Jobs at Accurex Leadership and Management Consultants Ltd

Job Role

• The Community Oral Health Officer (COHO) provides patient-centred oral health services, preventive care and community education. The role supports early identification of oral health problems, appropriate treatment and timely referral, while maintaining accurate clinical records and a safe care environment. All clinical activities must remain within the officer’s current authorised scope of practice, demonstrated competence and facility protocols.

PURPOSE OF THE ROLE

•  Improve access to safe and timely oral healthcare.
•  Promote oral hygiene and prevent avoidable oral diseases through patient and community education.
•  Identify oral health needs and coordinate appropriate treatment, referral and follow-up.
•  Maintain high standards of patient safety, clinical documentation and service delivery.

DUTIES AND RESPONSIBILITIES

Patient Assessment and Oral Healthcare

•  Obtain relevant medical and dental histories, conduct oral examinations and document findings.
•  Develop and explain care plans, obtain informed consent and deliver permitted preventive and basic clinical care within the authorised COHO scope.
•  Recognise conditions requiring dental officer or specialist attention and arrange timely referral.
•  Provide clear aftercare instructions and review patients to assess progress and address concerns.

Preventive Care and Patient Education

•  Educate patients on toothbrushing, oral hygiene, diet and risk factors affecting oral health.
•  Provide individual and group counselling suited to patients’ age, health needs and understanding.
•  Support preventive oral health activities and encourage regular reviews and early care seeking.

Community Outreach and Health Promotion

•  Support planning and delivery of oral health education and screening activities in schools and community settings.
•  Work with community health teams to identify underserved groups and improve referral uptake.
•  Record outreach participation, findings and follow-up needs, and report service gaps.

Infection Prevention and Clinical Safety

•  Follow hand hygiene, protective equipment, instrument decontamination and sterilisation procedures.
•  Ensure safe handling of sharps and healthcare waste and maintain a clean treatment environment.
•  Check equipment readiness, report faults and monitor essential supplies and expiry dates.
•  Recognise clinical emergencies, provide first response within training and activate the facility’s emergency pathway.

Documentation and Reporting

•  Maintain complete, accurate and confidential patient records, including consent, treatment and referrals.
•  Prepare service reports covering attendance, care provided, outreach and follow-up outcomes.
•  Protect patient information and use approved systems for record keeping and communication.

Team Coordination and Service Improvement

•  Coordinate patient care with dental officers, nursing staff and other clinical teams.
•  Participate in clinical reviews, audits and continuing professional development.
•  Escalate incidents and patient concerns promptly and contribute to improvements in care quality. 

Qualification

• Diploma in Community Oral Health from a recognised institution, or a recognised higher qualification in the same field.
• Registration with the Kenya Medical Practitioners and Dentists Council (KMPDC) and a valid annual practising licence.
• Completion of applicable internship and registration requirements.
• Demonstrated practical competence in oral health assessment, preventive care, infection prevention and clinical documentation.
•  2–3 years of relevant post-registration experience in a dental clinic, hospital or community oral health programme.

COMPETENCIES

•  Clinical judgement and safe practice: assess oral health needs, recognise limitations and refer promptly.
•  Patient-centred care: demonstrate empathy, obtain informed consent and explain care clearly.
•  Quality and safety: apply infection prevention standards and maintain accurate clinical records.
•  Communication and teamwork: coordinate care and communicate effectively with patients and clinical teams.
•  Professional integrity: uphold ethical standards, accountability and patient confidentiality.
•  Organisation and adaptability: prioritise patient needs and manage competing demands effectively.
•  Community health promotion: deliver practical oral health education and support preventive care. 

Last Date 9th Dec 2026

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Job Role

• The Business Development Executive is responsible for winning new clients and growing revenue for an HR and workforce solutions company. The role involves prospecting, understanding client workforce needs, presenting suitable services, preparing proposals and converting opportunities into signed business. Service offerings may include recruitment and executive search, staff and labour outsourcing, payroll administration, HR advisory, training and HR technology solutions. The role works closely with service delivery teams to ensure that commercial commitments are achievable and clients receive a smooth onboarding experience.

