Director Human Resources

Role Overview

This role sits on the Executive Committee as a strategic human capital partner, driving the bank’s long-term people agenda in lockstep with business goals, risk appetite, and regulatory demands. Day to day, the Director designs workforce and talent strategies, oversees leadership succession, shapes culture and conduct, and ensures every people process—from compensation to compliance—builds a high-performance, risk-aware organisation. The position matters because it directly influences the bank’s ability to attract, develop, and retain the talent needed to execute digital transformation, expand business lines, and sustain competitive advantage in a tightly regulated environment.

Key Responsibilities

• Develop a 3–5-year human capital strategy that aligns with the bank’s strategic plan, covering workforce planning, talent analytics, and organisational design to match business demand.
• Own the leadership pipeline and succession architecture, ensuring readiness for all Executive Committee and board-reporting roles through executive assessment, coaching, and development programmes.
• Define and measure the desired organisational culture, employee value proposition, and diversity, equity & inclusion initiatives; use engagement surveys and exit analytics to drive retention.
• Lead organisational design and change management for major initiatives such as mergers & acquisitions integration, digital transformation, branch rationalisation, and new business launches.
• Design and govern the remuneration philosophy, short- and long-term incentive schemes, and deferred compensation, ensuring compliance with Central Bank of Kenya prudential guidelines on pay, clawback, and malus arrangements.
• Set talent acquisition strategy including graduate programmes, executive search, and digital recruitment platforms, while monitoring recruitment SLAs, cost-per-hire, and quality-of-hire metrics.
• Oversee the bank’s learning academy to ensure regulatory competency requirements are met (e.g., CBK licensing exams, AML certification), and drive digital upskilling and leadership development.
• Govern industrial relations strategy including union negotiations, collective bargaining agreements, and grievance management; ensure compliance with the Employment Act and Labour Relations Act.

Requirements & Qualifications

• Bachelor’s degree in Human Resource Management, Business Administration, or a related field.
• Master’s degree in Human Resource Management, MBA, or general management.
• Higher National Diploma in Human Resources or a relevant HR certification.
• CHRP (Certified Human Resource Professional) or equivalent.
• Certified Executive Coach and Certified Mediator are added advantages.
• Labour Relations or Employment Law certifications are added advantages.
• Ten (10) years’ experience in general Human Resources, with at least five (5) years in a leadership role.
• Full member of IHRM (Institute of Human Resource Management) with a current practising certificate.