HR Roles at Nairobi Hospital

HUMAN RESOURCE OFFICER REF: TNH/HHR/HRO/07/2026

The overall purpose of this role is to provide strategic and operational human resources support to assigned divisions/business units by partnering with leaders and employees to deliver effective workforce planning, talent acquisition, employee relations, performance management, learning and development, HR analytics, employee experience, and compliant HR operations in line with the Hospital’s policies, Kenyan labour laws, regulatory requirements, and Strategic Plan (2025–2029).

ROLES AND RESPONSIBILITIES

• Serve as a trusted HR partner to assigned business units, translating business priorities into practical people plans that support service excellence, patient outcomes, and workforce sustainability.
• Partner with managers on workforce planning, staff establishment reviews, succession planning, role design, and resourcing forecasts to ensure the right skills are available at the right time.
• Coordinate end-to-end recruitment, selection, onboarding, internal mobility, and separation processes while promoting fair, inclusive, timely, and positive candidate and employee experiences.
• Support performance management processes, including goal setting, continuous feedback, coaching, performance improvement plans, appraisal moderation, and timely performance reporting.
• Advise line managers and employees on employee relations matters, including grievances, conflict resolution, disciplinary processes, workplace investigations, policy interpretation, and labour law compliance.
• Support implementation of learning and development initiatives by identifying capability gaps, coordinating training interventions, monitoring completion, and evaluating learning effectiveness.
• Drive employee engagement, wellness, inclusion, and culture-building initiatives that strengthen morale, retention, accountability, and a high-performance work environment.
• Analyse HR data and prepare timely reports on headcount, turnover, absenteeism, leave utilisation, staff costs, recruitment performance, training, and employee relations trends to support evidence-based decision-making.
• Maintain accurate, confidential, and up-to-date employee records, HRIS data, contracts, statutory documentation, professional licences, and other compliance records.
• Monitor leave management, attendance, probation, contract renewals, confirmations, transfers, promotions, and other employee lifecycle processes in line with policy and service standards.
• Support organisational change initiatives by preparing communication, stakeholder engagement, transition plans, and adoption support for affected teams.
• Promote compliance with Kenyan labour laws, Collective Bargaining Agreements, professional regulatory requirements, data privacy expectations, occupational safety and health requirements, and internal HR policies.
• Continuously review HR processes, service delivery standards, and digital tools to improve efficiency, employee experience, reporting quality, and internal customer satisfaction.
• Supervise, coach, and develop HR support staff where applicable, ensuring accountability, professionalism, confidentiality, and continuous learning.
• Perform any other duties assigned by the supervisor from time to time.

EDUCATION AND EXPERIENCE

• Bachelor’s degree in Human Resource Management, Business Administration, Social Sciences, Psychology, Organizational Development or a related field from a recognized institution.
• Certified Human Resource Professional (CHRP-K) qualification or equivalent professional HR certification.
• Active registered member of the Institute of Human Resource Management (IHRM) in good standing.
• Minimum of five (5) years’ progressive experience as an HR generalist or HR business partner, with at least two (2) years in a supervisory or business-facing HR advisory role.
• Demonstrated experience in employee relations, recruitment, performance management, HR reporting, learning and development coordination, and HR policy implementation.
• Experience using HR information systems, data dashboards, Microsoft Office applications, and digital collaboration tools.

CORE COMPETENCIES

• Strong understanding of contemporary HR practices, employee experience, organizational development, talent management, performance management, and employee relations.
• Sound knowledge of Kenyan labour laws, HR professional standards, Collective Bargaining Agreements, occupational safety and health requirements, and HR compliance obligations.
• Ability to interpret HR metrics, identify workforce trends, prepare insightful reports, and recommend practical solutions.
• Strong advisory, coaching, facilitation, conflict resolution, persuasion, and negotiation skills.
• Excellent communication, interpersonal, stakeholder management, and relationship-building skills across clinical and non-clinical teams.
• High level of integrity, confidentiality, professionalism, emotional intelligence, and sound judgement.
• Strong analytical, problem-solving, creative thinking, planning, and execution skills.
• Digital literacy and ability to use HR systems, spreadsheets, dashboards, and collaboration tools to improve HR service delivery.
• Change management capability and ability to support teams through organizational transformation.
• Knowledge of hospital operations, healthcare workforce dynamics, and regulatory requirements will be an added advantage.

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HUMAN RESOURCE ASSISTANT REF: TNH/HHR/HRA/07/2026

The overall purpose of this job is to provide administrative support to the human resources function in order to facilitate achievement of the departmental objectives.