PURPOSE OF THE ROLE

• Generate qualified leads and convert them into sustainable, profitable client relationships.
• Achieve agreed sales targets through structured prospecting, follow-up and account development.
• Match client needs with appropriate HR and workforce solutions.
• Build a reliable sales pipeline and improve visibility of revenue opportunities.
• Support client retention, repeat business and cross-selling across the company’s services.

DUTIES AND RESPONSIBILITIES

Prospecting and Lead Generation

• Identify target organisations, decision-makers and potential clients through market research, referrals, networking and digital channels.
• Conduct outbound calls, personalised emails and follow-ups to secure discovery meetings.
• Maintain a prospect database and prioritise leads according to service needs, budget and readiness to buy.

Client Needs Assessment and Solution Selling

• Engage business owners, HR leaders, procurement teams and operational managers to understand their staffing and HR challenges.
• Present relevant recruitment, outsourcing, payroll, advisory, training and HR technology services.
• Coordinate technical input from HR consultants and service specialists when developing client solutions.

Proposals Negotiation and Sales Conversion

• Prepare accurate proposals, quotations, presentations and tender inputs using approved templates and pricing.
• Explain service scope, deliverables, fees and commercial terms clearly; negotiate within delegated authority.
• Manage opportunities from initial contact through proposal follow-up, objection handling and contract closure.
• Obtain approval for discounts or non-standard terms and maintain complete records of client agreements.

Account Development and Client Relationships

• Maintain regular contact with assigned clients to identify emerging workforce needs and additional service opportunities.
• Support renewals, referrals and cross-selling in coordination with account managers and delivery teams.
• Escalate client concerns promptly and follow through on agreed actions.
• Coordinate with Finance on invoice queries and payment follow-up for assigned accounts.

Sales Reporting and Market Intelligence

• Keep CRM records current, including contacts, meeting notes, opportunity stages, values and next actions.
• Prepare weekly and monthly reports on sales activity, pipeline, conversions, revenue and target achievement.
• Track competitor activity, client feedback and market trends to inform sales priorities.
• Monitor agreed indicators such as qualified leads, meetings, proposals, conversion rate, new accounts and collected revenue.

Cross Functional Coordination and Client Onboarding

• Coordinate complete handovers of signed business to recruitment, payroll, outsourcing, consulting or HR technology teams.
• Share agreed scope, workforce requirements, timelines, pricing and client expectations before service commencement.
• Work with Marketing on campaigns, events, webinars and lead follow-up.
• Protect client information and make service commitments that have been confirmed by the responsible delivery team. 

QUALIFICATIONS

• Bachelor’s degree or diploma in Business Administration, Marketing, Human Resource Management or a related field.
• Minimum 2–3 years of experience in business development, B2B sales or selling professional services.
• Demonstrated ability to generate leads, manage a sales pipeline and achieve sales targets.
• Experience selling HR services, staffing, recruitment, outsourcing, payroll or HR technology is an added advantage.

COMPETENCIES

• Commercial awareness and results orientation: pursue viable opportunities, understand pricing and margin considerations, and take ownership of targets.
• Client focus and relationship building: understand client needs and maintain professional, responsive engagement.
• Communication and influence: explain service value clearly and engage decision-makers confidently.
• Initiative and resilience: sustain prospecting activity, handle rejection and act on opportunities.
• Planning and accountability: manage follow-ups, meet deadlines and maintain accurate sales records.
• Integrity and collaboration: protect confidential information, represent services accurately and work constructively with delivery teams. 

Last Date 8th Dec 2026

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Job Role

• The Head of HR leads the people strategy and human resources function of an oil and gas company. The role partners with executive leadership and operational managers to build a capable workforce, strengthen employee relations, manage people costs and support safe, reliable operations. It oversees HR delivery across corporate offices and operational sites, including technical, shift-based and contractor workforces, as applicable.

