Background information about the job or company (e.g., role context, company overview)

We take pride in our highly qualified professionals who deliver our mission every day, translating their knowledge and expertise to internationally compliant practices in healthcare provision. Courtesy, consideration and unreserved respect towards our patients’ privacy, dignity and confidentiality has time and again helped us earn their trust and goodwill....

Responsibilities or duties

The overall purpose of this role is to provide strategic and operational human resources support to assigned divisions/business units by partnering with leaders and employees to deliver effective workforce planning, talent acquisition, employee relations, performance management, learning and development, HR analytics, employee experience, and compliant HR operations in line with the Hospital’s policies, Kenyan labour laws, regulatory requirements, and Strategic Plan (2025–2029).

Qualifications or requirements (e.g., education, skills)

Bachelor’s degree in Human Resource Management, Business Administration, Social Sciences, Psychology, Organizational Development or a related field from a recognized institution. Certified Human Resource Professional (CHRP-K) qualification or equivalent professional HR certification. Active registered member of the Institute of Human Resource Management (IHRM) in good standing.

Experience needed

Minimum of five (5) years’ progressive experience as an HR generalist or HR business partner, with at least two (2) years in a supervisory or business-facing HR advisory role. Demonstrated experience in employee relations, recruitment, performance management, HR reporting, learning and development coordination, and HR policy implementation. Experience using HR information systems, data dashboards, Microsoft Office applications, and digital collaboration tools.

Any other provided details (e.g., benefits, work environment, team info, or additional notes)

Knowledge of hospital operations, healthcare workforce dynamics, and regulatory requirements will be an added advantage.

• Serve as a trusted HR partner to assigned business units, translating business priorities into practical people plans that support service excellence, patient outcomes, and workforce sustainability.
• Partner with managers on workforce planning, staff establishment reviews, succession planning, role design, and resourcing forecasts to ensure the right skills are available at the right time.
• Coordinate end-to-end recruitment, selection, onboarding, internal mobility, and separation processes while promoting fair, inclusive, timely, and positive candidate and employee experiences.
• Support performance management processes, including goal setting, continuous feedback, coaching, performance improvement plans, appraisal moderation, and timely performance reporting.
• Advise line managers and employees on employee relations matters, including grievances, conflict resolution, disciplinary processes, workplace investigations, policy interpretation, and labour law compliance.
• Support implementation of learning and development initiatives by identifying capability gaps, coordinating training interventions, monitoring completion, and evaluating learning effectiveness.
• Drive employee engagement, wellness, inclusion, and culture-building initiatives that strengthen morale, retention, accountability, and a high-performance work environment.
• Analyse HR data and prepare timely reports on headcount, turnover, absenteeism, leave utilisation, staff costs, recruitment performance, training, and employee relations trends to support evidence-based decision-making.
• Maintain accurate, confidential, and up-to-date employee records, HRIS data, contracts, statutory documentation, professional licences, and other compliance records.
• Monitor leave management, attendance, probation, contract renewals, confirmations, transfers, promotions, and other employee lifecycle processes in line with policy and service standards.
• Support organisational change initiatives by preparing communication, stakeholder engagement, transition plans, and adoption support for affected teams.
• Promote compliance with Kenyan labour laws, Collective Bargaining Agreements, professional regulatory requirements, data privacy expectations, occupational safety and health requirements, and internal HR policies.
• Continuously review HR processes, service delivery standards, and digital tools to improve efficiency, employee experience, reporting quality, and internal customer satisfaction.
• Supervise, coach, and develop HR support staff where applicable, ensuring accountability, professionalism, confidentiality, and continuous learning.
• Perform any other duties assigned by the supervisor from time to time.

• Strong understanding of contemporary HR practices, employee experience, organizational development, talent management, performance management, and employee relations.
• Sound knowledge of Kenyan labour laws, HR professional standards, Collective Bargaining Agreements, occupational safety and health requirements, and HR compliance obligations.
• Ability to interpret HR metrics, identify workforce trends, prepare insightful reports, and recommend practical solutions.
• Strong advisory, coaching, facilitation, conflict resolution, persuasion, and negotiation skills.
• Excellent communication, interpersonal, stakeholder management, and relationship-building skills across clinical and non-clinical teams.
• High level of integrity, confidentiality, professionalism, emotional intelligence, and sound judgement.
• Strong analytical, problem-solving, creative thinking, planning, and execution skills.
• Digital literacy and ability to use HR systems, spreadsheets, dashboards, and collaboration tools to improve HR service delivery.
• Change management capability and ability to support teams through organizational transformation.

• Bachelor’s degree in Human Resource Management, Business Administration, Social Sciences, Psychology, Organizational Development or a related field from a recognized institution.
• Certified Human Resource Professional (CHRP-K) qualification or equivalent professional HR certification.
• Active registered member of the Institute of Human Resource Management (IHRM) in good standing.