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Human Resources Business Partner at Jubilee Life Insurance

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Jubilee Insurance
Jobs in Tanzania 2024: Job Opportunities at Jubilee Insurance 2024


Jubilee General Insurance Company of Tanzania Limited Jobs 2024

Human Resources Business Partner
Human Resources Business Partner at Jubilee Life Insurance June, 2024
Job Ref. No.JLICTZ001
Job Title: Human Resources Business Partner
Duty Station: Head Office
Role Purpose
role holder will provide HR Advisory and facilitate leadership for the
assigned business units and ensure appropriate interpretation and
execution of the organization’s people agenda. The role will work
closely with Business Heads to deliver the business strategy through
effective people practices. ||

Main Responsibilities

Human Capital Planning: Developing and implementing human capital plans
aligned with the organization’s long-term strategic objectives. This
includes forecasting talent needs, identifying skills gaps, and devising
strategies to attract and retain top talent in critical areas.
Succession Planning: Working with leadership to identify key positions
within the organization and creating succession plans to ensure a smooth
transition of leadership and critical roles as needed.
3. Talent
Acquisition and Employer Branding: Developing a strong employer brand to
attract top talent in the competitive insurance industry. Implementing
effective recruitment strategies to hire individuals with the right
skill sets and cultural fit for the organization.
4. Employee
Engagement and Retention: Developing and executing initiatives to
enhance employee engagement, foster a positive work culture, and reduce
turnover. This may include implementing employee recognition programs,
career development initiatives, and work-life balance initiatives.
HR Analytics and Metrics: Utilizing data and HR analytics to measure
the effectiveness of HR initiatives, identify trends, and make
data-driven decisions to enhance HR practices.
6. Leverage new & emerging technologies to improve the organization’s operational efficiency

Provide world class HR services to the business unit, supporting
managers on all aspects of HR function with an emphasis on taking
responsibility and ownership on decision involving people issues.
2. Participate in the annual HR strategy planning and drive implementation within the assigned units
Accountable for strategic execution such as current and planned
organization designs, attraction and retention of key talent and
creating a high-performance culture within the Business Unit
Guide Business decision through accurate and relevant HR metrics
preparation, specifically monitoring and advising on Headcount and
employment costs
5. Assist in the review of the HR Policy manual to keep it relevant and up to date
In liaison with HR Specialists, educate Management on key aspects such
as Job Evaluation, Reward, Employee Relations, Talent Search/Management,
Learning and Development, Succession Planning etc.
7. Effectively manage change to ensure all organizational projects are well implemented and realize the intended benefits.
8. Advising on legislation and other business climate changes that impact the assigned units’ HR plans.
9. Acts as HR quality controller & maintains standards and best practice within assigned business units.

Talent, Recruitment & Organization Design (OD) Alignment
Ensure the OD for the function is aligned and effective; assess and
advise on gaps regularly • Develop manpower plan for the Business Unit.
• Managing development and implementation of the Human Resource Plan
• Present to the Head of HR the recruitment needs of the function and communicate all intended promotions and staff movement
Ensure suitable and cost-effective recruitment and retention strategies
exist that comply with Company policies and HR related legislation
• Assess the talent pipeline for the function and develop succession plans.
• Keep abreast of the talent pool to be able to facilitate cross-functional and inter-country moves.
• Manage the end to end on boarding process for new recruits; ensuring best practices are adhered to.
• Maintain a high standard of professional recruitment practice for all positions

Performance Management
Oversee the integrity of the Performance Management process and prepare
quarterly reports for the assigned unit and ensure alignment to defined
Group Performance benchmark
• Guide the goal setting process for the
function and individual goals setting to ensure alignment with
strategic objective, giving feedback throughout the Performance
Management cycle.
• Managing of PIPs, probation, and staff confirmation
Partner with business lines to identify core business skills and
implement agreed strategies to ensure that employees are adequately and
continuously up skilled to match the skills requirements
• Link the performance management outcomes with reward by ensuring that devolved pay principles are applied.
• Ensure Performance improvement intervention and consequence management is put in place where required.

Learning and Development
• Development of a staff induction program and oversee its implementation.
• Ensure Learning & development activities are within budget.
• Identifying training needs through the performance management cycle in conjunction with the line managers
• Ensure personal development plans are in place and follow-up on progress.
• Assess execution of learning interventions with the Training Manager to ensure high quality is maintained.
• Work with the Training Manager to design learning solutions as appropriate.

Employee Relations
• Challenging and provoking business leaders on employee engagement by addressing resulting people issues.
Responsible for management of disciplinary processes, ensuring
compliance with the labor laws and Company’s Policy within the Business
• Ensure line managers are kept informed of changes to the
interpretation and application of disciplinary procedures necessitated
by Labor Court decisions.
• When necessary, conduct field visits to the Branches offices to review HR procedures & support staff needs.
Leading in the implementation and service delivery in benefits
management, employee welfare, leave management and exit management in
line with policies, processes, and procedures.
• Assist in the Development and maintain HR record management ensuring security of information.
• Ensure all issues raised through the representatives and staff in general are actioned,
Develop an Action plan emanating from the Employee Satisfaction Survey
and advise the leadership on follow through of the Action plans.

Corporate Governance
1. Compliance: Stay updated on insurance related, industry regulations, compliance requirements, and best practices.
Adherence to the laws and regulations of Kenya, the policies and
regulations within the insurance industry and all internal company
policies and procedures.
3. Ensuring compliance with applicable
statutory and regulatory requirements and establishing mitigation
measures against emerging business risks.

Key Competencies
HR Strategy Alignment: Collaborating with business leaders to align HR
strategies with the organization’s overall business objectives and
ensuring that HR initiatives support the company’s mission and vision.
Talent Acquisition and Onboarding: Attracting and hiring the right
talent for the life and health insurance companies through effective
recruitment strategies and ensuring a smooth onboarding process for new
3. Performance Management: Supporting managers in the
implementation of performance management processes to drive individual
and team performance aligned with business goals.
4. Employee
Development and Training: Identifying employee development needs and
implementing training programs to enhance skills and competencies within
the organization.
5. Employee Engagement: Developing and executing
initiatives to enhance employee engagement, job satisfaction, and
overall employee experience.
6. Succession Planning: Partnering with
business leaders to identify potential successors for key positions and
developing talent pipelines to ensure continuity in critical roles.
Compensation and Benefits: Designing and implementing competitive
compensation and benefits programs that attract and retain top talent.
Organizational Design and Restructuring: Assisting in organizational
design and restructuring efforts to ensure an efficient and effective
workforce structure.
Read Also:

Academic Qualifications
1. Master’s degree will be an added advantage.
2. A bachelor’s degree in HR or related field.
3. Higher Diploma in HRM or progress in CHRP
4. A Full Member of IHRM with a Valid Practicing Certificate.

Relevant Experience
1. Minimum of eight years relevant experience in a similar role, three of which must be in a supervisory role.
Considering the dynamic and competitive nature of the insurance sector,
a Senior HR Officer is expected to have a thorough understanding of the
industry’s talent landscape and be skilled in talent retention and
development strategies.
3. Should have a strong understanding of HR best practices, industry-specific HR requirements, and business acumen.
Expected to possess a comprehensive understanding of the organization’s
goals and challenges, enabling them to align HR strategies with the
overall business objectives.

If you are qualified and seeking an exciting new challenge, please apply via quoting the Job Reference Number and Position by 16th June 2024.
Go to our Homepage To Get Relevant Information.
Only shortlisted candidates will be contacted
Classified as Confidential Recipient Only


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