HR Business Partner

The HR Business Partner: Kenya acts as a trusted advisor to the business, partnering closely with country and site leadership to deliver HR solutions that drive business performance, employee engagement, and compliance. The role leads the HR agenda across Kenya and supports strategic and operational goals through strong business partnering, talent management, employee relations, and organizational development.

• Bachelor’s degree in Business, Human Resources, or related field.
  
• IHRM Certification and valid practising membership.
  

Experience:

• 8–10 years’ experience in Human Resources with demonstrated HR leadership.
  
• Experience across core HR disciplines including ER/IR, Talent, Engagement, and C&B.
  
• Proven experience in organizational change and transformation initiatives.
  
• Strong exposure to operational or supply chain environments.
  

Customer:

• Provide HR support and interventions to business country management on people-related needs and issues.
  
• Support customer satisfaction through effective HR solutions.
  
• Contribute to customer renewals and new business wins through strong people partnering.
  
• Stakeholder:
  
• Participate in the country business leadership team to support development of the strategic business plan.
  
• Coach and develop leaders and managers to strengthen leadership capability and people management effectiveness.
  
• Scan and understand the business environment, market trends, and people needs, sharing insights with HR colleagues to drive continuous improvement.
  
• Partner with Centres of Excellence to deploy HR solutions that address specific business challenges.
  
• Collaborate with HR Operations to leverage workforce data and analytics to generate people insights and recommendations.
  
• Provide advice and solutions across workforce planning, recruitment, learning and development, performance management, compensation, and succession planning.
  
• Manage HR data integrity and ensure delivery of HR processes across the full employee lifecycle (e.g. bonus and merit reviews, talent management, development reviews).
  
• Build and maintain strong stakeholder relationships and identify opportunities for continuous improvement.
  
• Drive a culture of employee engagement, ensuring ongoing Employee Opinion Survey follow-up and action planning.
  
• Manage union and Works Council activities, including pay negotiations.
  

Process:

• Act as an experienced HR professional, independently resolving the majority of HR-related issues.
  
• Serve as a business partner and consultant, providing advice across multiple HR disciplines to line managers, employees, and colleagues at country level.
  
• Manage a broad range of HR activities, including complex and non-routine matters requiring background research (e.g. legal advice, data trend analysis).
  
• Support managers with recruitment processes, contracts, and onboarding of new employees.
  
• Oversee HR operations including payroll administration, onboarding and offboarding, and employee disciplinary processes, ensuring compliance with employment legislation.
  
• Recommend and support implementation of local employee policies aligned with labour law requirements.
  
• Support managers in preparing for Employee Development Reviews, performance discussions, and calibration meetings in line with agreed principles and processes.
  
• Drive and support employee career development initiatives to ensure retention of key talent.
  
• Support organisational change initiatives, acting as a change agent and ensuring Human Rights adherence.
  
• Act as a role model and advocate of organisational culture and values.
  
• Maintain up-to-date knowledge of HR best practices, labour legislation, and industry developments.
  
• Ensure awareness of and compliance with company policies, procedures, and legal requirements.
  
• Provide expert advice, guidance, and coaching to managers on employee relations matters.
  
• Support BCA and tender inputs related to start-up and implementation activities.
  
• Develop and implement HR plans for site start-ups and closures, ensuring legal compliance and leading CBA negotiations and renewals.
  
• Maintain accurate and up-to-date employee records in HRIS and SDH systems.
  
• Coach and mentor HR colleagues and business partners.
  

People Management:

• Coach and mentor HR colleagues and business partners to build capability and performance
  
• Support talent development, retention, and internal mobility initiatives