ROLES AND RESPONSIBILITIES

• Support implementation of HR initiatives within assigned business units in line with departmental objectives and guidance from the HR Business Partner.
• Coordinate employee lifecycle processes including recruitment administration, onboarding, transfers, confirmations, and separation documentation to ensure smooth execution and compliance.
• Schedule interviews, prepare employment documentation, and maintain recruitment and onboarding trackers for timely follow-up.
• Maintain accurate employee records, organization charts, and staff movement data within the HR information system and personnel files.
• Provide first-level support to employees and line managers on routine HR policies, procedures, and employment-related queries, escalating complex matters to the HR Business Partner.
• Support administration of employee relations processes including disciplinary, grievance, and absenteeism cases by preparing documentation, coordinating meetings, and recording minutes.
• Monitor timelines for probation reviews, contract renewals, leave balances, and performance activities to ensure timely action by managers.
• Assist in coordinating the performance management process by issuing templates, tracking submissions, compiling reports, and maintaining documentation.
• Support coordination of learning and development activities including training logistics, attendance tracking, evaluation records, and compliance monitoring.
• Prepare routine HR reports including headcount, turnover, leave utilization, overtime, and employee movement data for review by the HR Business Partner.
• Support payroll processing by preparing and validating monthly HR inputs including new hires, exits, leave adjustments, and other employee changes.
• Maintain trackers for professional licenses, certifications, and mandatory compliance requirements to ensure timely renewals.
• Support implementation of HR policies, procedures, and employee engagement initiatives across the assigned business units.
• Ensure employee documentation and HR records comply with labour laws, internal policies, and applicable Collective Bargaining Agreements.
• Liaise with departmental managers to follow up on routine HR action items and ensure closure of assigned people-related matters.
• Assist in preparation of presentations, reports, and documentation for management meetings and HR reviews.
• Maintain confidentiality of employee information and handle sensitive documentation with professionalism and discretion.
• Coordinate and execute end-to-end source verification processes by collecting and validating documents, initiating and tracking background checks with vendors, maintaining accurate records, and escalating any discrepancies or delays to the HR Business Partner for review.
• Any other responsibility assigned to the job holder by the supervisor from time to time;

EDUCATION AND EXPERIENCE

• Bachelor’s degree in Human Resource Management, Social Sciences, Business Administration or any other business related field from a recognized institution.
• Must be an active registered member of the Institute of Human Resources Management (IHRM).
• At least 2 years’ experience in a busy Human Resources Department

CORE COMPETENCIES

• Knowledge of best and current human resource practices and approaches.
• Broad knowledge and experience in leading practices in organization development, compensation, talent management and development and employee relations
• Knowledge of the Kenyan Labour Laws.
• Good knowledge of core hospital management processes will be an added advantage.
• Ability to integrate critical information from diverse areas.
• Problem-solving skills.
• Analytical and creative thinking skills.
• Strong persuasion and negotiation skills.
• Strong business acumen / commercial orientation.
• Relationship management skills (internal and external customers).
• Communication and interpersonal skills.
• Strong leadership and people management skills.
• Ability to effectively manage multiple stakeholders.
• Strong execution skills.

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REF: TNH/HHR/S-HRO /07/2026

The overall purpose of this role is to leading people analytics, performance management, learning and development, and culture initiatives to enhance organizational effectiveness. The role provides data-driven insights to support workforce planning, talent management, succession planning, and strategic decision-making, while promoting employee engagement, leadership development, continuous learning, and a high-performance organizational culture.

ROLES AND RESPONSIBILITIES

• Lead HR analytics by developing dashboards, scorecards, and workforce reports to support strategic and operational decision-making.
• Monitor and analyse key workforce metrics, including recruitment, turnover, absenteeism, employee engagement, diversity, training effectiveness, and performance trends.
• Lead the implementation, coordination, and continuous improvement of the organization's performance management framework, including performance planning, mid-year and annual reviews, performance improvement plans, and calibration processes.
• Monitor performance management compliance, analyse performance outcomes, and provide recommendations to enhance organizational and individual performance.
• Coordinate learning and development initiatives, including training needs assessments, annual training plans, leadership development, professional development programmes, and evaluation of training effectiveness.
• Support talent management, succession planning, and organizational development initiatives through workforce analytics and capability assessments.
• Lead employee engagement surveys, culture assessments, and employee experience initiatives, and coordinate action plans that strengthen organizational culture and employee wellbeing.
• Drive culture transformation initiatives that reinforce organizational values, desired behaviours, accountability, collaboration, and service excellence.
• Develop and monitor HR Key Performance Indicators (KPIs) and provide evidence-based insights and recommendations to senior management.
• Oversee HR data integrity, HRIS reporting, and compliance with reporting requirements while promoting data-driven decision-making.
• Prepare periodic HR reports and workforce analytics for Executive Management, Board Committees, and other stakeholders.
• Partner with HR Generalists and the HR Officer – Employee & Industrial Relations to identify organizational trends, address workforce challenges, and implement integrated people solutions.
• Promote continuous improvement, innovation, employee engagement, and a culture of high performance across the organization.
• Any other responsibility assigned to the job holder by the supervisor from time to time;

