Associate Human Resource Business Partner (HRBP)

Associate Human Resource Business Partner (HRBP)

About the Role

The Associate Human Resource Business Partner (HRBP) is a role that focuses on aligning HR initiatives with the overall business strategy within the assigned cluster. The job holder shall act as a consultant and advisor to operational leaders on all people-related matters within their allocated cluster/region. Additionally, the job holder shall be responsible for cascading HR initiatives across the business including talent management, performance management, and employee engagement.

Key Responsibilities

Talent Acquisition

• Participate in sourcing candidates, interview scheduling and running interviews with hiring managers.
• Prepare interview guides to be shared with the panels in good time before the interviews.
• Maintain detailed and accurate records of candidate progress throughout the recruitment process to support transparency and compliance.
• Liaise with the Talent Acquisition Manager in managing relationships with the counties in an effort to identify suitable candidates.
• Conduct pre-employment checks, such as reference verification and background screening.
• Ensure recruitment activities adhere to company policies and relevant employment laws.

Contracting

• Draft and issue offers and employment contracts after approval by the Manager, HRBP.
• Confirm all statutory information (ID, NSSF, SHA, KRA PIN, BIO-Data) is submitted at the point of onboarding and ensure 100% compliance.
• Maintain up-to-date records of contracts and ensure timely renewals or terminations.

Onboarding

• Participate in creating onboarding schedules in liaison with the onboarding team.
• Conduct onboarding training on company policies and regulations.
• Lead onboarding sessions across the kitchens ensuring critical information is shared on time.
• Conduct regular check-ins with the new team members in an effort to continue improving team engagement and experience.

Offboarding

• Follow established procedures for contract completion and staff termination to maintain compliance and ensure proper offboarding.
• Plan and facilitate staff offboarding coordinating with People and Culture, Finance & IT.

Payroll Management

• Prepare timely payroll inputs using the assigned format ensuring 100% accuracy.
• Handle payroll queries emanating from the staff and escalate in case of challenges.
• Conduct sensitization of payslip statutory to all new staff – SHIF, NSSF, AHL, PAYE, etc.

Time and Attendance

• Share attendance reports on a daily basis and escalate issues in a timely manner when needed.

Health and Safety

• Coordinate annual OSH audits in liaison with the Health and Safety Manager and close all findings gaps identified within the region.
• Identify OSH needs through regular safety inspections and support follow-up actions and ensure completion of corrective measures.
• Coordinate training and sensitization exercises to ensure compliance (e.g., fire safety, first aid, PPE usage).
• Document and track all workplace incidents, near misses, and hazards and coordinate root cause analysis with the health and safety team.

Employee Relations

• Handle end-to-end disciplinary process from issuance of show cause, hearing process and verdict process.
• Handle all employee grievances emanating from the staff in accordance with grievance management process.

Employee Engagement and Communication

• Lead employee engagement initiatives to align staff interests with business objectives, leveraging insights from employee engagement discussions to enhance engagement strategies.
• Ensure clear and effective HR communication, managing employee engagement campaigns.
• Coordinate townhall discussions, one-on-one sessions etc. to identify engagement levels, gather feedback and action points.

Leave Utilization

• Keep track of leave utilization and advise operations and HR leadership on leave liability while taking relevant action.
• Create bi-annual leave schedules with team leads and escalate concerns to HRBP in a timely manner.
• Generate monthly leave utilization reports and highlight utilization trends across the leave types utilization.

Performance Management

• Liaise with line managers to set up team key performance indicators in a timely manner.
• Conduct regular trainings on performance management to the field staff.
• Track the appraisal process timeliness and communicate team 360-degree feedback expectations.
• Guide conversations on the PIP process with oversight from the HRBP and ensuring proper record keeping.

Learning and Development

• Liaise with supervisors to identify team training needs.
• Facilitate training sessions for allocated region in liaison with Learning and Development Manager.
• Participate in the training needs assessment across the assigned regions and co-create learning plans & schedules with the Learning and Development Manager.

Reporting

• Submit timely weekly field visit people and culture reports in the prescribed format.
• Prepare and deliver ad hoc HR reports as required.
• Generate and share route planning reports to support operational efficiency.
• Compile and present comprehensive monthly HR reports to inform decision-making.

Qualifications and Educational Requirements

• Bachelor’s Degree in Human Resources, Psychology, Business or any other related field.
• Member of IHRM or a relevant professional body.

Knowledge, Experience and Competences

• At least 3–5 years practical experience as a human resource generalist.
• Vast experience in HR operations & employee relations.
• Proven expertise in aligning HR strategies with business objectives.
• Working knowledge of Kenyan labour laws.
• IT savvy with prior experience working with HR software.
• Good team player with an ability to work in a diverse environment and across departments.
• Passionate commitment to the organization's vision and values.
• Collaborative mindset, a can-do attitude and the ability to work across departments effectively.
• Strong analytical, written, and leadership skills with a focus on meeting deadlines.
• Good organizational and administrative skills with an ability to prioritize.
• Demonstrate a high degree of sensitivity and confidentiality when dealing with internal and external customers.
• Proactive, self-motivated, and capable of working independently while ensuring follow-through on all initiatives.
• Strategic thinker with keen attention to detail and a strong ability to execute strategy.