Main Responsibilities
Strategic human resources leadership and governance encompasses the development and implementation of policies, frameworks, and initiatives that align with organizational objectives while ensuring compliance with legal and ethical standards. This role involves overseeing workforce planning, fostering a culture of inclusivity, and driving performance through data-driven decision-making. Key responsibilities include establishing governance structures, managing stakeholder relationships, and championing diversity, equity, and inclusion across all levels of the organization. Candidates must possess advanced expertise in HR strategy, strong leadership capabilities, and a proven ability to navigate complex regulatory environments to optimize human capital management and support sustainable business growth.
Formulate and execute HR strategies, policies, and procedures that are fully aligned with the SACCO’s strategic objectives, cooperative values, and regulatory standards set by SARA.
Offer strategic HR advisory services to Management and the Board, delivering insights through comprehensive reports, dynamic dashboards, and meticulously prepared Committee and Board papers.
Develop and implement strategic workforce and succession plans to guarantee sustained talent availability and uninterrupted business operations.
Foster a high-performance culture rooted in ethics and a strong commitment to members, ensuring full alignment with the SACCO’s core values and established code of conduct.
Responsibilities include directing leadership development programs, managing talent acquisition strategies, and establishing a robust succession planning pipeline to ensure organizational continuity and growth.
Provide expert guidance to senior leadership and departmental managers on human resources best practices, employee relations strategies, and organizational change initiatives.
Guarantee adherence to Kenyan labor legislation, SARA regulations, internal HR policies, and fit-and-proper criteria.
Champion ongoing efforts to refine HR processes, elevate operational productivity, and strengthen employee involvement across the organization.
Human Resources leadership and personnel administration encompass strategic oversight of workforce policies, employee relations, and organizational culture to ensure compliance and foster a productive workplace environment.
Responsible for managing recruitment, onboarding, deployment, and separation processes in accordance with the approved staffing structure and budgetary constraints.
Oversee the entire performance management framework, encompassing appraisal systems, KPIs, and PIP governance, with full ownership and accountability.
Evaluate and endorse the results of training needs assessments as well as the proposed annual training schedules.
Responsible for managing frameworks related to employee relations, disciplinary actions, grievance handling, and dispute resolution.
Collaborate with the Finance department to endorse compensation frameworks, benefits structures, and payroll-related HR controls.
HR Systems, Reporting, and Audit Support professionals are responsible for managing and optimizing HR systems, ensuring accurate reporting, and conducting thorough audits to maintain compliance and operational efficiency. They design, implement, and maintain HR databases, analyze workforce data to generate insights, and produce detailed reports for stakeholders. Additionally, they oversee audit preparations, address compliance issues, and recommend improvements to HR processes and systems. Strong analytical skills, proficiency in HR software, and a keen attention to detail are essential for success in this role.
Oversee the implementation and functionality of HR and Administration systems, including ERP, staff portal, and leave systems, as well as automation initiatives.
Compile comprehensive HR and administrative reports on a regular basis for distribution to management, relevant committees, and the board of directors.
Provide leadership in the execution of audit recommendations pertaining to human resources and administrative functions.
The Administration & Facilities Management role encompasses the oversight of organizational operations and the maintenance of physical infrastructure. This position ensures that administrative procedures are executed efficiently, while facilities are kept in optimal condition to support daily activities. Responsibilities include coordinating administrative tasks, managing facility maintenance, and implementing systems to enhance operational workflows. Candidates should possess strong organizational skills, attention to detail, and the ability to multitask in a dynamic environment. Prior experience in facilities management or a related administrative field is preferred, along with proficiency in relevant software tools.
Responsible for managing office administration, facilities, and ensuring cleanliness throughout all SACCO locations.
Maintain a sufficient stock of essential office supplies, equipment, and utilities to guarantee seamless and uninterrupted business operations.
Responsible for managing the integration and oversight of outsourced support services, including security, cleaning, and transportation.
Oversee office administration, facilities management, and occupational health and safety compliance to ensure operational efficiency and regulatory adherence.
Seeking a candidate with a robust background in [specific field/industry], demonstrating proficiency in key technical and operational competencies. The ideal applicant will possess demonstrated experience in [specific skill or task], along with a track record of success in [relevant area]. Strong analytical, problem-solving, and communication skills are essential, along with the ability to work collaboratively in a dynamic team environment. Qualifications include [X years] of relevant experience, a [degree/certification] in [field], and familiarity with [specific tools/technologies]. Responsibilities encompass [specific duties], ensuring alignment with organizational objectives and adherence to best practices.
Applicants must hold an advanced degree in a relevant field, such as a PhD or Master’s, from an accredited institution. Relevant experience in research, teaching, or industry is required, with a minimum of five years in a professional setting. Strong analytical, problem-solving, and communication skills are essential. Proficiency in data analysis software, programming languages, or specialized tools may be necessary. Candidates should demonstrate a commitment to continuous learning and professional development.
A bachelor’s degree in Human Resource Management, Business Administration, or Industrial Relations is required. Proficiency in relevant ERP systems is advantageous.
Holding a Professional Certification demonstrates your commitment to ongoing education and adherence to industry standards. This credential validates your expertise, enhances your credibility, and distinguishes you within a competitive job market. Employers often prioritize candidates with such certifications, as they signify specialized knowledge and a dedication to professional growth. Requirements may include meeting specific education or experience criteria, passing rigorous examinations, and fulfilling continuing education obligations to maintain the certification.
A diploma at an advanced level in the field of Human Resource Management is required.
Must hold a current Certified Human Resource Professional (CHRP) designation.
To qualify, you must hold full and active membership with either the Institute of Human Resource Management (HRM) or the Chartered Institute of Personnel and Development (CIPD).
Experienced professionals with a solid background in the field are encouraged to apply. Candidates should possess a minimum of five years in a relevant industry, demonstrating expertise through proven track records of success. Familiarity with industry-standard tools and methodologies is essential, along with strong analytical and problem-solving abilities. The role requires excellent communication skills to collaborate effectively with cross-functional teams and stakeholders. Responsibilities include leading projects, mentoring junior staff, and driving continuous improvement initiatives to achieve organizational goals.
Requires a minimum of eight years of professional experience, including at least five years in a managerial HR capacity. Demonstrates comprehensive expertise in Kenyan labor legislation, established HR principles, and adherence to regulatory standards.
Qualifications
BA/BSc/HND
Experience Required
8 years
