HR Business Partner (HRBP)

About Hilina

Hilina Enriched Foods PLC is a joint venture between Ethiopian & French investors established in 1998. The Company is engaged in the production of Nutritious products for the prevention & treatment of different forms of malnutrition in children & adults. The company produces its main products under a franchise agreement from the French company, Nutriset. It’s a very professional working environment with high ethical standards applied in all of its operation. Due to the nature of the products and the market we cater for, we work under a very strict international regulations and are serving the institutional market in Ethiopia and the neighboring countries.

Position: HR Business Partner (HRBP)

Department: Administration Department
Reports To: Administration Department Manager

Job Summary

Under the supervision of Administration Manager the HR Business Partner (HRBP) serves as a strategic and operational partner to management and employees by aligning people, organizational capabilities, and HR practices with the business objectives of Hilina Enriched Foods PLC.

He/she is responsible for partnering with business leaders to identify workforce needs, improve employee performance and engagement, strengthen organizational capabilities, and develop effective people solutions.

A major focus of the HRBP is to establish and strengthen systematic training and development, career development, talent management, succession planning, performance management, and employee engagement practices that support the company's current and future growth.

Major Responsibilities

HR–Business Partnership

• Work closely with the Administration manager and other department managers to understand business priorities, workforce challenges, and organizational requirements.
• Translate business objectives into practical HR and people-management initiatives.
• Provide HR advice and solutions to managers on organizational and employee-related matters.
• Identify people-related risks and opportunities that may affect business performance.
• Develop HR initiatives that support productivity, efficiency, employee capability, and organizational growth.

Training and Development

• Conduct systematic training needs assessments in collaboration with department managers.
• Identify competency and skills gaps at individual, departmental, and organizational levels.
• Develop and maintain an annual training and development plan aligned with business priorities.
• Coordinate internal and external training programs.
• Establish mechanisms for evaluating training effectiveness and return on training investment.
• Support managers in developing individual employee development plans.
• Promote continuous learning, coaching, mentoring, and knowledge sharing.
• Maintain appropriate records of employee training and development activities.
• Identify critical competencies required for current and future business needs.

 Career Development

• Develop and implement structured career development programs.
• Establish clear career pathways for key positions and employee groups.
• Support employees and managers in identifying career aspirations and development needs.
• Develop individual career development plans for employees.
• Identify opportunities for internal promotion, transfer, job rotation, and career progression.
• Support the development of employees for higher-level responsibilities.
• Establish competency frameworks and development requirements for key positions.
• Ensure career development is linked with performance, competencies, and organizational requirements.

 Performance Management

• Coordinate and continuously improve the company's performance management system.
• Ensure that departmental and individual objectives are aligned with organizational goals.
• Support managers in setting clear, measurable, and achievable performance objectives.
• Provide guidance to managers on performance evaluation, feedback, coaching, and performance improvement plans.
• Monitor performance management implementation and identify areas requiring improvement.
• Promote a performance culture based on accountability, continuous feedback, and development.
• Analyze performance trends and recommend appropriate interventions.

Talent Management and Succession Planning

• Identify critical positions and key organizational capabilities.
• Support the identification of high-potential and high-performing employees.
• Develop talent pools for critical and future leadership positions.
• Coordinate succession planning for key positions.
• Develop appropriate development plans for identified successors.
• Monitor talent development and readiness for future roles.
• Provide management with recommendations on talent retention and development.

 Employee Engagement and Retention

• Develop initiatives to improve employee engagement, motivation, and commitment.
• Conduct or coordinate employee engagement and satisfaction assessments.
• Analyze employee feedback and recommend improvement actions.
• Work with managers to address employee concerns and workplace issues.
• Develop initiatives that strengthen employee recognition and appreciation.
• Monitor employee turnover and identify major causes of employee attrition.
• Recommend practical retention strategies for critical and high-performing employees.

Organizational Development

• Support organizational structure and workforce planning initiatives.
• Identify organizational capability gaps and recommend appropriate interventions.
• Support change management and organizational transformation initiatives.
• Facilitate team-building, leadership development, and organizational effectiveness programs.
• Identify opportunities to improve organizational culture, collaboration, and communication.
• Support management in developing a culture of continuous improvement.

Workforce Planning and Talent Acquisition

• Work with department managers to identify current and future workforce requirements.
• Support manpower planning based on business needs and organizational priorities.
• Provide HR input into recruitment and selection decisions.
• Ensure recruitment decisions consider competencies, potential, cultural fit, and future organizational requirements.
• Support effective on boarding and integration of new employees.
• Monitor workforce capability and identify future talent requirements.

Employee Relations

• Provide guidance to managers and employees on HR policies, procedures, and employment-related matters.
• Support fair, consistent, and transparent handling of employee relations issues.
• Help resolve workplace conflicts through appropriate communication and problem-solving approaches.
• Promote positive employee-management relationships.
• Ensure HR practices are consistent with company policies and applicable labor requirements.
• Maintain confidentiality and professionalism when handling employee matters.

HR Analytics and Reporting

• Develop and monitor HR performance indicators.
• Provide Administration manager with regular HR reports and insights.
• Analyze workforce data to identify trends and business implications.
• Monitor indicators such as: Employee turnover, Absenteeism, Training effectiveness and  Training hours per employee

Other Responsibilities

• Ensure that all problems related to food safety management system is reported to immediate supervisor and Quality personnel.
• Ensure compliance with the relevant requirements of local, national and international laws related to environmental standards and end client's environmental requirements.
• Ensure reduction targets (environmental objectives) are in place for environmental aspects e.g. water consumption and discharge, waste, energy and greenhouse gas emissions.
• Determine environmental aspects and impacts and devise methods to prevent or reduce these environmental impacts.
• Use the 3R + 1R rule (Reduce, Reuse, Recycle, Rethink) to avoid or minimize discharges to water, emissions to air and disposal to land.
• Implement, document, maintain and continually improve the Environmental Management System (ISO 14001:2015).
• Prepare weekly and monthly reports as well as presentation of quarterly, six months and Annual reports to the General Manager in a timely manner
•  Perform other tasks as assigned by Administration Manager