Human Resources Business Partner at Watu Credit

WATU is a focus-driven, customer-centric company that believes everyone deserves the opportunity to be an entrepreneur and achieve their ambitious goals in life.

About Watu

Watu Credit (Tanzania) Limited is one of the leading asset financing companies in Tanzania and East Africa, providing motorcycle loans to thousands of aspiring business owners every day. Watu TZ commenced operations in June 2021 starting with one branch in the Mwenge area with the clear vision to be the best-in-class provider of asset-finance loans for small-scale entrepreneurs. Later, the company made a business decision to diversify its products in asset finance from motorcycles (Bodaboda) loans to three-wheelers (Tuktuk) and mobile phones (Simu) loans.

Today in Tanzania, Watu TZ has 5 branches in Mwenge, Tegeta, Mwanza, Temeke, and Gongo la Mboto. In Africa, Watu has footprints in Tanzania, Kenya, Uganda, DRC, Rwanda, Sierra Leone, and Nigeria.

Job Purpose

The Human Resource Business Partner is responsible for formulating a partnership between management and employees to align business objectives and develop people management and leadership capabilities that enable leaders to create a more effective employee experience, drive employee engagement, and achieve operational outcomes for specific business units.

Key Duties and Responsibilities

Talent Acquisition

Partner with line managers in proactive talent planning, including skill gap analysis, succession planning, talent mix, and talent pipeline strategy.
Conduct full-cycle recruitment, including clarifying hiring needs, developing job descriptions, job posting, sourcing, screening, interviewing, placement, and undertaking onboarding formalities through effective implementation of policies, processes, and tools in attracting and selecting people with competitive attributes and skills.

Business Partnering

Build relationships with key stakeholders by conducting regular meetings with respective business leads to understand the priorities, challenges, and barriers and provide the necessary support in consultation with line management.
Collect data, organize, and analyze trends and metrics in partnership with the HR shared services team to develop solutions, programs, and policies.
Receive, review, record, escalate, and track incident claims while ensuring the same is resolved within the agreed service level agreement.
Provide day-to-day performance management guidance to line managers, including but not limited to coaching, counseling, career development, succession planning, disciplinary actions, and performance improvement plans, among other
Partner with line managers in improving working relationships, building employee morale, increasing productivity and retention
Drive implementation of new and existing HR policies, procedures, and processes through training, advisory, and interpretation to employees and line managers while providing value-adding feedback for continuous improvement
Partner with the HR team in identifying opportunities to improve the employee value proposition and support org-wide HR initiatives
Partner with employees, line manager, and people and culture team to identify the training needs of the assigned team
Collect employee feedback on various HR programs to assess their effectiveness and that objectives are met.
Perform any other duties as assigned by the management

Key performance indicators

Support, advise, coach, and facilitate employees and leadership within the HQ by having regular 1-1s and supporting the mid-year and annual reviews.
Respond to HR-related processes queries, requests, and escalations within agreed service level agreements and in line with laid down processes
Maintain a positive, values-based work environment by increasing the % of positive employee feedback by 2024 by engaging with employees and escalating and/or resolving challenges.
Partner with stakeholders to identify complex HR issues and craft solutions while ensuring best-in-class experience to line managers and employees throughout their work-life cycle
Support the development, roll-out, and assess the effectiveness of HR programs as per the laid down success indicator

Qualifications

Education level: Degree in business administration or Human resources management
Experience: Minimum of 3 – 4 years in an HR specialist role
Technical skills: (Technical skills typically require the use of certain tools and the technologies required to use those tools.)Microsoft Office
Ability to manage fluid demands, interruptions, and priorities to balance workload and achieve objectives
Behavioral skills: (Abilities that influence how a person interacts with others and responds to certain situations.)

People & Leadership Skills