impact the business and develops strategy through an analytical lens / design thinking.

- Building Teams and Talent
Empowers colleagues through knowledge sharing and delegation, quickly establishing rapport; provides recognition for achievements and accomplishments.

- Customer Centricity
Understands customer needs and pain points, fulfills needs and expectations by focusing on creating value for customers.