Senior HR Consultant (Lead Project Manager)

Role Overview

This senior consulting position leads a large-scale human capital transformation initiative for an organization focused on improving operational efficiency across its workforce. Reporting at project leadership level, you will architect a multi-year skills and competency strategy, drive cultural change, and protect business continuity through disciplined succession planning. Your work will directly influence cost reduction targets and long-term return on investment for stakeholders, making this a high-impact advisory role.

Key Responsibilities

• Design and roll out a comprehensive internal skills and competency framework covering a two-year horizon, explicitly aligned with cost-efficiency and return-on-investment goals.
• Build succession planning strategies for every level of the organisation, with particular focus on developing middle management and senior leadership readiness.
• Establish structured coaching and mentorship programmes to accelerate talent growth and embed knowledge transfer across teams.
• Develop a corporate governance framework and a workforce transformation roadmap that shifts existing culture toward results-driven, people-centric ways of working.
• Produce analytical reports identifying roles vulnerable to automation both currently and across the next five years, with clear recommendations for workforce repositioning.
• Run detailed skills gap analyses against defined competency models, then create actionable competency maps and frameworks to close the gaps.
• Collaborate with business leaders to ensure HR strategy is integrated with operational plans and measurable performance outcomes.

Requirements & Qualifications

• Master’s degree in Human Resources, Organisational Development, Strategic Management, or a closely related field.
• Active practising certificate from the Institute of Human Resource Management (IHRM) Kenya, with proof of current membership and valid practising status.
• At least 10–15 years of progressive HR experience, including leadership and consulting roles.
• Three or more reference letters from organisations where you personally led skills gap analysis for workforces exceeding 500 employees.
• Broad expertise across all HR disciplines, including talent acquisition, performance management, employee relations, and organisational design.
• Hands-on familiarity with AI tools and software-based analytics applied to workforce planning and capability assessment.
• Strong report writing and presentation skills, with the ability to translate complex data into board-ready narratives.
• Proven track record of delivering consulting projects that match the core responsibilities described above.