Head, P&C Business Partner - Senegal & PANA

THE OPPORTUNITY

Reporting to the Director, People & Culture (P&C), Business Partner (Programs), the Head, People & Culture Business Partner will oversee the full People & Culture partnership agenda for Senegal and Pan-African Programs (PANA). The role will design and deliver P&C strategies and initiatives aligned with Foundation objectives and the distinct priorities of both portfolios.

The role serves as a trusted advisor to the Senegal Country Program leadership and PANA leadership, enabling delivery of their strategic plans. The incumbent provides hands-on P&C support to employees across Senegal and PANA, strengthens oneness across locations and functions, and oversees the complete employee experience, including employee relations and engagement. The role is the primary P&C contact for the two portfolios and is supported by the Enabling Functions Business Partnering team and relevant P&C Centres of Excellence.

WAYS YOU CAN CONTRIBUTE

Business partnership and strategy

• •Serve as the P&C Business Partner to Senegal Country Program and PANA leadership, advancing both portfolios from a People & Culture perspective.
• •Partner with stakeholders across Senegal and PANA to assess organizational gaps and determine the operating capacity and capability required to deliver strategy.
• •Develop and maintain Senegal and PANA people roadmaps, P&C strategies, and delivery plans that reflect country, regional, and pan-African priorities.
• •Lead implementation of P&C programs, processes, and plans across Senegal and PANA, ensuring consistent standards with appropriate contextual adaptation.
• •Partner with Senegal and PANA leadership to prepare people budgets aligned with portfolio strategies and support delivery within approved employment budgets.
• •Contribute to the P&C function strategy with the Director, People & Culture, Business Partner (Programs), and the broader P&C team, bringing insights from both country and pan-African programmatic work.

Talent acquisition, planning and succession

• •Partner with P&C Centres of Excellence (CoEs), Talent Acquisition, and Foundation leaders to design and implement resourcing strategies, plans, and processes for Senegal and PANA.
• •Lead talent management for both portfolios, including talent reviews, succession planning, scenario planning, critical-role planning, and agreed functional talent interventions.
• •Lead workforce planning, role insights, and talent insights across Senegal and PANA.
• •Own sourcing and recruitment up to Lead level for roles within scope, including job briefs, shortlist reviews, interviews, and recruitment feedback to hiring managers, in line with agreed accountabilities.
• •Partner with recruiters to facilitate manager Talent Acquisition training for leaders supporting Senegal and PANA.
• •Ensure career plans exist for employees across both portfolios, identify succession gaps, and define actions to close them.
• •Own critical-role succession plans for the priority roles agreed for Senegal and PANA.

Organization design, workforce and change

• •Partner with Foundation leaders and P&C CoEs to deliver organization design and operating models that enable the strategies of Senegal and PANA.
• •Facilitate organization design and redesign, including accountabilities, responsibilities, job descriptions, RACI, process reviews, and oneness initiatives.
• •Provide country, regional, and pan-African input on workforce supply, trends, risks, and capability needs.
• •Ensure adherence to approved workforce and headcount plans for Senegal and PANA.
• •Own and manage job evaluation requests and maintain organizational structures for both portfolios.
• •Partner with the business and P&C CoEs to support end-to-end transformation, assess change impacts, conduct research, and build change and communication plans.
• •Lead execution of change initiatives across both portfolios, ensuring stakeholder alignment and adoption.

Culture, engagement and employee experience

• •Develop initiatives that help leaders, managers, and employees live the Foundation values and sustain an engaged workforce across Senegal and PANA.
• •Build trusted relationships with leaders and employees across both portfolios to strengthen engagement, collaboration, and oneness.
• •In collaboration with the Senegal Country Director, PANA leadership, the Culture CoE, and relevant engagement governance, own and manage engagement plans and activities for both portfolios.
• •Drive portfolio action plans based on employee engagement survey insights and monitor progress.
• •Provide a coherent employee experience across Senegal and PANA while responding to local and program-specific needs.

Performance, capability and careers

• •Lead performance and productivity initiatives aligned with the priorities of Senegal and PANA, strengthening a culture of high performance.
• •Build people-leader capability through coaching, counselling, training, and practical support to manage high and low performance appropriately.
• •Provide training and communication on the performance management cycle to all employees and leaders within scope.
• •Coordinate performance processes, compliance, communications, deadlines, and first-level calibration across both portfolios.
• •Provide performance coaching and support performance improvement, confirmation, recognition, and performance improvement plan processes in line with policy.
• •Manage onboarding goal setting and probation confirmation for Lead-and-below roles within scope, including unsuccessful probation outcomes.
• •Drive implementation of career-development recommendations and assess goals to ensure employees have clear, relevant, and measurable objectives.
• •Assess learning needs across Senegal and PANA, support evaluation of learning effectiveness, and coordinate coaches and mentors.
• •Deliver portfolio-specific learning requirements in close collaboration with Learning partners and vendors.

Reward, policy, data and reporting

• •Manage the pay review process for employees across Senegal and PANA, coordinating line-manager input and required approvals.
• •Prepare compensation recommendations for promotions, lateral moves, acting or responsibility allowances, and new roles within delegated authority, escalating exceptions to Total Rewards.
• •Provide people-leader training on reward principles and processes.
• •Provide input into the design of P&C policies, procedures, processes, and systems, reflecting insights from Senegal and PANA.
• •Monitor the effectiveness of P&C programs across both portfolios and recommend evidence-based enhancements.
• •Analyze and interpret P&C reports, metrics, and workforce insights, and provide recommendations to Senegal and PANA leadership.
• •Implement and maintain dashboards and reports for both portfolios and ensure timely, accurate communication of relevant insights.

Employee relations, compliance and risk

• •Maintain current knowledge of applicable employment legislation and standards for Senegal and the relevant jurisdictions or operating contexts of PANA employees, ensuring regulatory and internal policy compliance.
• •Partner with Legal, Employee Relations, and other specialists where PANA’s multi-country scope requires jurisdiction-specific guidance or risk management.
• •Manage and support employee relations matters across both portfolios, including performance counselling, grievances, exit interviews, disciplinary processes, and other casework in line with Foundation procedures.
• •Build strong employee relationships and provide professional P&C advice to leaders and employees across Senegal and PANA.
• •Identify, escalate, and manage people risks across the two portfolios, maintaining appropriate confidentiality and documentation.

WHO YOU ARE

• •Postgraduate degree in Human Resources, Business Administration, or a related field, and/or an equivalent combination of relevant education and experience.
• •10 to 15 years of progressive P&C experience in strategically focused roles. Senior-level Human Reso