Careers at CDL Human Resource

 Key Responsibilities

• HR Administration: Support day-to-day HR administrative tasks including filing, documentation, employee record updates, staff data entry, and preparation of HR documents.
• Recruitment Support: Assist in job posting, CV sorting, interview scheduling, candidate communication, interview preparation, regret communication, and recruitment documentation.
• Onboarding and Induction Support: Assist in preparing onboarding documents, staff orientation schedules, induction forms, staff file checklists, and follow-up on new staff documentation.
• Employee Records Management: Support proper filing and updating of staff records, contracts, licences, statutory documents, leave forms, disciplinary records, and other HR documents.
• Attendance and Leave Tracking: Assist in tracking attendance, leave records, absenteeism, lateness, sick leave, and supporting preparation of related reports.
• Performance and Probation Follow-Up: Support tracking of probation reviews, performance review forms, confirmation follow-ups, and performance documentation.
• Employee Engagement Support: Assist in coordinating staff engagement activities, welfare communication, staff meetings, surveys, and HR communication to staff.
• HR Compliance Support: Support HR audits by ensuring staff files are complete, updated, confidential, and aligned with HR documentation requirements.
• Learning & Growth / People Support: Assist in tracking staff training attendance, CMEs, induction completion, skills gap records, and professional licence documentation where applicable.
• HR Reporting: Assist in preparing basic HR reports including headcount updates, recruitment trackers, onboarding status, leave records, attendance reports, and staff documentation status.

Strategic Program Responsibilities

• The HR Intern will support implementation of the following HR initiatives:
• Recruitment and Onboarding Support: Assist in ensuring timely recruitment coordination, candidate tracking, onboarding documentation, and new staff induction follow-up.
• HR Records and Compliance: Support staff file audits, documentation tracking, licence follow-up, contract filing, and HR records management.
• Employee Engagement and Communication: Assist in staff communication, welfare activities, engagement forums, and employee feedback coordination.
• HR Data and Reporting: Support updating of HR trackers and preparation of reports to guide workforce planning and HR decision-making.
• Learning and Development Support: Assist in tracking training attendance, induction completion, CMEs, and staff development records.

Requirements

Qualifications & Requirements

• Diploma or Degree in Human Resource Management or a related field.
• Recent graduate in Human Resource Management.
• Basic understanding of HR functions, labour relations, recruitment, employee records, and HR administration.
• Good communication, interpersonal, and organizational skills.
• High level of confidentiality, integrity, professionalism, and attention to detail.
• Good computer skills, especially Microsoft Word, Excel, email, and basic data entry.
• Ability to work in a busy hospital environment and support multiple HR tasks.
• Willingness to learn, take initiative, follow instructions, and maintain proper documentation.

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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.

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

• Bachelor’s 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 5–7 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.

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Job Description

The CNO will support implementation of the following strategic initiatives:

• Nursing Quality & Patient Safety: Strengthen nursing standards, bedside care, medication safety, infection prevention, handover compliance, documentation, and patient monitoring.
• SafeCare & Accreditation Readiness: Support achievement of SafeCare Level 4 certification and other quality standards through nursing audits, evidence filing, corrective actions, and staff sensitization.
• Nursing Workforce Productivity: Improve nursing staffing efficiency, rota planning, attendance, performance management, skills development, succession planning, and staff accountability.
• Patient Experience & Service Recovery: Improve patient satisfaction through effective communication, timely response to patient needs, complaint resolution, compassionate care, and structured patient feedback follow-up.
• Clinical Risk Reduction: Reduce adverse nursing-related events by strengthening incident reporting, escalation, clinical supervision, and corrective action implementation.
• Interdepartmental Coordination: Improve coordination between Nursing, Clinical Services, Pharmacy, Diagnostics, Operations, Finance, and Support Services to ensure seamless patient care delivery.

Qualifications & Requirements

• Bachelor’s Degree in Nursing.
• Masters in Healthcare Management, Public Health, Strategic Management, Business Administration, or a related field (Mandatory)
• Valid registration and practicing license from the Nursing Council of Kenya.
• Minimum 7 years’ nursing experience, with at least 5 years in nursing leadership or hospital management.
• Strong understanding of nursing governance, patient safety, infection prevention and control, clinical audits, quality improvement, and hospital accreditation standards.
• Demonstrated ability to lead multidisciplinary teams, manage nursing operations, improve staff performance, and drive patient-centred care.
• Strong communication, leadership, decision-making, problem-solving, and stakeholder management skills.

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Role Overview:

• The position is responsible for leading regional sales strategy execution, driving revenue growth, managing distributor and agro-dealer networks, and overseeing field sales teams to deliver strong commercial performance within the Animal Feeds business.

Key Responsibilities Include:

• Driving regional sales performance (volume, revenue, and market share)
• Managing and developing sales teams across territories
• Expanding distributor and agro-dealer networks
• Ensuring effective route-to-market execution
• Overseeing credit management and collections
• Providing market intelligence and sales performance reporting

Key Requirements:

• Minimum 7–10 years’ progressive sales experience
• At least 3–5 years in a sales leadership role
• Mandatory experience in animal feeds / agribusiness / livestock industry
• Strong background in channel management, distributor networks, and route-to-market execution
• Proven track record of delivering sales growth and managing field teams
• Experience in credit control, collections, and territory profitability management
• Strong leadership, coaching, and stakeholder management skills
• Based in or willing to relocate to Nakuru