PURPOSE OF THE ROLE

• Align the HR strategy and workforce plan with business growth and operational requirements.
• Build leadership capability, retain critical talent and strengthen succession coverage.
• Promote fair employment practices, effective employee relations and a culture of accountability.
• Maintain workforce readiness and support health, safety, security and environmental priorities.
• Improve HR service delivery, employee experience and management visibility of people costs and risks.

DUTIES AND RESPONSIBILITIES

HR Strategy and Workforce Planning

• Develop and execute the HR strategy, annual operating plan and departmental budget.
• Translate business and site requirements into workforce plans, staffing structures and succession priorities.
• Advise executive leadership on organisational design, restructuring, change management and people risks.

Talent Acquisition and Development

• Lead recruitment and onboarding for technical, operational, commercial and leadership positions.
• Develop succession plans and retention programmes for critical and hard-to-fill roles.
• Coordinate competency assessments and training with operational and HSSE leaders, including role-specific certifications and refresher training.

Employee and Industrial Relations

• Oversee grievances, disciplinary processes, investigations and employee exits with fairness, confidentiality and appropriate documentation.
• Lead union engagement and collective bargaining where applicable, and support constructive employee consultation.
• Coach managers on people decisions and implement measures to prevent harassment, discrimination and retaliation.

Performance Management and Organisational Culture

• Lead objective setting, performance reviews and improvement plans linked to business and operational outcomes.
• Develop leadership capability and strengthen managerial accountability for team performance.
• Use employee feedback to improve engagement, retention and organisational culture.

Reward Payroll and People Cost Management

• Oversee compensation structures, benefits, salary reviews and equitable reward practices.
• Provide HR oversight of payroll controls, employee data, statutory deduction coordination and timely resolution of payroll issues.
• Monitor headcount, overtime, allowances, contractor costs and HR budget performance in partnership with Finance and Operations.

HR Governance and Operational Workforce Support

• Maintain HR policies, employment contracts, records and processes aligned with applicable employment requirements.
• Partner with HSSE and Operations on site induction, workforce competence, fitness-for-duty processes, fatigue management and incident-related employee support.
• Oversee HR arrangements for shifts, rosters, remote sites and contractor personnel, including onboarding and mobilisation requirements where applicable.
• Manage HRIS data quality, access controls, confidentiality and workforce reporting; lead and develop the HR team.
• Present regular dashboards on turnover, vacancies, succession, absenteeism, employee relations and workforce costs, with recommended actions. 

QUALIFICATIONS

• Bachelor’s degree in Human Resource Management, Business Administration or a related field.
• Relevant professional HR qualification and membership or registration appropriate to the country of employment.
• Minimum 10 years of progressive HR experience, including at least 5 years leading an HR function or senior HR team.
• Demonstrated experience supporting oil and gas operations or a comparable high-risk, asset-intensive industrial environment with technical and operational workforces.
• A master’s degree in Human Resource Management, Business Administration or a related discipline is an added advantage.

CORE COMPETENCIES

• Strategic thinking and commercial judgement: align people decisions with business priorities, operating risks and financial performance.
• Leadership and team development: set clear direction, delegate effectively and build a capable, accountable HR team.
• Stakeholder influence and collaboration: build productive relationships with executive leaders, operational managers, employees and employee representatives.
• Ethical judgement and confidentiality: make fair, consistent decisions and protect sensitive employee and business information.
• Safety awareness and risk management: reinforce safe behaviours and recognise workforce risks in oil and gas operations.
• Communication and negotiation: explain complex people matters clearly and resolve disagreements constructively.
• Analytical thinking and problem solving: assess workforce data, identify root causes and recommend practical solutions.
• Change leadership and adaptability: guide teams through restructuring, growth and changing operational requirements.
• Accountability and execution: prioritise competing demands, deliver commitments and monitor the impact of HR initiatives. 

Last Date 8th Dec 2026