Oversee and manage critical operational duties to ensure seamless business performance, including coordinating cross-functional teams, optimizing workflows, and implementing process improvements. Develop and execute strategic initiatives that align with organizational goals, drive productivity, and enhance overall efficiency. Identify and mitigate potential risks through proactive monitoring and data-driven decision-making while maintaining compliance with industry regulations and internal policies. Collaborate with senior leadership to align departmental objectives with broader company vision, fostering a culture of accountability and continuous innovation. Additionally, prepare and present detailed performance reports to stakeholders, highlighting key metrics, trends, and actionable insights to support informed decision-making.
Develops contributions for the Employee Relations and Wellness HR Strategy specific to their designated HR area.
Implements the Group HR policies, procedures, and processes pertinent to their HR domain, as outlined in the Policy Execution Matrix, while offering staff and line management expert guidance on related issues.
Provide expert guidance on intricate employee-related issues, such as disciplinary actions, grievances, internal investigations, and conflict resolution, ensuring the organization remains protected from legal exposure and reputational harm.
Working collaboratively with the Forensic Department and other relevant departments, as well as line management and staff, oversee or facilitate the investigation of disciplinary and grievance cases involving employees, ensuring thorough examination and timely resolution of each matter.
Oversee staff separation processes and ensure all internal policies and statutory requirements are strictly adhered to during communications and procedures.
Internally, the incumbent oversees litigation involving former employees, coordinating with the in-house legal team to obtain specialized legal counsel, assembling relevant case files and supporting evidence, and engaging with witnesses to substantiate the Bank’s legal stance.
Manages and nurtures relationships with both internal and external customers, stakeholders, and suppliers pertinent to the HR domain. This includes collaborating with Heads of HR Departments, survey consultants, trade unions and committees, medical and wellness professionals, as well as industry bodies such as the Kenya Bankers Association and the Federation of Kenya Employers. Additionally, the role involves engaging with legal representatives, functional directors, department heads, branch managers, staff members, and line managers to ensure effective HR operations and support.
Craft comprehensive management documents, including reports, recommendations, opinions, briefs, presentations, proposals, and meeting minutes pertinent to the HR domain under responsibility.
Delivers comprehensive secretarial assistance to business and staff committees, projects, initiatives, or forums pertinent to the assigned HR domain—including Disciplinary and Grievance Handling Committees, Job Description Document Appeals Committees, Union/Management Meetings, Staff Visits, and Engagement Forums.
Accurately and consistently maintain data, records, and statistics pertinent to the assigned HR domain.
Minimum position requirements include a Bachelor’s degree in a relevant field, such as Business Administration, Computer Science, or Engineering, along with at least three years of professional experience in a related industry. Candidates must demonstrate proficiency in essential software tools and possess strong analytical, problem-solving, and communication skills. Additionally, the ideal applicant should exhibit leadership qualities, adaptability to dynamic work environments, and a commitment to continuous professional development. Compliance with industry regulations and standards, as well as the ability to work collaboratively in cross-functional teams, is also required.
A recognized university degree at the bachelor’s level is mandatory for this role.
A recognized professional credential in Human Resources is essential, including but not limited to 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 highly desirable.
Candidates must possess at least seven years of progressively responsible experience in Human Resources or a comparable discipline.
Applicants should showcase extensive practical expertise in the following essential domains:
Delivers performance management experience encompassing at least two years of professional involvement in evaluating, developing, and optimizing employee performance through structured assessment frameworks and continuous feedback mechanisms.
Employee & Industrial Relations (Minimum 4 years)
Minimum of four years of relevant experience in employee and industrial relations is required.
Handling disciplinary and grievance matters requires a minimum of four years of relevant experience.
A minimum of four years of experience in Labour Law is required.
Seasoned professionals with at least two years of experience in People Risk Management are sought.
Seasoned professionals with a minimum of three years of experience in people management are sought for this role.
We seek a candidate with a minimum of four years of experience in relationship management to oversee and nurture key client and stakeholder connections. The ideal professional will excel in building strong, long-lasting partnerships while ensuring mutual growth and satisfaction. Responsibilities include maintaining regular communication, addressing concerns promptly, and identifying opportunities to enhance collaboration and trust. Proficiency in negotiation, conflict resolution, and strategic planning is essential to drive successful outcomes and foster a positive, enduring rapport with all parties involved.
Qualifications
BA/BSc/HND , MBA/MSc/MA , Professional Certificate
Experience Required
7 years
