Oversee a comprehensive range of critical duties encompassing strategic planning, operational execution, and performance monitoring to ensure organizational objectives are consistently achieved. Facilitate cross-functional collaboration to streamline processes, optimize resource allocation, and enhance overall productivity. Develop and implement policies, procedures, and best practices to maintain high standards of quality, compliance, and efficiency. Monitor key performance indicators (KPIs) to evaluate progress, identify areas for improvement, and drive data-informed decision-making. Lead and mentor teams to foster professional growth, accountability, and a culture of continuous improvement. Ensure adherence to industry regulations, safety protocols, and ethical standards to mitigate risks and uphold corporate integrity.
Develops contributions for the Employee Relations and Wellness HR Strategy specific to the assigned HR domain.
Implements the Group HR policies, procedures, and processes pertinent to the designated HR function, as outlined in the Policy Execution Matrix, and advises staff and line management on related matters.
Furnish expert guidance on intricate employee-related issues, such as disciplinary proceedings, grievances, fact-finding inquiries, and conflict resolution, ensuring the protection of the organization from potential legal exposure and reputational harm.
In collaboration with the Forensic Department and other relevant departments or line management and staff, conduct or oversee investigations into staff disciplinary and grievance matters, ensuring their thorough completion and final determination.
Oversee the execution of staff separation processes and maintain clear communication throughout, ensuring strict adherence to internal policies and relevant statutory regulations.
Internally oversee lawsuits filed against the Bank involving former employees, which involves coordinating with the internal legal team to obtain specialized legal guidance, assembling relevant case files and supporting evidence, and engaging with witnesses to validate the institution’s legal stance.
Manages and cultivates relationships with both internal and external customers, stakeholders, and suppliers pertinent to the HR domain, including Heads of HR Departments, Survey Consultants, Trade Unions and Committees, Medical and Wellness professionals, and relevant industry bodies such as the Kenya Bankers Association and the Federation of Kenya Employers. Additionally, collaborates with Legal representatives, Functional Directors, Heads of Departments, Branch Managers, staff, and line managers to ensure cohesive HR operations and support.
Craft comprehensive management documents, including detailed reports, strategic recommendations, expert opinions, concise briefs, professional presentations, formal proposals, and accurate meeting minutes, all pertinent to the designated HR domain.
Delivers executive administrative assistance to business and staff committees, programs, projects, or forums pertinent to the designated HR domain, including Disciplinary and Grievance Handling Committees, Job Description Document Appeals Committees, Union/Management Meetings, Staff Visits, and Engagement Forums.
Ensure the precision and uniformity of data, records, and statistical information within your designated HR domain.
Minimum qualifications for this role include a bachelor’s degree in a relevant field, along with a minimum of five years of hands-on experience in the industry. Candidates must demonstrate strong proficiency in project management and exceptional problem-solving abilities. Familiarity with industry-specific software and tools is essential, and prior leadership experience is highly preferred. The ideal applicant will possess excellent communication skills and the capability to work effectively in a fast-paced environment.
A recognized university degree at the bachelor’s level is required.
A recognized professional qualification in Human Resources is essential, including a Certificate, Diploma, Higher Diploma, or Postgraduate Diploma—whether in general HR or a specialized field.
A Master’s Degree in Human Resource Management or a related business discipline is preferred.
A minimum of seven years of progressive professional experience in Human Resources or a related discipline is required.
Prospective applicants are expected to possess substantial, verifiable practical expertise in the specified essential domains.
Proficiency in performance management is required, with at least two years of relevant experience.
Employee & Industrial Relations (Minimum of 4 years of relevant experience required)
Handling disciplinary and grievance matters effectively requires at least four years of professional experience in this domain.
Holding a minimum of four years of specialized expertise in Labour Law constitutes a fundamental requirement for this position.
Seasoned professionals with a minimum of two years of experience in People Risk Management are sought after for this role. Candidates should demonstrate a robust understanding of organizational risk frameworks and possess the capability to identify, assess, and mitigate potential risks associated with workforce dynamics. Ideal applicants will exhibit strong analytical skills, meticulous attention to detail, and the ability to collaborate effectively with cross-functional teams to implement proactive risk management strategies.
Skilled in overseeing and guiding teams, with a minimum of three years of direct leadership experience ensuring team performance, development, and cohesion.
Requires a minimum of four years of dedicated experience in relationship management.
Qualifications
BA/BSc/HND , MBA/MSc/MA , Professional Certificate
Experience Required
7 years
