Manager or Senior Manager - Human Resources

About Shalina Healthcare:

We are one of the largest, privately owned pharmaceutical businesses across Africa (Global Head Quarters- Dubai, UAE) with recent forays across multiple, new lines of businesses, including Diagnostics and Consumer Healthcare.

Over the last 40 years, operating across multiple geographies, we have made it our mission to provide quality medicines to those who need it the most. We manufacture and distribute branded prescription and over-the-counter pharmaceutical and consumer products, across a broad range of therapeutic groups, including anti-malarial, antibiotics, anti-inflammatory, respiratory, gastrointestinal, nutrition, oral care, dermatology, sexual well-being, and antiseptic liquids & soaps. Leading brands, great teams and a focus on influencing the well-being of people have made Shalina a household name in Africa.

We have a track record few can match, and our brands are among the most trusted in Africa. We are proud of our history and have big ambitions for the future. Our vision for 2030 is to be the health champion of Sub-Saharan Africa. To achieve this, we are looking for the right people to join us and create a lasting impact not just within our company but on the communities that we serve; people who identify with our Core Values and are as passionate about our Mission as we are.

What you become a part of:

The incumbent in the role will act as a strategic advisor and trusted partner to senior business leaders, aligning HR initiatives with organizational objectives. This role will drive talent strategy, organizational effectiveness, workforce planning, employee engagement, and change management while ensuring effective deployment of HR policies, governance frameworks, and best practices.

The incumbent will play a key role in translating business strategy into actionable HR solutions while ensuring a high-performance culture and strong employee experience through seamless execution of people initiatives across the employee lifecycle.

What to expect:

• Strategic Business Partnership:
• Partner with senior business leaders to understand business goals and translate them into HR strategies.
• Provide data-driven insights to support decision-making on workforce and organizational matters.
• Drive workforce planning aligned to short- and long-term business objectives.

• Deployment of HR Policies & Governance:
• Ensure effective implementation and adherence to HR policies, procedures, and compliance frameworks across the business.
• Drive awareness and understanding of HR policies among managers and employees.
• Partner with Legal and Compliance teams to ensure adherence to labor laws and statutory requirements.
• Continuously review and recommend enhancements to HR policies to align with evolving business needs.

• Talent Acquisition & Onboarding:
• Partner with Talent Acquisition teams to ensure structured and timely onboarding of new hires to enable faster integration and productivity.
• Drive new joiner assimilation initiatives and early engagement touchpoints.
• Monitor probation reviews and confirmation processes.

• Talent Management & Succession Planning:
• Lead performance management cycles ensuring goal alignment and fairness.
• Facilitate talent reviews, succession planning, and leadership development programs.
• Identify skill gaps and partner with Talent & Learning CoE to build capability development plans.

• Employee Engagement & Culture:
• Drive employee engagement initiatives and action plans based on relevant employee surveys.
• Act as a culture ambassador, reinforcing organizational values and leadership expectations.
• Champion diversity, equity, and inclusion initiatives.

• Change Management & Organizational Effectiveness:
• Support organizational restructuring, role redesign, and transformation initiatives.
• Guide leaders through change management processes.
• Drive clarity in roles, responsibilities, and team structures.

• HR Metrics & Reporting:
• Track and analyse key metrics such as attrition, engagement, performance ratings, and productivity.
• Present dashboards and insights to leadership with actionable recommendations.

Essential qualifications, experience and skills:

• Secondary/ tertiary qualifications in Human Resources, preferably from a Tier-1 B-School.
• Minimum 8 years of progressive experience in business partnering, preferably in sales environment in a multi-country, matrix organization.
• Proven experience partnering with senior leadership.
• Ability to manage ambiguity and drive changes in fast-paced environments.
• Ability to influence senior leaders and operate in a matrix organization.
• Strong analytical, design, and problem-solving capabilities.
• Strong interpersonal skills with the ability to build relationships and influence stakeholders at all levels of the organization.
• Global mindset and cultural fluency.

Application:

If this role is of interest to you, please upload a recent copy of your CV and a member of the Talent Acquisition team will be in touch. We believe that equal opportunities mean inclusion, diversity and fair treatment for all.