Human Capital Business Partner at Old Mutual Kenya

Key Responsibilities

Strategic Partnership & Workforce Planning

• Collaborate with department heads to co-develop people strategies that enable business outcomes.
• Conduct workforce planning, talent forecasting, and organization design reviews.
• Identify critical skill gaps and workforce risks; develop mitigation plans.

Talent & Leadership Development

• Lead business unit execution of succession planning, career pathing, and talent reviews.
• Partner with the Learning & Development function to build capability frameworks.
• Support leadership coaching, high-potential identification, and readiness plans.

Performance & Culture Enablement

• Drive the implementation of performance management processes and continuous feedback culture.
• Embed company values into the day-to-day employee experience and leadership practices.
• Facilitate culture change initiatives, including DEIB, employee voice, and behavior modeling.

Employee Relations & Risk Management

• Provide counsel to managers on complex employee relations issues, conflict resolution, and policy interpretation.
• Ensure consistent, ethical, and legally compliant resolution of HC cases.
• Lead sensitive investigations and partner with legal and compliance teams where needed.

Organizational Agility & Change

• Support business transformation efforts including restructures, integrations, and strategic pivots.
• Support in change readiness assessments and communication plans.
• Champion agile HC methods – iterative delivery, cross-functional teaming, and data-driven decisions.

Data, Analytics & Reporting

• Use people analytics to drive insights into attrition, engagement, performance, and productivity.
• Translate HC data into executive-level business cases and action plans.
• Monitor KPIs and recommend improvements to programs and policies.

Agile HR Delivery & Innovation Enablement

• Apply agile HC principles (e.g., sprint cycles, test-and-learn, co-creation) in delivering people programs.
• Lead pilot initiatives and iterate HC solutions based on employee feedback and data.
• Act as a change ambassador by identifying, testing, and scaling innovative talent and engagement practices.
• Collaborate with cross-functional teams to solve business challenges using agile teaming and design sprints.

QUALIFICATIONS, KNOWLEDGE & EXPERIENCE

Required Experience

• 6–8 years of experience in human resources, including at least 3 years in a strategic HRBP or advisory capacity.
• Hands-on experience in talent management, workforce planning, and change management.
• Strong grasp of labor law, HRIS systems, and people analytics.
• Experience in agile HR or innovation frameworks is highly desirable.