Manager/HR Business Partner at MTN Ghana

• To partner with business leaders to translate business strategy into effective people strategies, ensuring optimal organisational capability, performance, culture, and engagement, while acting as a trusted advisor on all people-related matters within assigned divisions

• Telecommunications, Technology and Platform business.
• Multi regulated environment & subsidiary businesses
• Environmental, social and governance prioritized
• Multi resourcing options, matrix, projectized and evolving new ways of working
• Regionalization structure implication
• Localization a key objective for business and government
• Multinational environment - HR Group best practices
• Unionized environment
• Performance driven environment
• Diverse cultural environment
• Partnerships

• Serve as a strategic member of the assigned division(s) leadership team, ensuring alignment between business priorities and people strategies.
• Act as a trusted advisor to leaders within assigned division, providing insights on the workforce and people implications of key business decisions.
• Leverage workforce, talent and business data to generate insights that influence decision?making and drive organisational performance.
• Scan the external environment and talent market to identify emerging risks, opportunities and trends relevant to the assigned Division.
• Champion organisational culture, values and leadership behaviours, while ensuring that the assigned division(s) needs are clearly represented to HR Leadership, Center of Excellence and HR Operations & Analytics.
• Strategic Workforce PlanningLead divisional workforce planning to determine current and future talent, skills and capability needs.
• Analyse workforce data (FTEs, skills, cost, productivity, attrition) to identify gaps, surpluses, risks and optimisation opportunities.
• Advise divisional leadership on workforce scenarios, resourcing strategies, succession planning and cost implications.
• Partner with HR Operations to validate workforce plans, ensure feasibility, and support smooth implementation and handover.
• Monitor workforce trends and plan outcomes, escalating risks and recommending proactive interventions to maintain alignment with organisational design and strategic priorities.

• Advise divisional leaders on talent sourcing strategies that align with short- and medium?term workforce and capability needs.
• Assess internal and external talent markets, providing insights on talent availability, competitiveness and effective attraction levers to assigned division hiring manager.
• Partner with Talent Acquisition and talent teams to deliver recruitment outcomes and build diverse, sustainable talent pipelines.
• Equip leaders and interviewers to make objective, inclusive and high?quality hiring decisions, while supporting internal talent movement, redeployment and exits with HR Operations.
• Monitor recruitment effectiveness and candidate experience, providing insights on talent risks and emerging capability needs to HR Leadership.
• Organisation Effectiveness & Design SupportProvide divisional insight and context to organisation design and restructuring initiatives led by OD.
• Advise leaders on organisational structures, role clarity, spans of control and sizing implications to drive efficiency and effectiveness.
• Assess people, change and operational impacts of organisation design options, coordinating divisional input into diagnostics and decision?making.
• Support implementation of approved structural changes through communication, change enablement and coordination with Reward, Talent and HR Operations.
• Monitor adoption and effectiveness of new structures, identifying emerging organisation effectiveness risks and feeding insights to OD and HR Leadership.

• Identify assigned division capability needs aligned to strategic objectives, performance gaps and emerging skill requirements.
• Advise leaders on learning and capability priorities that enable business delivery and strengthen performance.
• Partner with Learning & Development and Talent teams to deploy relevant learning solutions and targeted interventions.
• Support leaders in embedding learning into daily work routines and facilitate or coordinate essential learning sessions and workshops.
• Monitor learning uptake, effectiveness and compliance with mandatory training, providing feedback to the Learning function on emerging capability needs.

• Support leaders in setting clear, measurable performance objectives aligned to divisional goals, and coach managers on effective feedback and development conversations.
• Guide the end?to?end performance management processes within the assigned division, ensuring consistent and fair application of policies.
• Monitor performance trends and outcomes using data and insights, advising leaders on risks, interventions, and performance differentiation decisions.
• Partner with Reward and Talent functions to ensure alignment between performance outcomes, talent decisions and reward processes, especially during performance and reward cycles.
• Facilitate talent processes (e.g., Talent Reviews), using data, insights and leader input to support talent differentiation, succession and development actions.

• Lead and support divisional change initiatives through effective stakeholder engagement, communication and structured change planning.
• Translate OD and enterprise?level change strategies into actionable Division plans with clear milestones, ownership and support requirements.
• Coach leaders and managers to role?model change, communicate effectively and guide their teams through transitions.
• Drive Division employee engagement by sharing survey insights, facilitating action planning with leaders and teams, and ensuring follow?through to close engagement gaps.
• Track change and engagement outcomes, monitoring adoption and culture indicators, and adjust interventions or escalate risks as needed.

• Minimum of a First Degree in HR/ Psychology/ Social Science or a related field of study.
• Professional HR certification is a plus
• Experience Minimum 5-7 years' experience in HR, with at least 3 years in an HR Business Partner or equivalent role preferably in a unionized environment
• Proven experience supporting leaders in a complex or matrixed organisation.
• Appreciation of function role requirements
• Experience of executing HR strategy in line with business needs

• Telecommunications, Technology and Platform business appreciation and knowledge
• Organisation development
• An up to date understanding of present and future employment legislation
• Strong Communication and presentation Skills (verbal and written)
• Strong knowledge of the Ghana Labour Act
• Employee Relations Management
• Stakeholder Management
• Project Management
• Good knowledge of data analytics
• Evolving HR Management trends including remote work people management practices

• Lead with Care, Collaborate with Agility, Serve with Respect, Can Do with Integrity, Act with Inclusion, COS

• Complete Candor, Complete Accountability, Active Collaboration & Get it done.

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