HR Business Partner at Haco Industries Kenya Limited

Role Summary

The HR Business Partner (HRBP) acts as a strategic architect, aligning human capital initiatives with business goals to drive organizational performance. This role leads end-to-end organizational development, change management, and workforce planning while fostering a high-performance culture through robust talent and performance management. By balancing expert counsel on employee relations and compensation with rigorous regulatory compliance, the HRBP serves as a vital liaison between leadership and staff, leveraging data-driven insights to optimize engagement and operational efficiency.

Key Responsibilities

Strategic Partnership & Organizational Development (OD)

• Serve as a trusted strategic partner to assigned business units, translating business goals into human capital priorities and delivering high-impact HR solutions.
• Lead Organizational Development (OD) initiatives, including workforce planning, organizational design reviews, and structure optimization to ensure alignment with long-term strategic objectives.
• Drive and champion change management efforts for significant organizational transitions (e.g., restructuring, new systems, culture shifts), ensuring effective communication, stakeholder alignment, and employee readiness to maximize adoption and minimize disruption.
• Act as a key champion for organizational culture, identifying opportunities and executing programs to reinforce desired values and behaviours across the business.

Performance, Talent & Development

• Oversee and drive the Performance Management cycle (e.g., goal setting, mid-year reviews, annual appraisals), coaching managers on effective feedback, performance improvement plans (PIPs), and calibration to foster a high-performance culture.
• Partner with management to identify key talent and critical roles, supporting succession planning and targeted employee development initiatives.
• Lead the management of employee engagement and welfare initiatives, driving strategies that improve morale, retention, and overall job satisfaction.

Compensation, Benefits & Employee Relations

• Manage the administration of compensation and benefits programs (e.g., annual salary review, incentive plans, benefits enrolment) for assigned groups, ensuring internal equity, external competitiveness, and compliance.
• Provide expert counsel on all employee relations (ER) matters, including complex disciplinary actions, grievances, and conflict resolution, ensuring fair and consistent application of policies and compliance with labor laws.
• Lead or actively participate in Collective Bargaining Agreement (CBA) negotiations and manage related communication and implementation activities, as required.

HR Policy, Compliance & Operations

• Develop, update, and implement various HR policies, processes, and procedures to ensure they are current, compliant (including local labor laws), and aligned with organizational values and business needs.
• Ensure the integrity and confidentiality of HR data by maintaining and updating records within the Human Resources Information System (HRIS).
• Lead and execute delegated HR business projects and related strategic assignments as a representative of the HR function.

Qualifications, Skills & Experience

• Bachelor’s degree in human resources management, Business Administration, or a closely related field.
• Post Graduate Diploma in Human Resources Management/ Certified Human Resources Professional (CHRP).
• An MBA or a relevant Master’s degree is highly preferred and will be considered a significant advantage.
• Minimum of 5 years in a supervisory role within a HR environment, specifically within the Manufacturing or FMCG sectors.
• Valid and active membership with a recognized professional body, such as IHRM.
• Strong background in Employee Relations and Labor laws compliance.
• Proficiency in Job Evaluation frameworks, Change Management, and organizational culture development.
• Advanced data analytical skills with the ability to translate HR metrics into actionable business insights.
• Highly conversant with modern HRIS (Human Resources Information Systems) and digital HR transformation tools.
• A commercially focused, entrepreneurial mindset aligned with broader business objectives.
• Superior planning, coordination, and sophisticated interpersonal skills to navigate complex stakeholder environments.