The role of the Human Resources Manager (HRBP) for the Nursing Division is to perform end-to-end HR-related duties on a professional level. This involves working closely with the Senior Manager Human Resources to provide effective HR Business Partnership support to the Nursing Division by deploying AKU-wide Human Resources policies and practices across all nursing departments. The HRBP will act as a strategic partner, advisor, and facilitator, ensuring that HR practices support the effective delivery of patient care through a well-supported, compliant, and engaged nursing workforce.
The HR functional areas of focus include Strategic HR partnership, workforce planning & talent management, employee relations & engagement, performance management, training & development, labour relations, HR policy & compliance, change management & projects, data & reporting, management of benefits administration, onboarding, and Employment law and CBA compliance.
Key Responsibilities
Performance Management
- Participate in developing departmental goals, objectives and systems.
- Assist in the evaluation of reports, decisions and results of department in relation to established goals. Recommends new approaches, policies and procedures to continually improve efficiency of the department and services performed.
- Maintain Departmental organization charts and the employee register.
- Participate in administrative staff meetings and attend other meetings and seminars.
- Coordinate performance management activities such as goal setting, individual development plans and performance appraisals.
Recruitment and Selection
- Work closely with respective department heads to identify manpower needs and develop resourcing plans.
- Lead recruiting and staffing activities for the area of responsibility including screening, interviewing and selection as well as ensure pre-onboarding administrative processes are completed on time.
Employee Relations
- Maintain compliance with applicable Kenyan employment and benefits laws and regulations and works with business areas and legal resources to resolve any litigation or legal issues.
- Identify and advise on legal requirements and laws affecting HR functions and ensure consistency in practices within the organization.
- Handle employee relations counseling, outplacement support and exit interviewing.
- Act as a primary contact for day-to-day HR employee issues including advising management on ER/IR issues, overseeing investigations, interpreting policies, providing oversight on disciplinary process/letters/action, exit interviews, CBA negotiations.
- Manage employee grievance management process.
Management of Benefits Administration
- Coordinate benefits administration activities and communicating benefits information to employees.
- Provide input into annual merit increase cycle, salary adjustments, job evaluation.
- Oversee leave management, staff confirmations and day to day administration of the pension scheme.
Human Resource Development
- Manage the preparation of training needs analysis to help identify gaps and development opportunities and make recommendations for training and development.
- Conduct in-house training for the different departments.
- Administer the training sponsorship program and revise as necessary.
- Work with management to effectively manage talent and create succession pools by identifying key talent and ensuring professional development is implemented.
People Management
- Operational oversight of HR personnel in their respective line.
- Mentorship and coaching of direct reports to develop and grow them professionally.
Analytics and Reporting
- Provide input in the budgeting process.
- Ensure periodic reports and key information in areas of responsibility are availed as necessary to support business objectives.
Qualifications, Experience and Skills Required:
- Master’s degree in human resources or related field (MBA/MSc/MA).
- Member of the Institute of Human Resources Management of Kenya (IHRM).
- Current IHRM Practicing certification.
- 5-8 years’ human resource generalist experience.
- At least 2–3 years as a HRBP or similar strategic HR role.
- Experience with unionized environments, grievance handling, collective bargaining and CBA implementation.
- Thorough knowledge of labour laws and practical experience in management of union relations.
- Ability to analyze workforce data and trends.
- Strong interpersonal and communication skills.
- Ability to build trust with nurse leaders and frontline staff.
- Skilled in conflict resolution, coaching, and consultation.
- Proficiency in HRIS systems.
Key Personal Characteristics
Empathy & Emotional Intelligence
- Understands the emotional demands of nursing roles.
- Able to handle sensitive employee issues with discretion and compassion.
- Build trust and rapport with nursing staff.
Resilience & Composure
- Maintains calm under pressure in a fast-paced, high-stakes environment.
- Able to navigate crisis situations without being reactive.
Integrity & Professionalism
- Acts with honesty and maintains confidentiality.
- Upholds ethical standards in handling employee relations and labor issues.
- Consultative with the ability to make decisions when required.
- Strong business acumen.
- Extensive HR Expertise with the ability to drive performance in others.
- Strong verbal and written communication and presentation skills.
Adaptability
- Responds quickly to changing healthcare regulations, organizational shifts, or staffing needs.
- Comfortable with ambiguity and complexity in hospital settings.
Cultural Competence
- Respects and promotes diversity, equity, and inclusion.
- Understands cultural differences among nurses and patients in care delivery and HR practices.
.png){kind=logo}
