Head of Human Resources and Administration at Kenya Mortgage Refinance Company (KMRC)

 Job Purpose

The Head of Human Resources and Administration provides strategic leadership in building the people, culture, organizational capability, and administrative systems required to deliver the Companys mandate. The role leads workforce planning, talent management, organizational development, performance management, employee relations, HR governance and workplace administration, ensuring that the Company has an engaged, capable and accountable workforce supported by efficient, compliant and responsive corporate services.

Key Accountabilities

HR Strategy and Workforce Planning

• Lead the development, implementation and periodic review of the Human Resources and Administration Strategy, ensuring that workforce priorities, policies and investments align with the Companys corporate strategy and approved operating plans.
• Advise the Chief Executive Officer and Management on workforce capability, organizational design, culture, employee relations and administrative matters that may affect delivery of the Companys mandate.
• Lead workforce planning, establishment control and organizational structure reviews to ensure that staffing levels, roles and capabilities remain aligned with business requirements.
• Provide timely, evidence based HR and administration reports, analysis and recommendations to Management and relevant governance forums.

Talent Acquisition, Development and Succession

• Develop and implement an integrated talent management framework covering workforce planning, recruitment, onboarding, deployment, capability development, career management, succession planning, leadership development and retention of critical talent.
• Oversee fair, transparent and timely recruitment and selection processes that attract suitably qualified, diverse and value aligned employees.
• Lead organizational training needs assessment and implement learning interventions that address identified capability gaps and support strategic priorities.
• Establish succession and talent pipeline arrangements for critical roles and monitor readiness against approved development plans.

Performance, Culture and Organizational Development

• Lead the design and administration of an enterprise wide performance management framework that translates corporate objectives into measurable departmental and individual commitments.
• Strengthen managerial accountability through timely goal setting, performance reviews, feedback, recognition, development support and appropriate corrective action.
• Champion an inclusive, ethical, collaborative and results oriented culture that reinforces the Companys values and supports employee engagement.
• Lead the people aspects of organizational change, including stakeholder engagement, communication, capability building and adoption monitoring.

Reward, Employee Relations and Employee Experience

• Develop and periodically review competitive, equitable and financially sustainable remuneration, grading, benefits and recognition frameworks.
• Oversee employee relations, welfare, grievance handling, disciplinary processes, separation and contract termination in accordance with applicable law, policy and procedural fairness.
• Promote a positive employee experience through responsive HR services, clear communication, employee engagement and continuous improvement.
• Lead initiatives that support employee well being, occupational safety and a respectful working environment.

HR Governance, Compliance, Risk and Information Systems

• Establish and maintain effective HR governance, risk, compliance and internal control arrangements, including statutory compliance, policy governance, workforce data integrity, personnel record confidentiality and HR process controls.
• Ensure that HR policies, procedures and employment practices are current, consistently applied and compliant with applicable legal and regulatory requirements.
• Oversee the integrity, security and effective use of the Human Resources Information System to support accurate records, workforce analytics, decision making and reporting.
• Identify, assess, manage and escalate material people, compliance, employee relations, safety and workplace risks.

Administration, Facilities and Corporate Services

• Provide strategic oversight of administrative and workplace services, including facilities, records, transport, security, office equipment, property, occupational safety, outsourced support services and business support infrastructure.
• Ensure that administrative services are delivered to agreed standards of quality, cost efficiency, compliance, safety and operational continuity.
• Develop and implement administrative strategies, policies, procedures, service standards and control systems that support efficient business operations.
• Provide appropriate management oversight of procurement, logistics and administrative operations while preserving the professional independence, statutory responsibilities and governance requirements applicable to procurement.

Departmental Leadership, Budget and Performance

• Provide leadership, direction, coaching and performance oversight to departmental employees, promoting accountability, professional growth and effective teamwork.
• Prepare, manage and monitor the departmental budget, ensuring prudent resource allocation, cost control and value for money.
• Translate departmental priorities into annual work plans, performance targets, service standards and individual accountability, and monitor delivery against agreed commitments.
• Drive continuous improvement, process efficiency and service responsiveness across Human Resources and Administration.
• Undertake other responsibilities reasonably related to the position and assigned by the Chief Executive Officer, consistent with the role level of authority and the Companys operational requirements.

Key Result Areas

• Workforce capacity, structure and succession readiness.
• Timely recruitment, effective onboarding and retention of critical talent.
• Employee capability, leadership development and implementation of approved learning plans.
• Quality and effectiveness of performance management, employee engagement and organizational culture.
• Fair, competitive and sustainable reward and recognition practices.
• Effective management of employee relations, welfare, safety, separation and statutory obligations.
• Integrity of HR data, personnel records, controls and management reporting.
• Quality, responsiveness, cost efficiency and continuity of administrative and workplace services.
• Effective departmental budget execution, resource management and delivery of approved strategic initiatives.
• Continuous improvement and satisfaction of internal users of Human Resources and Administration services.

Decision Making and Advisory Authority

• Recommend HR and administration strategies, policies, structures, budgets and major initiatives for approval through the appropriate governance channels.
• Make decisions within approved policies, budgets, delegated authority and applicable legal or regulatory requirements.
• Advise the Chief Executive Officer and Management on material workforce, culture, employee relations, compliance, safety and administrative risks.
• Escalate matters requiring executive, committee or Board consideration in a timely manner.

Minimum Requirements

Academic Qualifications

• A master's degree in Human Resource Management, Business Administration, Social Sciences or a related field from a recognized institution.
• A bachelor's degree in Human Resource Management, Business Administration, Social Sciences or a related field from a recognized institution.
• A Higher National Diploma in Human Resource Management or an equivalent recognized professional qualification.

Professional Qualifications

• Membership in good standing with the Institute of Human Resource Management.
• A valid practicing certificate from the Institute of Human Resource Management.
• Any other relevant professional certification will be an added advantage.

Experience

• A minimum of ten years' relevant experience in human resources, including at least five years in senior leadership, with demonstrated responsibility for departmental budgets, people, processes, projects and stakeholder relationships.
• Demonstrated experience in a senior HR leadership role with responsibility for strategy implementation, organizational development, performance management and employee relations.

Technical Competencies

• HR strategy, workforce planning and organizational design.
• Talent acquisition, development, succession planning and change management.
• Performance, reward and employee relations management.
• Employment law, HR governance, compliance, risk management and occupational safety.
• HR analytics, information systems, records management and corporate reporting.
• Budgeting, project management, administration and facilities oversight.
• Proficiency in Microsoft Office applications and relevant HR information systems.

Leadership and Behavioral Competencies

• Strategic leadership and sound judgement.
• High standards of integrity, confidentiality and ethical practice.
• Clear communication, negotiation and stakeholder influence.
• Analytical thinking, problem solving and evidence based decision making.
• Change leadership, coaching and team development.
• Results orientation, planning, prioritization and delivery under competing deadlines.
• Collaboration, conflict resolution and commitment to responsive internal service.