HRBP Performance Management & Culture, Kenya, Emerging Markets,

REPORTS TO: Group Human Resources Director (GHRD)

DEPARTMENT: Human Resources

BASED AT: Nairobi Kenya

Job Purpose

The Executive HR Business Partner provides strategic leadership in shaping a high-performance accountable and values-driven organization. The role leads the enterprise agenda on performance management employee engagement workplace culture and recognition frameworks to ensure that people strategy directly enables business results.

Working closely with the Executive Committee and senior business leaders the role translates corporate strategy into clear workforce expectations performance standards and leadership accountability systems. The position ensures that employees operate within defined goals receive consistent feedback and are recognized fairly for contribution and results.

In addition the role acts as a trusted advisor to leadership on organizational effectiveness workforce capability and people risk management. Through strong data insights leadership coaching and governance oversight the position supports the organization in building a resilient workforce capable of sustaining growth and operational excellence.

Key responsibilities and accountabilities:

1. Performance Management and Productivity Leadership

• Lead the design governance and continuous improvement of the enterprise performance management framework.
  
• Ensure that corporate objectives cascade into departmental goals and individual performance targets.
  
• Oversee the performance management cycle including goal setting reviews calibration and evaluation processes.
  
• Strengthen leadership accountability through structured performance discussions and evidence-based decision making.
  
• Integrate performance outcomes into reward promotion succession planning and workforce development decisions.
  
• Champion the adoption of performance analytics and digital tools to support performance tracking and productivity monitoring.
  
• Advise executive leadership on workforce productivity trends and performance risks across the organization.
  

2. Organizational Culture and Employee Engagement Leadership

• Champion the integration of organizational values into leadership behaviors and everyday decision making.
  
• Design and oversee employee engagement strategies that enhance employee experience and workplace trust.
  
• Lead enterprise employee-listening to mechanisms including engagement surveys pulse surveys and leadership feedback channels.
  
• Translate engagement insights into actionable initiatives that improve morale productivity and retention.
  
• Partner with executive leaders to address cultural risks and strengthen a consistent organizational identity across teams.
  
• Provide oversight on engagement improvement plans across departments and monitor progress toward agreed outcomes.
  

3. Strategic Reward and Recognition Frameworks

• Design and govern reward and recognition frameworks that acknowledge employee contributions and reinforce organizational values.
  
• Advise senior leaders on reward practices that support retention of critical talent and motivate high performance.
  
• Review internal compensation structures and benchmark practices against market trends.
  
• Ensure transparency and consistency in recognition practices across the organization.
  

4. Leadership Coaching and Capability Development

• Provide executive coaching to leaders on performance management employee engagement and talent development.
  
• Build managerial capability in goal setting feedback conversations and development planning.
  
• Guide leaders through complex performance management challenges and improvement processes.
  
• Partner with learning and development teams to address organizational capability gaps.
  

5. Multi-Country HR Operations Leadership

• Oversee the delivery of core HR operational processes across assigned markets including recruitment coordination onboarding employee lifecycle management and employee relations.
  
• Ensure consistency in HR practices policies and procedures across countries while allowing necessary adaptation to local regulatory requirements.
  
• Provide guidance to in-country HR teams and business leaders on operational HR matters and workforce challenges.
  
• Monitor HR service delivery standards and ensure efficient execution of HR processes across all operating locations.
  
• Identify operational HR risks and implement corrective actions to maintain effective people management practices.
  

6. Workforce Planning and Organizational Advisory

• Partner with country leadership to ensure workforce plans support operational and growth objectives.
  
• Provide insight on staffing levels capability needs and organizational structure improvements.
  
• Support leaders in identifying talent gaps and workforce development priorities.
  
• Guide leadership teams on managing workforce transitions restructuring initiatives or role realignments.
  

7. HR Governance Compliance and Risk Management

• Provide oversight on compliance with local employment legislation across all countries of operation.
  
• Ensure the consistent application of HR policies disciplinary procedures and employee relations frameworks across markets.
  
• Work closely with legal and compliance teams to address employment risks and regulatory changes.
  
• Maintain strong governance practices in areas such as employee documentation contracts and HR record management.
  
• Provide leadership guidance during sensitive employee relations matters or workplace disputes.
  

Requirements

Academic & Professional Qualifications

1. Bachelors degree in Human Resource Management Business Administration Industrial Psychology or a related field. MBA on a business-related course is an added advantage.
   
2. Mandatory professional qualification: CHRP / IHRM Higher Diploma / SHRM / CIPD or equivalent
   
3. Minimum 810 years progressive HR experience with at least 3- 5 years as a Performance Specialist.
   
4. Experience working in multi-country fast-growing or emerging market environments is a strong advantage.
   
5. Exposure to HR transformation performance systems organizational design and HR technology is an added advantage.
   

Skills Knowledge and Abilities

1. Strategic HR Business Partnering: Aligns people strategy to business outcomes.

2. Performance & Productivity Management: Drives results-based performance systems.

3. Multi-Country HR Compliance: Manages labor law and regulatory risk across markets.

4. Organizational Design & Workforce Planning: Aligns structures and capacity to strategy.

5. Change & Transformation Leadership: Leads enterprise change initiatives.

6. Data-Driven HR Decision Making: Uses analytics to inform leadership decisions.

7. Senior Stakeholder Influence: Influences leaders to deliver people outcomes.

8. Talent & Succession Management: Builds pipelines for critical roles.

9. HR Systems & HRIS Optimization: Enhances HR technology and reporting.

10. Agility & Execution Excellence: Delivers in fast-paced environments.