Human Resources & Organisational Development Officer

Role Overview

The Human Resources & Organisational Development Officer will build and improve the Trust’s people-management systems, from recruitment and performance reviews to workforce planning and staff development. Working with managers and employees, this hands-on role will help ensure that HR practices are consistent, legally sound and practical, while supporting an inclusive, accountable and high-performing workplace.

Key Responsibilities

• Develop, update and put into practice HR policies, procedures and tools; maintain confidential personnel files and reliable records of contracts, probation, leave and renewals.
• Coordinate recruitment from workforce request through appointment, including job descriptions, vacancy notices, assessments, interviews, reference checks and complete selection records.
• Manage onboarding, induction, probation and confirmation processes, ensuring recruitment aligns with approved grades, salary ranges and budgets.
• Run the organisation-wide performance cycle, including workplans, measurable objectives, probationary and annual reviews, follow-up actions and performance improvement plans.
• Advise managers on supervision, feedback, employee relations and the fair handling of grievances, disciplinary matters and workplace conflicts.
• Support organisational and workforce reviews, role analysis, job evaluation, grading, compensation benchmarking, succession planning and change initiatives.
• Assess learning needs and coordinate development plans, mandatory training, role-specific learning and initiatives to strengthen management and professional capabilities.
• Prepare HR reports and dashboards covering staffing, recruitment, contracts, leave, performance and learning; use workforce trends to flag risks and inform decisions.
• Promote staff wellbeing, accessibility, reasonable accommodation and respectful workplace practices; coordinate exits and use employee feedback to identify improvements.
• Support compliance with Kenyan employment requirements and organisational policies, and prepare HR documentation for audits and donor reviews.

Requirements & Qualifications

• Bachelor’s degree in Human Resource Management, Organisational Development, Business Administration, Industrial or Organisational Psychology, or a related discipline.
• At least five years of progressive HR experience, ideally in an NGO, development, social-impact or comparable organisation.
• Relevant professional HR qualification and professional standing in Kenya, where applicable; CHRP-K or an equivalent qualification is an advantage.
• Demonstrated ability to establish or improve HR systems, with practical experience in recruitment, performance management and employee relations.
• Working knowledge of Kenyan employment and labour requirements, and experience advising managers on people-management issues.
• Strong judgement in handling sensitive employee information, alongside clear documentation, analytical and reporting skills.
• Experience in organisational design or change management, job evaluation, salary benchmarking, compensation analysis, HR information systems, or competency and development frameworks is an advantage.
• Experience with donor-funded or nonprofit organisations, diverse or geographically dispersed teams, safeguarding, or disability-inclusive employment practices is desirable.

What We Offer / Why Join

This senior officer or specialist-level role offers the opportunity to shape the Trust’s core HR and organisational-development approach. During the first six months, priorities include assessing existing systems, improving workforce records and recruitment processes, introducing a performance framework, developing grading and competency approaches, and preparing a learning plan, workforce dashboard and 12-month implementation plan. Success will depend on making these tools useful and adopted in practice, not simply completing them. The gross monthly recruitment salary is KES 180,000–200,000, with placement based on experience, qualifications, competencies and internal equity.