About the role:

BURN is looking for a Global HRBP Manager – Factories to partner with Manufacturing leadership across multiple countries. This role drives consistent, compliant, and high-impact people practices in our factories—covering workforce planning, industrial relations, performance and talent, engagement, leadership coaching, and HR operating rhythm—while strengthening site HR capability and ensuring execution against production and growth priorities.

Duties and Responsibilities:

• Serve as strategic HR Business Partner to Global Manufacturing and Site Leaders, translating business goals into workforce and people plans across factories.
• Aid the execution of workforce planning: headcount planning, labor mix (permanent/casual/contract), shift and seasonal ramp planning, and productivity-related people levers.
• Drive standardized HR operating rhythm for factories (monthly reviews, people metrics, action tracking) and ensure timely execution through site HR teams.
• Partner with Talent Acquisition on factory hiring strategies, pipeline plans, critical roles, and time-to-fill improvements; support high-volume recruitment readiness where needed.
• Strengthen onboarding and training effectiveness for factory populations, ensuring supervisors and site HR deliver consistent induction, safety/compliance briefings, and early-tenure retention actions.
• Lead employee relations and industrial relations strategy for manufacturing sites: case management standards, investigations, disciplinary processes, grievance handling, and union/worker representative engagement (where applicable).
• Ensure consistent application of BURN policies and local labor law requirements across all factory locations; proactively identify risk and drive corrective action plans.
• Coach plant/site leaders on people leadership, performance management, engagement, and culture—building strong supervisor capability and accountability.
• Drive performance management for factory populations, including goal setting, reviews/calibration, performance improvement planning, and recognition practices aligned to operations cadence.
• Analyze and partner on factory pay structures, allowances, overtime governance, shift premiums, and market competitiveness; support annual salary review and budgeting inputs.
• Support organizational design and change initiatives across manufacturing (new lines, new sites, automation/process changes), ensuring effective communication and adoption.
• Own factory talent and succession plans for critical roles; identify development actions and partner with L&D to strengthen technical and leadership pipelines.
• Champion engagement, wellbeing, DEI, and ethical workplace practices in factories; lead periodic engagement pulses and site action plans.
• Ensure high-quality HR data and reporting for manufacturing sites (headcount, turnover, absenteeism, overtime, ER cases, training completion), using insights to drive decisions.
• Build the capability of site HR teams through coaching, standards, toolkits, and audits; share best practices across countries and escalate systemic gaps to People leadership.
• Perform any other duties as may be assigned by your manager from time to time.

Skills and Experience:

• Bachelor’s degree in Human Resources, Industrial/Organizational Psychology, Business, or related field. A master’s degree and/or HR certification (CIPD, SHRM, HRCI) is an advantage. IHRM Membership is required.
• 5+ years progressive HR experience, including significant HRBP work in manufacturing/industrial environments; multi-site and multi-country experience strongly preferred.
• Proven experience handling employee relations and industrial relations in factory settings (discipline, grievances, investigations, and negotiations where applicable).
• Strong working knowledge of labor law principles, compliance requirements, and HR risk management across multiple jurisdictions.
• Operationally strong: comfortable with shift-based workforces, overtime governance, attendance management, and high-volume frontline populations.
• Advanced Excel and HR analytics capability; able to turn people data into clear insights and action plans. Familiarity with AI tools is an advantage.
• Strong stakeholder management and coaching skills with the ability to influence leaders and drive accountability without direct authority.
• Excellent written and spoken English. Swahili and/or French is an advantage; additional languages relevant to BURN operating countries are a plus.
• Willingness to travel frequently to factory sites and work flexibly to support operational needs.

• Serve as strategic HR Business Partner to Global Manufacturing and Site Leaders, translating business goals into workforce and people plans across factories.
• Aid the execution of workforce planning: headcount planning, labor mix (permanent/casual/contract), shift and seasonal ramp planning, and productivity-related people levers.
• Drive standardized HR operating rhythm for factories (monthly reviews, people metrics, action tracking) and ensure timely execution through site HR teams.
• Partner with Talent Acquisition on factory hiring strategies, pipeline plans, critical roles, and time-to-fill improvements; support high-volume recruitment readiness where needed.
• Strengthen onboarding and training effectiveness for factory populations, ensuring supervisors and site HR deliver consistent induction, safety/compliance briefings, and early-tenure retention actions.
• Lead employee relations and industrial relations strategy for manufacturing sites: case management standards, investigations, disciplinary processes, grievance handling, and union/worker representative engagement (where applicable).
• Ensure consistent application of BURN policies and local labor law requirements across all factory locations; proactively identify risk and drive corrective action plans.
• Coach plant/site leaders on people leadership, performance management, engagement, and culture—building strong supervisor capability and accountability.
• Drive performance management for factory populations, including goal setting, reviews/calibration, performance improvement planning, and recognition practices aligned to operations cadence.
• Analyze and partner on factory pay structures, allowances, overtime governance, shift premiums, and market competitiveness; support annual salary review and budgeting inputs.
• Support organizational design and change initiatives across manufacturing (new lines, new sites, automation/process changes), ensuring effective communication and adoption.
• Own factory talent and succession plans for critical roles; identify development actions and partner with L&D to strengthen technical and leadership pipelines.
• Champion engagement, wellbeing, DEI, and ethical workplace practices in factories; lead periodic engagement pulses and site action plans.
• Ensure high-quality HR data and reporting for manufacturing sites (headcount, turnover, absenteeism, overtime, ER cases, training completion), using insights to drive decisions.
• Build the capability of site HR teams through coaching, standards, toolkits, and audits; share best practices across countries and escalate systemic gaps to People leadership.
• Perform any other duties as may be assigned by your manager from time to time.

• Strong working knowledge of labor law principles, compliance requirements, and HR risk management across multiple jurisdictions.
• Operationally strong: comfortable with shift-based workforces, overtime governance, attendance management, and high-volume frontline populations.
• Advanced Excel and HR analytics capability; able to turn people data into clear insights and action plans. Familiarity with AI tools is an advantage.
• Strong stakeholder management and coaching skills with the ability to influence leaders and drive accountability without direct authority.
• Excellent written and spoken English. Swahili and/or French is an advantage; additional languages relevant to BURN operating countries are a plus.

• Bachelor’s degree in Human Resources, Industrial/Organizational Psychology, Business, or related field. A master’s degree and/or HR certification (CIPD, SHRM, HRCI) is an advantage. IHRM Membership is required.
• Proven experience handling employee relations and industrial relations in factory settings (discipline, grievances, investigations, and negotiations where applicable).