Role Purpose

The Human Resource Business Partner (HRBP) serves as a strategic advisor and trusted partner to the CEO and leadership team, driving the people agenda to support business objectives. This role is responsible for aligning human capital strategies with the company’s vision, fostering a highperformance culture, and leading key HR initiatives across talent management, organizational development, performance, employee engagement, and change management. The HRBP plays a critical role in shaping the organization’s culture, enabling growth through people, and ensuring HR policies and practices are effectively implemented and compliant with labour laws.

Main Responsibilities

Strategic HR Leadership

Business Alignment: Align HR strategies with business objectives to support organizational growth and effectiveness.

Workforce Planning: Develop and implement strategic workforce plans to meet current and future business needs.

Change Management: Lead and manage change initiatives to ensure smooth transitions and minimal disruption.

HR Metrics and Analysis: Use HR analytics to inform strategic decisions and measure the impact of HR initiatives.

Talent Management Strategy: 

Develop and execute talent management strategies to attract, retain, and develop top talent.

Stakeholder Management: 

Build strong relationships with senior leaders and stakeholders to ensure HR initiatives align with business priorities.

Operational

Recruitment and Onboarding: Manage end-to-end recruitment processes, including job postings, candidate selection, and onboarding.

Employee Relations: Address employee grievances, mediate disputes, and promote a harmonious workplace environment.

Performance Management: Implement and oversee performance appraisal systems to ensure effective employee evaluations.

Training and Development: Identify training needs, develop training programs, and facilitate professional development opportunities for employees.

Compensation and Benefits: Oversee payroll processing, manage employee benefits programs, and ensure competitive compensation structures.

HR Policy Implementation: Develop, update, and enforce HR policies and procedures in compliance with legal standards.

Attendance and Leave Management: Monitor employee attendance, manage leave records, and ensure accurate reporting.

Employee Records Management: Maintain and update employee records, ensuring data accuracy and confidentiality.

Compliance and Reporting: Ensure compliance with labour laws and regulations and prepare HR reports for management review.

Employee Engagement: Develop and implement employee engagement initiatives to enhance job satisfaction and retention.

Talent, Recruitment & Organization Design (OD) Alignment

Ensure the OD for the function is aligned and effective; assess and advise on gaps regularly

Develop manpower plan for the Business Unit.

Managing development and implementation of the Human Resource Plan.

Present to the Head of HR the recruitment needs of the function and communicate all intended promotions and staff movement.

Ensure suitable and cost-effective recruitment and retention strategies exist that comply with Company policies and HR related legislation.

Assess the talent pipeline for the function and develop succession plans.

Keep abreast of the talent pool to be able to facilitate cross-functional and inter-country moves.

Manage the end to end on boarding process for new recruits; ensuring best practice are adhered to.

Maintain a high standard of professional recruitment practice for all positions.

Performance Management

Oversee the integrity of the Performance Management process and prepare quarterly reports for the assigned unit and ensure alignment to defined Group Performance benchmark

Guide the goal setting process for the function and individual goals setting to ensure alignment with strategic objective, giving feedback throughout the Performance Management cycle.

Managing of PIPs, probation, and staff confirmation

Partner with business lines to identify core business skills and implement agreed strategies to ensure that employees are adequately and continuously up skilled to match the skills requirements

Link the performance management outcomes with reward by ensuring that devolved pay principles are applied.

Ensure Performance improvement intervention and consequence management is put in place where required.

Employee Relations

Challenging and provoking business leaders on employee engagement by addressing resulting people issues.

Responsible for management of disciplinary processes, ensuring compliance with the labor laws and

Company’s Policy within the Business Unit

Ensure line managers are kept informed of changes to the interpretation and application of disciplinary procedures necessitated by Labor Court decisions.

When necessary, conduct field visits to the Branches offices to review HR procedures & support staff needs.

Leading in the implementation and service delivery in benefits management, employee welfare, leave management and exit management in line with policies, processes, and procedures.

Assist in the Development and maintain HR record management ensuring security of information.

Ensure all issues raised through the representatives and staff in general are actioned.

Develop an Action plan emanating from the Employee Satisfaction Survey and advise the leadership on follow through of the Action plans.

Corporate Governance

Policy Development: Assist in the formulation and review of HR policies to align with corporate governance standards.

Regulatory Compliance: Ensure HR practices comply with local labour laws and regulatory requirements.

Ethics and Integrity: Promote a culture of ethics, integrity, and compliance within the organization.

Audit Support: Assist in internal and external audits related to HR processes and documentation.

Risk Management: Identify HR-related risks and implement measures to mitigate them.

Documentation: Maintain accurate documentation for all HR processes and policies.

Board Reporting: Prepare HR reports and presentations for board meetings and executive reviews.

Stakeholder Communication: Maintain transparent communication with stakeholders regarding HR policies and practices.

Leadership & Culture

Building the team capabilities and ensuring adequate succession planning within the department

Fostering a corporate culture that promotes ethical practices and good corporate citizenship while maintaining a conducive work environment.

Collaborate with cross-functional teams to develop initiatives that promote a positive and inclusive company culture.

To provide the much-needed transformational leadership to meet and surpass the expectations of stakeholders.

Set performance targets and objectives, monitor progress, and ensure timely completion of activities.

Conduct regular team meetings and training sessions to enhance skills and knowledge related to claims handling and industry trends.

Building relevant departmental capacity to deliver on strategy by leading, guiding, directing, and evaluating the work of the team.

HR Metrics & Reporting

Track key HR indicators.

Diversity, Equity, Inclusion, and Belonging

Prepare monthly and quarterly HR reports for the Management highlighting trends and interventions.

Provide insights and recommendations on strategic workforce initiatives based on analytics.

Key Competencies

Business Acumen: A deep understanding of the life and health insurance industry, including its business operations, key performance indicators, and competitive landscape. This enables the HR

Business Partner to align HR strategies with the organization's business goals effectively.

Strategic Thinking: The ability to think strategically and contribute to the development and implementation of HR strategies that support the long-term success of the Company.

Relationship Management: Excellent interpersonal and communication skills to build and maintain strong relationships with business leaders, managers, and employees, fostering a collaborative HRbusiness partnership.

Change Management: Proficiency in managing organizational change, including mergers, acquisitions, restructuring, and process improvements, while ensuring employee engagement and smooth transitions.

Talent Management: Expertise in talent acquisition, development, and retention strategies to attract and nurture top talent.

Employee Relations: Knowledge of labour laws, employee grievances, conflict resolution, and effective communication to maintain a positive work environment.

Data-Driven Decision Making: Utilizing HR analytics and metrics to gather insights and make informed decisions related to workforce planning and HR initiatives.

Academic & Professional Qualifications

Bachelor's Degree in Human Resources, Business Administration, or a related field.

A Master’s degree is an added advantage.

CHRP Qualification or a Higher Diploma.

Hold a valid and active practicing HR Practicing Certificate.

Relevant Experience

The ideal candidate will have a minimum of eight (8) years of progressive experience in human resources including at least three (3) years in a strategic HR Business Partner or HR leadership role.

They will possess in-depth knowledge of Kenyan labour laws, HR best practices, and emergingtrends, along with a proven ability to build strong relationships with senior leaders and influence strategic decision-making.

Demonstrated experience in culture transformation, organizational development, and leadership development is essential.

The candidate should also have exposure to HRIS systems, data analytics, and digital HR tools.

Experience in the insurance or financial services sector will be an added advantage.