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.

All candidates who meet the criteria outlined above are encouraged to apply under the job vacancy “QSSU-THRBP-TALENT & HRBP LEAD ”

Application Link:

Note
The deadline for applications is not later than 08:00 am Monday 28th September, 2026

Only shortlisted applicants will be contacted.

Q-SOURCING SERVTEC IS AN EQUAL OPPORTUNITY EMPLOYER. ANY SOLICITATION WILL LEAD TO DISQUALIFICATION.