EDUCATION AND EXPERIENCE

• Bachelor’s degree in Human Resource Management, Social Sciences, Business Administration or any other business related field from a recognized institution.
• A Master's degree in Human Resource Management, Business Administration (MBA), Organizational Development, or a related field is an added advantage
• Must have Certified Human Resource Professional (CHRP-K) qualifications.
• Must be an active registered member of the Institute of Human Resources Management (IHRM).
• Certification in HR Analytics, Performance Management, Organizational Development, Learning & Development, or Change Management.
• Minimum of 5 years’ experience including 3 years specializing in HR Analytics

CORE COMPETENCIES

• Knowledge of best and current human resource practices and approaches.
• Broad knowledge and experience in leading practices in organization development, compensation, talent management and development and employee relations
• Knowledge of the Kenyan Labour Laws.
• Good knowledge of core hospital management processes will be an added advantage.
• Ability to integrate critical information from diverse areas.
• Problem-solving skills.
• Analytical and creative thinking skills.
• Strong persuasion and negotiation skills.
• Strong business acumen / commercial orientation.
• Relationship management skills (internal and external customers).
• Communication and interpersonal skills.
• Strong leadership and people management skills.
• Ability to effectively manage multiple stakeholders.
• Strong execution skills.

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HUMAN RESOURCE FILLING CLERK REF: TNH/HHR/ HR-FC /07/2026

The overall purpose of this role is to provide essential administrative, records management, and data management support to ensure that HR information is accurate, accessible, secure, and reliable. The role supports the maintenance of employee records, filing systems, HR data processes, and document management practices that enable timely retrieval, compliance, and effective HR service delivery.

ROLES AND RESPONSIBILITIES

HR Records Management & Filing

• Maintain accurate and up-to-date employee personnel files, both physical and electronic.
• Ensure proper filing, indexing, storage, retrieval, and archiving of HR documents.
• Update employee records relating to personal information, contracts, job changes, performance documents, training records, and other HR transactions.
• Ensure confidentiality and security of employee records in compliance with HR policies and data protection requirements.
• Conduct regular file audits to ensure completeness, accuracy, and compliance with documentation standards.
• Support the transition and maintenance of electronic employee records and HR document management systems.

HR Analytics & Data Support

• Support the Senior HR Officer – HR Analytics, Performance Management, Learning & Culture in collecting, organizing, and validating HR data.
• Maintain accurate HR databases and ensure timely updates of employee information in the HR Information System (HRIS).
• Assist in preparation of HR reports, dashboards, and workforce statistics including headcount, turnover, absenteeism, training participation, and performance data.
• Conduct data checks and identify gaps or inconsistencies in HR records for correction.
• Support the preparation of data required for audits, management reports, and HR projects.

Performance Management Administration

• Support administration of performance management processes, including tracking submission of performance objectives, reviews, and appraisal documentation.
• Maintain performance management records and generate status reports.
• Assist in coordinating communication and documentation for performance review cycles.
• Support maintenance of performance improvement plan records and related documentation.

Learning & Development Administration

• Maintain employee training and development records.
• Update training databases and support preparation of training reports.
• Assist in coordinating training logistics, attendance records, evaluations, and documentation.
• Support tracking of mandatory training and professional development requirements.

General HR Administration & Support

• Provide administrative support for HR projects, employee engagement initiatives, and culture programmes.
• Assist with HR surveys, employee feedback exercises, and data collection activities.
• Support HR audits, inspections, and compliance reviews.
• Any other responsibility assigned to the job holder by the supervisor from time to time;

EDUCATION AND EXPERIENCE

• Degree in Human Resource Management, Business Administration, Records Management, Information Management, or a related field.
• Training in HR Information Systems (HRIS), data management, or Microsoft Excel is an added advantage
• Experience in maintaining databases, and supporting HR reporting processes.
• Minimum 2 years’ experience in records management, filing, or office administration.
• Experience working with electronic filing systems or HRIS platforms is desirable.

CORE COMPETENCIES

• Knowledge of best and current human resource practices and approaches.
• Broad knowledge and experience in leading practices in organization development, compensation, talent management and development and employee relations
• Knowledge of the Kenyan Labour Laws.
• Good knowledge of core hospital management processes will be an added advantage.
• Ability to integrate critical information from diverse areas.
• Problem-solving skills.
• Analytical and creative thinking skills.
• Strong persuasion and negotiation skills.
• Strong business acumen / commercial orientation.
• Relationship management skills (internal and external customers).
• Communication and interpersonal skills.
• Strong leadership and people management skills.
• Ability to effectively manage multiple stakeholders.
• Strong execution skills.