Position: Manager, HR Business Partner
Level: Level 3
Function: Human Resources
Department: Human Resource Business Partner
Location: Accra
Reports to: Senior Manager, HR Business Partnering (SM HRBP)

Job Summary:

•To partner with business leaders to translate business strategy into effective people strategies, ensuring optimal organisational capability, performance, culture, and engagement, while acting as a trusted advisor on all people-related matters within assigned divisions

Job Context

•Telecommunications, Technology and Platform business.
•Multi regulated environment & subsidiary businesses
•Environmental, social and governance prioritized
•Multi resourcing options, matrix, projectized and evolving new ways of working
•Regionalization structure implication
•Localization a key objective for business and government
•Multinational environment – HR Group best practices
•Unionized environment
•Performance driven environment
•Diverse cultural environment
•Partnerships

Key Tasks:

Advisory Support

•Serve as a strategic member of the assigned division(s) leadership team, ensuring alignment between business priorities and people strategies.
•Act as a trusted advisor to leaders within assigned division, providing insights on the workforce and people implications of key business decisions.
•Leverage workforce, talent and business data to generate insights that influence decision?making and drive organisational performance.
•Scan the external environment and talent market to identify emerging risks, opportunities and trends relevant to the assigned Division.
•Champion organisational culture, values and leadership behaviours, while ensuring that the assigned division(s) needs are clearly represented to HR Leadership, Center of Excellence and HR Operations & Analytics.
•Strategic Workforce PlanningLead divisional workforce planning to determine current and future talent, skills and capability needs.
•Analyse workforce data (FTEs, skills, cost, productivity, attrition) to identify gaps, surpluses, risks and optimisation opportunities.
•Advise divisional leadership on workforce scenarios, resourcing strategies, succession planning and cost implications.
•Partner with HR Operations to validate workforce plans, ensure feasibility, and support smooth implementation and handover.
•Monitor workforce trends and plan outcomes, escalating risks and recommending proactive interventions to maintain alignment with organisational design and strategic priorities.

Talent Sourcing Advisory

•Advise divisional leaders on talent sourcing strategies that align with short- and medium?term workforce and capability needs.
•Assess internal and external talent markets, providing insights on talent availability, competitiveness and effective attraction levers to assigned division hiring manager.
•Partner with Talent Acquisition and talent teams to deliver recruitment outcomes and build diverse, sustainable talent pipelines.
•Equip leaders and interviewers to make objective, inclusive and high?quality hiring decisions, while supporting internal talent movement, redeployment and exits with HR Operations.
•Monitor recruitment effectiveness and candidate experience, providing insights on talent risks and emerging capability needs to HR Leadership.
•Organisation Effectiveness & Design SupportProvide divisional insight and context to organisation design and restructuring initiatives led by OD.
•Advise leaders on organisational structures, role clarity, spans of control and sizing implications to drive efficiency and effectiveness.
•Assess people, change and operational impacts of organisation design options, coordinating divisional input into diagnostics and decision?making.
•Support implementation of approved structural changes through communication, change enablement and coordination with Reward, Talent and HR Operations.
•Monitor adoption and effectiveness of new structures, identifying emerging organisation effectiveness risks and feeding insights to OD and HR Leadership.

Business Learning and Skills Development

•Identify assigned division capability needs aligned to strategic objectives, performance gaps and emerging skill requirements.
•Advise leaders on learning and capability priorities that enable business delivery and strengthen performance.
•Partner with Learning & Development and Talent teams to deploy relevant learning solutions and targeted interventions.
•Support leaders in embedding learning into daily work routines and facilitate or coordinate essential learning sessions and workshops.
•Monitor learning uptake, effectiveness and compliance with mandatory training, providing feedback to the Learning function on emerging capability needs.

Performance Talent Effectiveness

•Support leaders in setting clear, measurable performance objectives aligned to divisional goals, and coach managers on effective feedback and development conversations.
•Guide the end?to?end performance management processes within the assigned division, ensuring consistent and fair application of policies.
•Monitor performance trends and outcomes using data and insights, advising leaders on risks, interventions, and performance differentiation decisions.
•Partner with Reward and Talent functions to ensure alignment between performance outcomes, talent decisions and reward processes, especially during performance and reward cycles.
•Facilitate talent processes (e.g., Talent Reviews), using data, insights and leader input to support talent differentiation, succession and development actions.

Change Leadership, Culture & Engagement

•Lead and support divisional change initiatives through effective stakeholder engagement, communication and structured change planning.
•Translate OD and enterprise?level change strategies into actionable Division plans with clear milestones, ownership and support requirements.
•Coach leaders and managers to role?model change, communicate effectively and guide their teams through transitions.
•Drive Division employee engagement by sharing survey insights, facilitating action planning with leaders and teams, and ensuring follow?through to close engagement gaps.
•Track change and engagement outcomes, monitoring adoption and culture indicators, and adjust interventions or escalate risks as needed.

Qualification required & Experience

Education

•Minimum of a First Degree in HR/ Psychology/ Social Science or a related field of study.
•Professional HR certification is a plus
•Experience Minimum 5–7 years’ experience in HR, with at least 3 years in an HR Business Partner or equivalent role preferably in a unionized environment
•Proven experience supporting leaders in a complex or matrixed organisation.
•Appreciation of function role requirements
•Experience of executing HR strategy in line with business needs

Knowledge/Technical competencies

•Telecommunications, Technology and Platform business appreciation and knowledge
•Organisation development
•An up to date understanding of present and future employment legislation
•Strong Communication and presentation Skills (verbal and written)
•Strong knowledge of the Ghana Labour Act
•Employee Relations Management
•Stakeholder Management
•Project Management
•Good knowledge of data analytics
•Evolving HR Management trends including remote work people management practices

Must live the MTN Values of:

•Lead with Care, Collaborate with Agility, Serve with Respect, Can Do with Integrity, Act with Inclusion, COS

Must exhibit the MTN Vital Behaviors of:

•Complete Candor, Complete Accountability, Active Collaboration & Get it done.

Location: Accra

How To Apply For The Job

Qualified applicants should indicate Vacancy Ref no: MTNGH-HR-005-2026 as the email subject and ensure that CVs are saved in their names. Applications without the subject and CVs saved in their names will automatically be disqualified.

Interested and qualified applicants should send their Curriculum Vitae to:

mtnghanarecruitment@mtn.com

Closing Date: 14 March, 2026

Only shortlisted applicants will be contacted