The overall purpose of this role is to provide and ensure a fair, legally compliant, and productive work environment by effectively managing employee relations, minimizing industrial risks, and supporting organizational objectives.
Roles and Responsibilities
- Disciplinary & Grievance Management: Managing employee grievances, disciplinary processes, appeals, and workplace disputes from investigations through resolution.
- Union & Industrial Relations: Building and maintaining positive relationships with labour unions, employee representatives, and regulatory authorities to promote industrial harmony.
- Workplace Investigations: Conducting workplace investigations into complaints and misconduct, preparing investigation reports, and representing the organization in disciplinary hearings, labour offices, mediation, arbitration, and the Employment and Labour Relations Court where necessary.
- Compliance Audits: Ensuring compliance with employment laws, statutory requirements, HR policies, and Collective Bargaining Agreements (CBAs), while coordinating labour inspections and audits.
- Policy Formulation: Constantly reviewing the organization’s HR policies and procedures manual to ensure compliance with applicable labour laws, regulatory requirements, Collective Bargaining Agreements and adoption of best practices.
- Policy Implementation: Coordinating the communication, interpretation and implementation of approved HR policies and procedures to promote consistent application across the organization.
- Risk Management: Identifying emerging employee relations risks, legislative changes and workplace trends, and recommending proactive interventions to strengthen compliance, employee engagement and industrial harmony.
- Advisory Support: Advising managers and employees on employee relations issues, labour legislation, disciplinary procedures, policy interpretation, and industrial relations strategies.
- Performance and Conduct: Supporting performance management and employee conduct processes to promote accountability and fair treatment.
- Reporting & Metrics: Maintaining accurate employee relations records, monitoring key HR metrics, preparing reports, and contributing to strategic HR initiatives.
- Training and Development: Delivering employee relations and labour law training to managers and staff to strengthen organizational capability.
- Other Duties: 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 have Certified Human Resource Professional (CHRP-K) qualifications.
- Must be an active registered member of the Institute of Human Resources Management (IHRM).
- Minimum of 5 years’ experience including 3 years specializing in Employee and Industrial Relations.
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, 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.
