People Partner (HR Business Partner)

Job description

### Role Summary The People Partner serves as a strategic advisor to business leaders and employees, delivering integrated people solutions across talent acquisition, employee experience, performance management, employee relations, capability development, workforce planning, and HR operations. The role partners with leaders to build high performing, engaged, and compliant teams by translating business priorities into practical people strategies and ensuring a seamless employee experience across the employee lifecycle --- ### Key Responsibilities #### Strategic Business Partnering - Partner with business leaders to understand commercial priorities, organizational challenges, workforce requirements, and growth ambitions, translating these into actionable people plans that support business performance. - Act as a trusted advisor to leaders on organization design, workforce effectiveness, leadership capability, employee engagement, change management, and talent strategies. - Use workforce and people insights to identify trends, risks, and opportunities, enabling informed decision-making and proactive interventions. - Support the implementation of business transformation, restructuring, and change initiatives while ensuring effective people engagement and adoption. **Talent, Performance & Capability** - Drive the performance management agenda across assigned business units, ensuring quality goal setting, meaningful performance conversations, development planning, and accountability for results. - Facilitate talent reviews and succession planning discussions, helping leaders identify, develop, and retain critical talent while strengthening leadership pipelines. - Partner with leaders to identify capability gaps and develop targeted learning, coaching, mentoring, and development interventions that support future business needs. - Support internal mobility, career development, graduate pipelines, and succession initiatives that strengthen organizational capability and workforce readiness. - Use talent and performance data to provide insights that improve retention, development outcomes, and leadership effectiveness. **Employee Experience, Engagement & Culture** - Lead employee listening initiatives, including engagement surveys, pulse checks, focus groups, listening sessions, and feedback forums, ensuring employee voice informs decision-making. - Partner with leaders to translate employee feedback into meaningful actions that improve engagement, trust, inclusion, wellbeing, and overall employee experience. - Champion organizational culture by embedding company values, leadership behaviours, recognition practices, and employee experience principles throughout the employee lifecycle. - Support and drive initiatives that enhance employee connection, belonging, communication effectiveness, and workplace culture. - Monitor engagement and experience indicators, proactively identifying opportunities to improve employee retention and organizational effectiveness. **Workforce Planning & Talent Acquisition** - Partner with leaders to understand workforce requirements and develop resourcing strategies aligned to current and future business priorities. - Lead end-to-end talent acquisition processes, ensuring timely hiring, an exceptional candidate experience, and selection decisions that support long-term business success. - Build and maintain talent pipelines for critical and future-facing roles, leveraging internal and external talent pools. - Support workforce planning activities by identifying capability, succession, and resource gaps and recommending practical solutions. - Partner with hiring managers to strengthen recruitment effectiveness and improve talent quality across the organization. **Employee Relations, Risk & Compliance** - Provide expert guidance to leaders on employee relations matters, including investigations, disciplinary processes, grievances, conflict resolution, performance concerns, and policy interpretation. - Ensure people decisions are fair, consistent, legally compliant, and aligned with organizational values and employment legislation. - Identify and mitigate people-related risks through proactive coaching, early intervention, and strong governance practices. - Drive policy awareness and support leaders in creating a positive, respectful, and high-performing work environment. - Lead compliance activities related to labour legislation, audits, statutory requirements, and internal governance frameworks. **People Operations & Insights** - Ensure effective delivery of core people processes across the employee lifecycle, including onboarding, employee movements, leave management, reward administration, and offboarding. - Partner with People Operations and shared services teams to ensure a seamless employee experience and efficient service delivery. - Leverage HR systems, workforce analytics, and people metrics to provide actionable insights that support business and talent decisions. - Continuously identify opportunities to simplify processes, improve employee experience, and strengthen operational effectiveness. --- ### Experience & Qualifications - Bachelor's degree in Human Resource Management, Business Administration, Psychology, or related field. - 7-10 years' progressive HR experience across HR Business Partnering, Talent Management, Employee Relations, Talent Acquisition, and HR Operations. - Strong knowledge of Kenyan employment legislation and HR best practices. - Experience partnering with business leaders in a fast-paced environment. - Strong analytical, stakeholder management, and influencing skills. - Membership of IHRM. **Preferred** - HR certification (CHRP, CIPD, SHRM or equivalent). - Experience in a multinational, matrix, or professional services environment. #### Success Profile A successful People Partner is a trusted advisor who balances strategic thinking with operational execution, uses data to influence decisions, strengthens employee experience and performance, and ensures people practices support business success.