Oversee and execute core duties encompassing strategic planning, operational management, and cross-functional collaboration to drive organizational objectives. Lead initiatives that enhance productivity, optimize resource allocation, and ensure adherence to industry standards and regulatory requirements. Develop and implement policies, procedures, and performance metrics to evaluate team effectiveness and foster continuous improvement. Serve as a liaison between senior leadership and staff, facilitating clear communication and alignment with company goals. Monitor progress against key performance indicators, identify areas for enhancement, and recommend data-driven solutions to mitigate risks and capitalize on opportunities. Promote a culture of accountability, innovation, and professional development within the team.
Develops contributions for the Employee Relations and Wellness HR Strategy specific to the assigned HR domain.
Implements Group HR policies, procedures, and processes specific to their HR domain, as outlined in the Policy Execution Matrix, while offering expert guidance to staff and line management on related issues.
Provide guidance on intricate employee-related issues, such as disciplinary actions, grievances, investigations, and conflict resolution, ensuring the organization minimizes legal exposure and protects its reputation.
Working collaboratively with the Forensic Department and other relevant departments, as well as line management and staff, this role involves conducting or coordinating investigations into disciplinary and grievance matters concerning employees, ensuring thorough examination and decisive resolution of each case.
Oversee staff separation processes and communications, guaranteeing adherence to internal policies and applicable legal obligations.
Internally, the incumbent will oversee litigation involving former employees by coordinating with the in-house legal team to obtain specialized counsel, assembling comprehensive case files and evidentiary support, and engaging with witnesses to validate the Bank’s legal stance.
Manages and nurtures relationships with both internal and external stakeholders relevant to the HR domain, including Heads of HR Departments, survey consultants, trade unions and committees, medical and wellness providers, and industry organizations such as the Kenya Bankers Association and the Federation of Kenya Employers. Collaborates with legal representatives, functional directors, department heads, branch managers, staff, and line managers to ensure alignment and effective communication across all HR-related interactions.
Draft comprehensive management documents, including reports, strategic recommendations, expert opinions, briefs, presentations, proposals, and meeting minutes pertinent to the designated HR domain.
Offers administrative assistance to business and staff committees, programs, initiatives, or forums within the designated HR domain, including Disciplinary and Grievance Handling Committees, Job Description Document Appeals Committees, Union/Management Meetings, Staff Visits, and Engagement Forums.
Maintain precise and reliable data, records, and statistics within your designated HR domain.
Minimum qualifications for this position include a Bachelor’s degree in a relevant field, along with at least three years of professional experience in a comparable role. Proficiency in industry-specific software and tools is essential, as is the ability to work both independently and collaboratively within a team. Strong analytical, problem-solving, and communication skills are required, along with a commitment to continuous learning and professional development. Candidates must demonstrate a track record of meeting deadlines and delivering high-quality results in fast-paced environments.
A recognized university’s bachelor’s degree is a mandatory requirement for this position.
A professional qualification in Human Resources is essential, encompassing certificates, diplomas, higher diplomas, or postgraduate diplomas—whether in general HR or a specialized field.
A Master’s Degree in Human Resource Management or a related Business field is highly preferred.
A minimum of seven years of progressively responsible experience in Human Resources or a closely related discipline is required.
Applicants are required to exhibit substantial, demonstrated practical expertise in all the following essential domains:
Proven experience in performance management spanning a minimum of two years is required.
Employee Relations & Industrial Relations Specialist with a minimum of four years of relevant experience in managing workplace relations, ensuring compliance with labor laws, and fostering positive employee engagement.
Handling disciplinary and grievance matters requires a minimum of four years of relevant experience.
With a minimum of four years of experience in Labour Law, candidates should demonstrate a comprehensive understanding of employment legislation and workplace regulations.
People Risk Management professionals with at least two years of relevant experience are sought. Candidates should possess a strong understanding of organizational risk frameworks and the ability to identify, assess, and mitigate risks related to workforce dynamics. Responsibilities include analyzing employee behavior patterns, developing risk mitigation strategies, and ensuring compliance with labor laws and company policies. The role requires collaboration with HR, legal, and senior management teams to create a secure and compliant work environment. Excellent analytical and communication skills are essential for effectively reporting findings and recommendations to stakeholders.
Proficiency in people management is essential, with a minimum of three years of relevant experience required.
Seasoned professionals with a minimum of four years of experience in relationship management are encouraged to apply.
Qualifications
BA/BSc/HND , MBA/MSc/MA , Professional Certificate
Experience Required
7 years
