Human Resource Business Partner (HRBP)

Key Responsibilities

• HR Business Partnering: Partner with departmental heads and managers to understand workforce needs operational gaps people risks and performance challenges and provide practical HR solutions aligned to hospital objectives.
  

• Workforce Planning & Staffing Support: Support manpower planning staffing reviews role clarity shift coverage discussions headcount tracking succession planning and escalation of critical staffing gaps.
  

• Talent Acquisition & Onboarding: Coordinate recruitment processes screening interviews documentation reference checks onboarding induction probation tracking and confirmation processes for assigned departments.
  

• Performance Management: Support implementation of performance management processes including goal setting KPI follow-up probation reviews performance improvement plans feedback discussions and documentation of performance outcomes.
  

• Employee Relations: Manage employee relations matters including grievances disciplinary cases conflict resolution staff concerns counseling investigations hearings and follow-up actions in line with policy and labor requirements.
  

• Employee Engagement & Culture: Coordinate staff engagement activities staff feedback forums pulse checks welfare follow-ups communication sessions and initiatives that promote teamwork accountability professionalism and service excellence.
  

• Learning & Development: Support skills gap analysis training needs identification induction tracking departmental training follow-up leadership development and compliance with required professional training and licensing where applicable.
  

• HR Compliance & Records Management: Ensure employee records contracts licenses statutory documents leave records attendance disciplinary records and HR files are accurate complete confidential and audit-ready.
  

• HR Reporting & Analytics: Prepare HR reports and dashboards covering headcount recruitment turnover absenteeism engagement disciplinary cases training performance reviews and people risks.
  

• Policy Implementation: Support interpretation and implementation of HR policies procedures staff handbook provisions labor requirements and internal communication to ensure consistency and fairness.
  

II. Strategic Program Responsibilities

The HRBP will support implementation of the following strategic initiatives:

• Workforce Productivity Program: Support departments in improving attendance shift coverage workload alignment role clarity staff productivity and accountability.
  

• Performance & Accountability Program: Drive structured performance reviews probation tracking PIPs coaching follow-up and documentation of performance expectations across departments.
  

• Employee Engagement & Retention Program: Implement engagement forums employee feedback mechanisms welfare support retention actions and culture improvement initiatives.
  

• Talent Acquisition & Onboarding Program: Support timely recruitment structured onboarding departmental orientation probation follow-up and early performance tracking for new staff.
  

• Skills Gap & Learning Program: Coordinate training needs analysis competency reviews departmental training plans and follow-up on continuous professional development requirements.
  

• Employee Relations & Compliance Program: Ensure fair handling of grievances disciplinary matters investigations documentation policy compliance and employee communication.
  

• HR Data & Reporting Program: Maintain accurate HR dashboards and reports to support decision-making workforce planning risk management and leadership updates.
  

Qualifications & Requirements

• Bachelors Degree in Human Resource Management Business Administration Social Sciences Psychology or a related field.
  

• CHRP qualification or ongoing CHRP certification is highly desirable.
  

• Membership with IHRM and is mandatory.
  

• Minimum 57 years HR experience preferably in a healthcare service or fast-paced operational environment.
  

• Strong understanding of Kenyan labor laws.
  

• HRIS Experience and a structured professional approach.
  

• Strong communication confidentiality emotional intelligence problem-solving stakeholder management and documentation skills.
  

• Ability to work in a busy hospital environment and support both operational and strategic HR priorities.