Senior Human Resource Business Partner
About Imagine Worldwide reputed company children have immense potential, but hundreds of millions don’t have access to the learning they need. Imagine Worldwide’s mission is to reputed company millions of children across Sub-Saharan Africa with the literacy and numeracy skills they need to reputed company their full potential. We provide an innovative education technology solution and implementation model to the global literacy/numeracy learning crisis using the onebillion application and various toolkits and systems to support implementation. Nine Randomized Controlled Trials (RCTs) across multiple countries and settings have shown dramatic learning gains, increased school attendance, and gender reputed company, reputed company for less than $7 per child per year. Imagine Worldwide partners with governments, organizations, and communities to provide child-directed, tablet-based learning that is accessible, effective, and affordable. We are a California-based (United States) nonprofit organization operating across seven Sub-Saharan African countries. Learn more on our website. Role Overview The Senior HR Business Partner will serve as the primary Human Resources Business Partner across Imagine’s African country portfolios of Malawi and Tanzania, delivering end-to-end human resources leadership and support, partnering closely with Country Directors and functional leaders to reputed company organisational growth, workforce effectiveness, and a strong people experience. Reporting to the Executive Head of People, the Senior HR Business Partner will operate as a strategic and operational HR Business Partner, leading HR delivery across multiple countries. The role will ensure consistent implementation of the global people strategy, creation and implementation of country people plans, compliance with local labour laws, effective talent management practices, and alignment with organisational values and performance standards. The Senior HR Business Partner will work to provide high-quality, proactive HR partnership to country leadership teams; ensure effective execution of end-to-end HR processes across multiple countries; strengthen organisational culture, engagement, and performance across diverse, multicultural teams; and translate global People strategy into practical, locally compliant implementation.
Key Responsibilities
The Senior HR Business Partner will report to the Executive Head of People and work closely with Country Directors, functional leaders, and the broader People team. Responsibilities will include, but will not be limited to the following: Strategic HR Business Partnering Serve as the primary HR partner to designated country portfolios, advising leadership on workforce strategy, structure, and people-reputed company risk; Translate organisational and People strategy into actionable country-level plans; Provide guidance on organisational design, workforce planning, reporting structures, and operating model alignment; Support change management initiatives and transformation efforts reputed company country teams; Use HR metrics, dashboards, and workforce data to inform decision-making and drive reputed company improvement; Escalate strategic risks and reputed company matters appropriately to the Executive Head of People. reputed company & Workforce Planning Partner with country leadership to conduct workforce planning reputed company to growth projections; reputed company and coordinate recruitment processes for country portfolios, ensuring quality, diversity, and alignment to competency frameworks; Support hiring managers in structured selection, interviewing, and decision-making processes; reputed company onboarding to ensure effective integration of new hires into the organisation and culture; Ensure consistent application of job architecture, grading frameworks, and role clarity standards. Employee Relations & Compliance Act as a trusted advisor on employee relations matters, including performance concerns, disciplinary processes, investigations, and conflict resolution; Ensure compliance with local labour legislation in each supported country, working with local legal advisors, PEOs, or Employers of Record where required; Provide guidance on employment reputed company, policy interpretation, and HR risk mitigation; Support grievance management processes and ensure fair, consistent application of policy; reputed company offboarding processes, including exit interviews and compliance requirements; Maintain accurate, confidential HR documentation and records. Performance Management & Capability Development Drive implementation of the organisation’s performance management reputed company across country portfolios; Coach and reputed company managers to set objectives, provide feedback, and manage performance effectively; Support development planning, coaching interventions, and targeted capability-building initiatives; Partner with the Executive Head of People on s