Role Summary
KPMG is seeking a Head of People and Culture to lead the strategic human capital agenda, organizational development, culture transformation, and overall HR operations. The role plays a key part in driving talent management, employee experience, governance, and sustainability principles across the enterprise.
Key Roles and Responsibilities
Human Capital Strategy & Organizational Development
- Lead the development, implementation, and continuous improvement of the organization's Human Resource strategy, policies, practices, and procedures to support strategic objectives.
- Develop, review, and operationalize the Human Capital Alignment Plan for Sustainability (HUCAPs) framework and guide leadership in implementing initiatives that strengthen human capital and support business growth.
- Develop and oversee the annual Human Resource plan and budget, ensuring alignment with strategic priorities and organizational goals.
- Drive innovation in people management practices to enhance productivity, operational efficiency, cost-effectiveness, and long-term organizational sustainability.
Employee Experience, Culture & Sustainability
- Provide strategic leadership in designing, embedding, and enhancing the employee experience journey to strengthen engagement, wellbeing, performance, and retention.
- Foster a high-performance organizational culture aligned with the institution’s values and strategic objectives.
- Lead organizational change and culture transformation initiatives that support long-term business sustainability.
- Embed ESG and sustainability principles into people strategies, leadership development, talent management, employee engagement programs, and performance management frameworks, including sustainability metrics in balanced scorecards.
Talent Management, Learning & Succession Planning
- Guide management in implementing effective performance management, talent management, succession planning, learning and development, and career progression initiatives.
- Oversee workforce planning and talent acquisition strategies to attract, develop, and retain high-performing employees.
- Champion leadership development, capability-building, and career development initiatives across the organization.
- Ensure the establishment of robust succession plans for critical roles and key talent pipelines.
Employee Relations, Compliance & Governance
- Ensure compliance with approved HR policies and procedures, employment laws, labour regulations, and applicable regulatory requirements while promoting sound HR governance practices.
- Provide strategic oversight of employee relations, grievance and disciplinary processes, occupational health and safety, and workplace wellbeing.
- Maintain effective engagement with regulators, professional associations, labour unions, auditors, consultants, and other external stakeholders to support compliance and organizational effectiveness.
- Provide strategic people and culture insights to Executive Management and relevant Board Committees on workforce sustainability, succession planning, and organizational effectiveness.
Statutory Compliance & Tax Management
- Ensure full compliance with statutory obligations, including tax filings (VAT, PAYE, NSSF, WHT, LST) and regulatory returns.
- Liaise with regulatory bodies and tax authorities, ensuring accuracy and timeliness of submissions.
- Oversee tax planning and tax risk management to ensure compliance.
Leadership & Financial Stewardship
- Oversee and manage the Human Resource and payroll budgets, ensuring effective utilization of resources and alignment with approved business objectives.
- Monitor workforce-related costs, people investments, and HR initiatives to ensure value creation, operational efficiency, and sustainable financial performance.
People Leadership & Team Development
- Lead and develop the People and Culture team, ensuring delivery of high-quality HR services and effective execution of talent acquisition, performance management, reward management, employee relations, learning and development, succession planning, and retention initiatives across the employee lifecycle.
Qualifications and Experience
- Bachelor’s and Master’s degree in Human Resource Management, Organizational Psychology, Business Administration, Social Sciences, or a related field.
- Relevant professional certification and/or membership in recognized professional bodies (e.g., CIPD, SHRM, HRMAU, or equivalent) is an added advantage.
- 10+ years’ experience in Human Resource Management, including experience leading transformation and organizational change initiatives, with at least 5 years at senior management level in a large organization, preferably a regulated financial institution.
- Proven track record in organizational development, culture transformation, performance management, talent management, succession planning, employee engagement, and change management.
Key Competencies and Skills
- Strong expertise in human capital strategy, organizational development, culture transformation, performance management, talent management, succession planning, employee relations, and HR governance.
- Demonstrated ability to lead organizational change, embed sustainable people practices, and drive business transformation through effective stakeholder engagement and influencing skills.
- Advanced analytical, strategic thinking, and problem-solving capabilities, supported by strong business acumen and sound decision-making in complex and evolving environments.
- Excellent leadership, people management, and communication skills, with a proven track record of developing high-performing teams and driving organizational alignment and engagement.
- High levels of integrity, professionalism, accountability, and commitment to organizational values and sustainable business practices.
How to Apply
Interested candidates should submit their application, including a detailed curriculum vitae and cover letter, to hrservices@kpmg.co.ke quoting "Head of People and Culture" in the subject line by 24 August 2026.
