The Financing Alliance for Health is a new partnership that aims to help governments design and fund ambitious, highly effective, affordable, and at-scale health systems.
People and Culture Partner Role Overview
The People & Culture Partner enables sustainable organizational impact by aligning people strategy with mission delivery. The role strengthens leadership capability, advances learning and development, and fosters a culture of high performance and wellbeing to ensure teams are equipped to deliver results. Through effective talent strategy, workforce planning, employee relations and strong people systems, the role builds resilient, accountable and future-ready teams that support long-term program effectiveness and responsible stewardship of donor resources.
Note that the scope of work presents a guideline on the various duties and responsibilities of the position and is not exhaustive; it may include other duties outside of the core responsibilities outlined below.
Key Responsibilities
Strategic Focus & Talent Management:
- Support the Director, P&C to co-ordinate workforce planning aligned to strategy, funding cycles and programmatic priorities, ensuring the right skills and capacity are in place.
- Anticipate future talent and capability needs considering growth, localization, donor requirements and evolving operating models.
- Design and execute a talent acquisition strategy that attracts mission-aligned, high-calibre talent while ensuring equitable, inclusive and compliant recruitment practices.
- Strengthen the organization’s employer value proposition to position it as a purpose-driven employer of choice.
- Implement talent management frameworks to identify, develop and retain high-potential and mission-critical talent.
- Identify high-potential talent and coordinate targeted development, coaching and mentoring interventions.
- Support the Director of P&C to co-ordinate internal employee mobility by ensuring fair and well-documented promotions, market-aligned salary and benefits reviews and support the design and delivery of organization-wide recognition and appreciation initiatives.
- Co-lead succession planning for leadership and critical roles, reducing dependency risks and ensuring continuity.
- Support workforce and organizational design decisions to ensure structure, roles and capacity enable effective mission delivery.
Learning Strategy, Delivery & Capability Development:
- Lead organization-wide capability gap analyses, succession planning, and career architecture in partnership with the Director P&C and Workstream Leads to ensure readiness for current and future roles.
- Co-create and implement a fit-for-purpose learning framework using the 3Es of learning (Experience, Exposure, Education), including Individual Development Plans, competency assessments and targeted development interventions.
- Design and oversee feeder programs (internships/fellowships) to build entry-level pipelines, champion a culture of continuous learning and growth mindset, and evaluate L&D initiatives to ensure measurable impact.
- Design and oversee learning and development strategies that build leadership, technical and functional capability across the organization.
- Equip and hold leaders accountable to actively role-model learning through coaching conversations, peer learning forums, after-action reviews and knowledge-sharing practices that normalize reflection, experimentation and learning from failure.
- Integrate learning into everyday work through action learning projects, cross-functional assignments, communities of practice and post-project reviews, ensuring learning is directly linked to program impact, innovation, and continuous improvement.
Culture Agent - High Performance, Wellbeing & Organizational Transformation:
- Champion a mission-aligned, values-driven culture by translating organizational values into clear, observable behaviors across the employee lifecycle.
- Strengthen psychological safety by enabling structured listening, open dialogue, and constructive challenge at all levels.
- Embed culture stewardship during periods of change, ensuring trust, clarity, and engagement are maintained.
- Evaluate and strengthen outcome-oriented performance management processes aligned to FAH’s annual strategic workplan, ensuring consistent adherence to the performance cycle, standards, and equal opportunity principles.
- Lead the design and rollout of a High-Performance Culture (HPC) through clear accountability, quality goal setting, manager capability, pay-for-performance linkages and fair consequence management.
- Support leaders to drive sustainable high performance by balancing accountability, wellbeing, and empowerment.
- Monitor and analyze performance data and milestones, provide management reporting and insights, and support execution of performance interventions including skills development, probation reviews, and Performance Improvement Plans (PIPs).
- Handle staff complaints and disciplinary procedures with fairness and professionalism.
- Act as a trusted partner to leaders in navigating complex people and culture dynamics within a complex and nuanced environment. At the same time, maintain psychological safety for staff providing an excellent internal customer experience.
- Create continuous listening and feedback loops (e.g. pulse surveys, listening sessions, ERGs) to understand employee needs and act on insights to strengthen trust, inclusion and alignment with FAH values.
- Build manager capability to foster engagement through clear expectations, regular feedback, recognition, and psychologically safe conversations, ensuring engagement is embedded in daily leadership practices rather than treated as a standalone initiative.
HR Shared Service & Governance:
- Establish, maintain and continuously improve robust, compliant and scalable HR systems, processes and policies in line with labour laws, donor requirements and best practice.
- Prepare, issue and track employment contracts.
- Ensure accurate, timely and secure management of employee data to enable evidence-based decision-making.
- Lead HR reporting and analytics, providing insights on workforce trends, performance, retention and risk.
- Review, update and harmonize HR policies and procedures to ensure clarity, consistency and alignment with organizational values.
- Partner with Finance to ensure accurate, timely and compliant delivery of core HR services, including employment contracts, employee transactions, payroll processing, Employer of Record coordination, benefits administration, audits and statutory compliance.
- End-to-end management of employee benefits of Medical, Employee Assistance Program, GPA/GLA/WIBA, Pension/Provident Fund in line with other market applications.
- Effectively manage all transactions across the entire employee lifecycle from onboarding to offboarding.
- Support the Director P&C in managing employee relations matters in line with the Employment Act and HR policies, ensuring fair processes, clear documentation and recovery of organizational assets.
Qualifications and Experience
Required Professional Experience:
- Bachelor’s degree in Human Resource Management, Business Administration or similar field.
- Minimum 5 years of progressively responsible experience as a human resource business partner with a strong focus on Talent Management and Learning & Development.
- Professional certification such as SHRM-SCP, HRP or similar is a strong asset.
- Proven experience in assessing, developing, articulating, and implementing strategic HR plans, policy development and project management.
- Experience in designing employee wellbeing programs with proven track record of success.
- Knowledge of employment law and best practice, labor relations, within international organizations; knowledge of Kenyan employment laws is an strong asset.
- Experience working with staff at all levels within the organization and external stakeholders.
- Strong oral and written communication skills in English. Proficiency in French is an asset.
- Proficiency in Microsoft applications with exceptional PowerPoint skills and knowledge of HRIS.
