Qssu-thrbp-talent & hrbp lead

Q-Sourcing Limited trading as Q-Sourcing Servtec is a Manpower management solutions firm operating in the East African Region in the countries of Uganda, Kenya, Tanzania, Rwanda, and South Sudan.

ROLE OVERVIEW

The Talent & HRBP Lead is responsible for leading HR Business Partners across assigned jurisdictions and driving consistent talent outcomes. The role converts agreed business and client priorities into practical plans and solutions, strengthens HRBP capability, uses workforce insight to improve decisions, and ensures disciplined delivery across recruitment, talent management, learning and project support. The incumbent is expected to be commercially aware, data-led and technology-enabled, with the confidence to influence stakeholders and resolve complex delivery issues within delegated authority.

ROLE INFORMATION

Job Title
Talent & HRBP Lead
Department
Human Resources
Reports To
Group Human Resources Business Partner
Direct Reports
HR Business Partners
Peers
Employee Relations Lead | Compensation & Benefits / HR Operations Lead
Location
Assigned jurisdictions
Employment Type
Fixed -Term
Scope
Leadership of HR Business Partners and coordinated talent delivery across assigned jurisdictions

KEY RESPONSIBILITIES

1. Talent Management Solutions
   • Translate the people and talent direction agreed with the Group HRBP into clear workplans, priorities and measurable outcomes across assigned jurisdictions.
   • Develop and improve practical approaches for performance, retention, career development and critical-talent risk within approved policies and frameworks.
   • Advise leaders and HR Business Partners on complex talent and performance matters, influence evidence-based decisions and track agreed actions to closure.
2. HRBP Leadership & Capability
   • Lead, coach and hold accountable HR Business Partners setting clear priorities, service expectations and delivery standards.
   • Assess HRBP capability through business outcomes, projects feedback, delivery data and observation, and agree focused development plans with clear milestones.
3. Workforce Planning & Talent Reviews
   • Lead workforce planning and talent reviews using demand forecasts, headcount and cost data, attrition, contract profiles, critical roles, skills supply and productivity assumptions.
   • Facilitate talent reviews and succession discussions, coordinate agreed actions for high-potential and critical talent.
   • Develop practical options on build, buy, borrow, automate, retain or restructure responses and recommend actions to the Group HRBP and relevant leaders.
   • Coordinate delivery across jurisdictions, adapting to local regulatory, cultural and operational requirements while maintaining consistent service standards.
4. Training & Onboarding
   • Lead capability and onboarding diagnostics across assigned jurisdictions, distinguishing skills gaps from process, role-design, leadership or resourcing issues.
   • Develop practical learning solutions with Q-Academy and relevant partners, combining on-the-job learning, coaching, mentoring, peer learning, formal programmes and digital learning.
   • Build leader ownership for development and measure application, behaviour change, readiness, productivity, retention and business impact.
5. Client Engagement & Talent Solutions
   • Act as a trusted adviser to client and business stakeholders, diagnose workforce needs and shape fit-for-purpose talent and HR solutions.
   • Build evidence-based business cases, influence difficult decisions and balance service, employee experience, compliance, reputational risk and commercial objectives.
   • Contribute to proposals, renewals and account growth by defining clear outcomes, delivery requirements and commercial benefit.
   • Use client feedback and market insight to improve services and recommend broader enhancements to the Group HRBP.
6. Talent Analytics & Reporting
   • Own the talent scorecard and reporting rhythm, covering workforce trends, performance, service quality, programme impact and commercial outcomes.
   • Translate attrition, attendance, performance, employee-relations, engagement and workforce-cost data into clear business insight and recommendations.
   • Build practical dashboards and decision materials using HR systems and visualisation tools, ensuring data quality, confidentiality and accountable follow-through.
   • Use AI responsibly to support analysis, reporting and productivity while validating outputs and applying sound human judgement.
7. Talent Acquisition, Employer Brand & Delivery Excellence
   • Lead end-to-end internal recruitment for critical, leadership, specialist and high-volume roles, from demand clarification through sourcing, assessment, selection and offer.
   • Develop talent maps and sustainable pipelines using labour-market research, networking, employer branding, candidate relationship management and appropriate AI-enabled sourcing tools.
   • Set service levels and quality standards and monitor time to fill, quality of hire, offer acceptance, pipeline strength and stakeholder experience.
   • Use applicant-tracking discipline, workforce intelligence and recruitment data to improve sourcing decisions, manage risk and advise leaders on realistic options.
   • Oversee recruitment suppliers, assessment quality, budgets and controls within delegated authority.

PERSON SPECIFICATION

Qualifications

• Bachelor's degree in Human Resources, Organisational Psychology, Business or a related field.
• A postgraduate qualification or professional HR certification is an added advantage.

Experience

• At least 7 years’ progressive experience in talent management, HR business partnering or a related people discipline, including 2 years leading or supervising HR professionals.
• Demonstrated experience translating senior people direction into practical plans and delivering outcomes across multiple jurisdictions, business units or client accounts.
• Broad experience across talent acquisition, talent management, performance, learning, workforce planning and people analytics.
• Proven ability to build HRBP capability, advise senior stakeholders, manage complex clients and influence difficult decisions.
• Experience developing and embedding practical people frameworks and improvements, not only administering established processes.
• Commercial exposure in an HR outsourcing, professional services or multi-client environment is strongly preferred.
• Confident use of HRIS, applicant-tracking systems, Microsoft 365, dashboards, collaboration tools and responsible AI-enabled solutions.

Skills & Competencies

• Commercial judgement: connects people decisions to client value, cost, risk, revenue and operational performance.
• Influence and courage: challenges constructively, sustains evidence-based recommendations and builds stakeholder trust.
• Data literacy: tests assumptions, interprets workforce and business data and communicates actionable insight.
• Leadership and coaching: creates clarity, builds capability, delegates effectively and holds others accountable for outcomes.
• Client orientation: diagnoses needs, co-creates practical solutions and maintains high service standards.
• Execution discipline: prioritises multiple workstreams, manages dependencies and closes actions without compromising quality.
• Cultural and regulatory agility: adapts delivery across jurisdictions while maintaining legal compliance and organisational values.
• Change leadership: turns agreed frameworks into adopted ways of working and sustains behavioural change.

KEY SUCCESS MEASURES

• Talent acquisition: time to fill, quality of hire, offer acceptance, critical-role pipeline depth and candidate and hiring-stakeholder experience.
• Talent and performance: quality of performance cycles, critical-role coverage, internal movement, retention of critical talent and closure of agreed actions.
• HRBP capability: client satisfaction, service quality, business contribution, development milestone completion and reduction in avoidable escalations.
• Learning and capability: skills uplift, learning application, leader ownership, programme adoption and measurable business impact.
• Workforce and commercial value: workforce-plan accuracy, productivity or cost outcomes, risk mitigation, client retention and opportunity conversion.
• Delivery quality: data quality, timely reporting, legal compliance and consistent delivery across jurisdictions.