Manager, HR Business Partner

Location: Accra, Ghana
Employment Type: Full Time
Application Deadline: 14 March 2026

Company Profile

MTN Ghana is the leading telecommunications and digital services provider in Ghana and part of the global MTN Group, operating across Africa and the Middle East.

At MTN, we are a purpose-led and values-driven organization committed to enabling the benefits of a modern connected life. Our Y’ello Family thrives in an environment that encourages innovation, collaboration, and inclusion. We believe in empowering our people to reach their full potential while delivering exceptional value to customers and communities. Our workplace fosters creativity, strengthens productivity, and supports meaningful growth for both employees and the organization.

Job Summary

The Manager, HR Business Partner partners with business leaders to translate strategic business priorities into effective people strategies. The role ensures the organization builds and sustains the right workforce capabilities, culture, and engagement to deliver business outcomes.

The position acts as a trusted advisor to leadership within assigned divisions, providing guidance on talent management, workforce planning, performance management, organizational design, and employee engagement while ensuring alignment with corporate HR strategy and best practices.

Job Context

This role operates within a dynamic environment characterized by:

• A telecommunications, technology, and platform-driven business landscape

• A multi-regulated operating environment with subsidiary operations

• Strong focus on Environmental, Social, and Governance (ESG) priorities

• Matrixed and project-based structures with evolving ways of working

• Regionalized organizational structures across a multinational group

• Localization priorities aligned with national and business objectives

• A unionized workforce environment

• A performance-driven culture with diverse teams and stakeholders

• Strategic partnerships across internal and external ecosystems

Key Responsibilities

Strategic HR Advisory

• Serve as a strategic member of the leadership team for assigned divisions.

• Align business priorities with effective people strategies and HR initiatives.

• Act as a trusted advisor to leaders on workforce planning, talent management, and organizational effectiveness.

• Leverage workforce and business data to provide insights that support informed decision-making.

• Monitor external labour market trends and talent risks affecting divisional capability.

• Champion organizational culture, leadership behaviors, and corporate values within the division.

• Represent divisional people priorities to HR Leadership, Centers of Excellence, and HR Operations.

Strategic Workforce Planning

• Lead divisional workforce planning processes to identify current and future talent and capability needs.

• Analyze workforce data such as headcount, productivity, skills, cost, and attrition to identify gaps and opportunities.

• Advise leadership on resourcing strategies, succession planning, and workforce cost implications.

• Partner with HR Operations to validate workforce plans and ensure successful implementation.

• Monitor workforce planning outcomes and escalate risks that could affect business performance.

Talent Sourcing Advisory

• Provide guidance to leaders on talent sourcing strategies aligned with workforce and capability requirements.

• Assess internal and external talent markets to support effective recruitment strategies.

• Collaborate with Talent Acquisition teams to attract, recruit, and retain high-quality talent.

• Promote inclusive hiring practices and objective selection processes.

• Support internal talent mobility, redeployment, and workforce transitions in collaboration with HR Operations.

• Monitor recruitment performance and candidate experience, providing insights to HR leadership.

Organizational Effectiveness & Design

• Provide divisional insights to support organization design and restructuring initiatives led by Organizational Development.

• Advise leaders on optimal structures, role clarity, spans of control, and workforce efficiency.

• Assess operational and people impacts of structural changes and contribute to decision-making processes.

• Support the implementation of approved organizational changes through communication and change management initiatives.

• Monitor the effectiveness of new organizational structures and provide feedback for continuous improvement.

Learning & Capability Development

• Identify capability gaps aligned with business strategy and performance requirements.

• Advise leaders on learning priorities to strengthen team capability and performance.

• Partner with Learning and Development teams to implement targeted training initiatives.

• Encourage leaders to embed continuous learning and development within teams.

• Monitor learning participation and effectiveness while identifying emerging capability needs.

Performance & Talent Effectiveness

• Support leaders in setting clear, measurable performance objectives aligned with business goals.

• Guide managers through performance management processes and ensure consistent application of policies.

• Monitor performance trends and provide insights to support improvement and talent differentiation.

• Partner with Reward and Talent teams during performance and reward cycles.

• Facilitate talent reviews, succession planning, and development initiatives within assigned divisions.

Change Leadership, Culture & Engagement

• Lead and support divisional change initiatives through structured change management practices.

• Translate enterprise-level transformation strategies into practical divisional action plans.

• Coach leaders on effectively communicating and managing organizational change.

• Drive employee engagement initiatives by analysing survey results and facilitating action planning.

• Monitor engagement and culture indicators and implement interventions to address identified gaps.

Qualifications & Experience

Education

• Bachelor’s degree in Human Resource Management, Psychology, Social Sciences, or a related field.

Professional Certification

Professional HR certifications are considered an advantage, including:

• Society for Human Resource Management Certified Professional

• Chartered Institute of Personnel and Development

• Senior Professional in Human Resources – International

Experience

• 5–7 years of experience in Human Resources, including at least 3 years in an HR Business Partner or similar strategic HR role.

• Experience working in a complex or matrixed organization, preferably within a unionized environment.

• Demonstrated experience translating HR strategy into business-aligned initiatives.

• Proven experience partnering with senior leaders and supporting organizational change initiatives.

Knowledge & Technical Competencies

• Understanding of the telecommunications, technology, and platform business environment

• Organizational development and workforce planning expertise

• Up-to-date knowledge of employment legislation and labour relations

• Knowledge of the Ghana Labour Act, 2003 (Act 651)

• Employee relations management

• Stakeholder engagement and influencing skills

• Project and change management

• HR data analytics and reporting

• Awareness of emerging HR trends including remote and hybrid work models

• Strong written and verbal communication and presentation skills

MTN Values & Behaviors

Successful candidates must demonstrate the values of MTN Group:

• Lead with Care

• Collaborate with Agility

• Serve with Respect

• Can Do with Integrity

• Act with Inclusion

Candidates must also demonstrate the following vital behaviors:

• Complete Candor

• Complete Accountability

• Active Collaboration

• Get It Done

How to Apply

Interested candidates should submit their CV.