Oversee key operational duties, ensuring alignment with organizational objectives through meticulous planning and execution. Develop and implement strategic initiatives to enhance efficiency, productivity, and overall performance. Collaborate with cross-functional teams to drive project completion, resolve challenges, and foster a culture of accountability. Monitor progress, analyze outcomes, and recommend improvements to optimize workflows and resource allocation. Actively contribute to decision-making processes, providing data-driven insights and actionable recommendations to senior leadership.
Develops contributions to the Employee Relations and Wellness HR Strategy aligned with the responsibilities of the assigned HR area.
Implements Group HR policies, procedures, and processes within the designated HR area, as outlined in the Policy Execution Matrix, while offering staff and line management guidance on related issues.
Provide strategic guidance on intricate employee-related issues—such as disciplinary actions, grievances, investigations, and conflict resolution—to mitigate potential legal exposure and protect the organization’s reputation.
In collaboration with the Forensic Department and/or other relevant departments, as well as line management and staff, conduct or oversee investigations into staff disciplinary and grievance matters, ensuring thorough analysis and timely resolution.
Administer employee separation processes while ensuring strict adherence to internal policies and applicable statutory regulations, maintaining clear and professional communication throughout.
Internally oversee litigation initiated against the Bank by former employees, which entails coordinating with the internal legal team to obtain specialized legal counsel, compiling essential case documentation and supporting evidence, and engaging with witnesses to substantiate the Bank’s legal stance.
Oversees 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 partners, and industry bodies such as the Kenya Bankers Association and Federation of Kenya Employers. Additionally, interacts with Legal representatives, Functional Directors, Department Heads, Branch Managers, staff members, and line managers to ensure seamless collaboration and alignment within the organization.
Draft comprehensive management documents, including reports, recommendations, expert opinions, briefs, presentations, proposals, and meeting minutes pertinent to the specific HR domain.
Offers comprehensive secretarial assistance to business and staff committees, schemes, initiatives, or forums pertinent to the designated HR area, including but not limited to the Disciplinary and Grievance Handling Committees, Job Description Document Appeals Committees, Union/Management Meetings, Staff Visits, and Engagement Forums.
Responsible for ensuring the integrity and consistency of data, records, and statistics within the assigned HR domain is maintained with precision.
The essential qualifications for this position include a Bachelor’s degree in a relevant field, at least three years of professional experience in a related industry, and proficiency with industry-standard software and tools. Candidates must demonstrate strong analytical, communication, and problem-solving skills, along with the ability to work independently and collaboratively in a fast-paced environment. Familiarity with project management methodologies and a commitment to continuous learning are also required. Additional requirements may include certifications or specific technical expertise, depending on the role.
A recognized university degree at the bachelor’s level is required.
A recognized professional qualification in Human Resources is essential, including but not limited to a Certificate, Diploma, Higher Diploma, or Postgraduate Diploma in HR—whether in a general or specialized field.
A Master’s Degree in Human Resource Management or a related Business field is considered a significant advantage.
Minimum of seven years of progressively responsible experience in Human Resources or a closely related discipline is required.
Prospective applicants are required to exhibit substantial, verifiable practical expertise in all specified essential domains.
Performance in management roles must be demonstrated with a minimum of two years of relevant experience.
Employee Relations & Industrial Relations professionals with a minimum of four years of relevant experience are sought to oversee workplace dynamics and maintain harmonious labor relations. The successful candidate will be responsible for managing employee relations initiatives, ensuring compliance with labor laws, and resolving workplace conflicts effectively. They will also play a key role in fostering a positive organizational culture, addressing grievances, and collaborating with management to implement fair employment practices. Additionally, expertise in industrial relations, including negotiations, collective bargaining, and dispute resolution, is essential to this role.
Handling disciplinary and grievance matters requires a minimum of four years of relevant experience. Candidates should possess a strong understanding of employment law and a proven ability to manage sensitive workplace conflicts with fairness and professionalism. This role demands excellent communication skills, emotional intelligence, and a commitment to fostering a positive and compliant work environment. Responsibilities include conducting thorough investigations, facilitating mediation when necessary, and ensuring adherence to company policies and legal standards throughout the process.
Holding a minimum of four years’ experience in Labour Law, the candidate must demonstrate a thorough understanding of legal frameworks governing employment relationships, workplace rights, and regulatory compliance. This role requires expertise in interpreting and applying labor legislation, resolving disputes, and advising on best practices to ensure adherence to statutory obligations. The ideal professional will have a strong background in handling employment contracts, grievance procedures, and litigation support while maintaining up-to-date knowledge of evolving labor regulations.
Seasoned professionals with at least two years of hands-on experience in People Risk Management are sought. Applicants must demonstrate expertise in identifying, assessing, and mitigating risks related to workforce dynamics, compliance, and organizational health to ensure sustainable business operations. The role demands proficiency in analyzing employee-related risks, implementing preventive measures, and fostering a culture of risk awareness within the organization. Strong analytical skills, attention to detail, and the ability to collaborate across departments are essential for success in this position.
Over three years of experience in managing and leading teams is required. Proficiency in overseeing personnel, fostering team development, and ensuring optimal performance is essential. Candidates must demonstrate strong leadership skills, the ability to mentor staff, and a proven track record of achieving organizational objectives through effective people management strategies.
Proven expertise in relationship management spanning at least four years is required.
Qualifications
BA/BSc/HND , MBA/MSc/MA , Professional Certificate
Experience Required
7 years
