HR Business Partner

AI summary

Ecobank Nigeria is hiring an HR Business Partner to bridge HR strategy and business execution. The role involves strategic HR leadership, talent acquisition, employee engagement, and analytics. Candidates should have experience in HRBP roles within banking or financial services.

• Strategic HR leadership and business partnering
• Talent acquisition and employee engagement
• HR analytics and data-driven decision making

Original source description

HR Business Partner at Ecobank Nigeria ⏲ Jul 28, 2026, 6:07 AM ⋕ View all Banking & Financial Services jobs Ecobank Transnational Incorporated (ETI), a public limited liability company, was established as a bank holding company in 1985 under a private sector initiative spearheaded by the Federation of West African Chambers of Commerce and Industry with the support of the Economic Community of West African States (ECOWAS). We are recruiting to fill the position below: Job Title: HR Business Partner Job ID: 1416 Location: Nigeria Job Summary This role navigates complex organizational structures, balancing corporate HR policies with the unique needs of assigned business units or functions. The Senior HR Business Partner (HRBP) operates in a dynamic, fast-paced environment, serving as the critical link between HR strategy and business execution. Responsibilities: Strategic HR Leadership: Develop and implement HR policies and programs that drive engagement, productivity, and a high-performance culture. HRBP governance roles - HRM Risk Management and HRM Auditing Train leaders on HR tools, policies, and best practices (e.g., performance coaching, conflict resolution). Oversee end-to-end talent acquisition for critical roles, ensuring alignment with diversity and skillset requirements. Partner with leadership to enhance employee engagement through recognition programs, career pathing, and wellness initiatives. Drive performance management cycles, coaching leaders on goal setting, feedback, and accountability. Partner with C-suite and senior leaders to align HR strategies with business objectives, ensuring workforce plans support growth and transformation. Leverage HR analytics to assess program effectiveness (e.g., engagement surveys, turnover metrics). Identify training needs and curate L&D initiatives (e.g., upskilling, mentorship programs) to close capability gaps. HRBP business intelligence role - HRM Metrics and crafting a HRM Scorecard Provide data-driven insights (e.g., attrition trends, skills gaps) to support decision-making Promote inclusive workplace practices, addressing bias, harassment, and equity concerns. Design succession planning frameworks and leadership development programs to build pipeline readiness. Lead organizational design initiatives, including restructuring and change management programs. Develop manager playbooks (e.g., hiring guides, promotion criteria) to ensure consistency and fairness. Analyze workforce trends (attrition, skills gaps) to forecast talent needs and recommend proactive solutions. Providing overall leadership and guidance to the HR function by overseeing talent acquisition, career development, succession planning, retention, training, leadership development, compensation, and benefits: globally Optimize HR processes (onboarding, exits, mobility) using digital tools Analyse engagement survey results and co-create action plans with business leaders to drive improvements. Develop self-service resources (FAQs, knowledge bases, chatbot support) to empower employees and reduce dependency on HR. HRBP workplace advocacy – enhancing employee engagement levels Partner with Compensation & Benefits: to design competitive pay structures, incentive plans, and retention strategies. Collaborate with Centers of Excellence (COEs) like Talent Acquisition and Total Rewards to deliver seamless HR services. Ensure data integrity in HR systems for reporting and decision-making. Advise leaders on people strategies that align with business goals (e.g., workforce planning, retention tactics). Act as the escalation point for complex HR inquiries, ensuring timely and accurate resolutions. Functioning as a strategic business advisor to the executive / senior management of each business unit or specialty group regarding key organizational and management issues Lead process change initiatives (e.g. new performance management system rollout) with clear communication and training. Developing comprehensive strategic recruiting and retention plans to meet the human capital needs of strategic goals Facilitate leadership workshops and team-building interventions to strengthen collaboration. Resolve complex employee relations issues (e.g., grievances, disciplinary actions) while mitigating legal risks. Partner with Finance, IT, and Legal to align HR processes with business needs (e.g., workforce planning, system integrations). Ensure compliance with labor laws and industry regulations across all locations. Resolve operational conflicts (e.g. hiring freezes vs. talent needs) through data-backed recommendations. Act as a trusted advisor to managers, providing coaching on people management best practices. Establishing and implementing HR efforts that effectively communicate and support the firm's mission and strategic vision Developing and implementing comprehensive compensation and benefits: plans that are competitive and cost-effective for the firm Metrics & Analytics: Define and track HR operational KPIs (e.g., time-to-fill, turnover rates, training completion rates). Conduct root-cause analysis on HR process bottlenecks and implement corrective actions. Monitor HR operational budgets (e.g., recruitment spend, L&D costs) and optimize resource allocation. Develop business continuity plans for critical HR functions Manage relationships with HR vendors to ensure service quality and cost efficiency Present data-driven insights to leadership on workforce trends and operational efficiencies. Customer Excellence: Act as the primary HR contact for employees and managers, providing timely, accurate, and empathetic support on HR inquiries (e.g., policies, benefits, payroll) Ensure compliance with labor laws while fostering an inclusive environment. Benchmark HR services against industry standards and implement improvements. Serve as a trusted advisor, balancing employee advocacy with business objectives Partner with business leaders to anticipate workforce needs and align HR services with operational goals. Coach managers on HR tools, policies, and best practices (e.g., performance management, conflict resolution). Other Responsibilities: HR Operations Stakeholder Management Talent Management & Workforce Planning Employee Relations & Compliance Learning & Organizational Development Performance & Rewards Job Profile Experience: & Qualifications: At least 8 years in a similar role in banking, telecommunications, oil & gas or FMCG organization with at least 4 years in HR leadership roles. Minimum of First degree. Master’s degree or Professional Qualifications is compulsory. Good knowledge of sales management, banking operations, banking products, & consumer behaviour, and customer Segmentation. Skills, Capabilities & Personal attributes: Strategic HR Leadership Problem Solving & Decision Making. Strong interpersonal, influencing and communication skills Strong customer service orientation Change Leadership Business Acumen Employee Relations Expertise Influencing & Stakeholder Management Consulting and Negotiation Skills Good problem-solving capabilities Application Closing Date Not specified. How to Apply Interested and qualified candidates should: Click here to apply online View all Jobs in Nigeria HR Business Partner job vacancies in Nigeria