HEAD OF HUMAN RESOURCES (CONSULTANCY)
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Job summary
The role will focus on professionalising HR operations, regularising employment documentation, improving contract management, strengthening performance management and ensuring compliance with Kenyan labour laws, safeguarding standards and donor requirements.
Min Qualification:
Bachelors
Experience Level:
Mid level
Experience Length:
6 years
Language Requirement:
English
Work Type:
Contract & Temporary
Working Hours:
8 to 5
Applicant Location:
Kenya
Job descriptions & requirements
Organisation: Ujamaa Africa
Location: Nairobi, Kenya
Engagement Type: Consultancy
Duration: 6 Months (January – June 2027)
Reports To: Executive Director
About Ujamaa Africa
Ujamaa Africa is a Kenyan-registered non-governmental organisation (NGO) working to prevent gender-based violence through evidence-based, scalable and sustainable
interventions. The organisation operates across Kenya, Malawi and Somaliland, partnering with communities and institutions to promote safety, empowerment and social change.
As Ujamaa Africa continues to grow, it seeks an experienced Head of Human Resources to strengthen its HR function, establish robust people-management systems and promote a
fair, compliant, accountable and safeguarding-conscious workplace.
Role Overview
The Head of Human Resources will provide strategic and operational leadership in strengthening Ujamaa Africa's HR policies, systems, processes and governance. The role will focus on professionalising HR operations, regularising employment documentation, improving contract management, strengthening performance management and ensuring compliance with Kenyan labour laws, safeguarding standards and donor requirements.
The successful candidate will be expected to establish practical, sustainable HR systems that support organisational growth and remain effective beyond the consultancy period.
Key Responsibilities
1. HR Strategy and Organisational Development
● Develop and implement an HR strategy, annual work plan and workforce plan aligned with organisational objectives.
● Review and strengthen HR policies, procedures, systems and internal controls.
● Advise senior management on organisational structure, workforce planning, people- related risks and organisational change.
2. HR Records and Contract Management
● Conduct a comprehensive audit of employee records, contracts, job descriptions, leave records, performance documentation and personnel files.
● Identify and address documentation gaps, compliance risks and weaknesses in HR controls.
● Establish a central contract register and structured processes for contract preparation, approval, renewal, amendment and expiry tracking.
● Ensure employment contracts and job descriptions are aligned and approval processes are followed.
3. Recruitment and Onboarding
● Establish transparent, competitive and merit-based recruitment procedures.
● Standardise recruitment requisitions, shortlisting, interviews, reference checks and appointment documentation.
● Strengthen safer recruitment practices and ensure structured onboarding and induction for new employees.
4. Performance Management and Employee Relations
● Develop and implement a performance-management framework with clear KPIs, supervision, appraisals and performance improvement plans.
● Establish fair and confidential grievance-handling, conflict-resolution, disciplinary and whistleblowing procedures.
● Support managers in handling employee relations matters consistently and in line with employment law.
5. Compensation, Benefits and Compliance
● Review compensation practices and propose a transparent salary-grading and remuneration framework.
● Strengthen HR controls relating to payroll, benefits and statutory obligations in collaboration with Finance.
● Ensure compliance with Kenyan labour legislation, statutory requirements, organisational policies and donor requirements.
6. Safeguarding and Workplace Culture
● Integrate safeguarding, child protection, prevention of sexual exploitation and abuse (PSEA), sexual-harassment prevention and ethical conduct into HR policies and processes.
● Work with programme and safeguarding teams to promote a safe, respectful and accountable workplace.
● Strengthen staff engagement, wellbeing, professional development and organisational culture.
7. Staff Development and Succession Planning
● Conduct training-needs assessments and develop staff capacity-building plans.
● Establish systems for professional development, succession planning and talent management.
● Support workforce transitions, restructuring, separation, offboarding and exit interviews in a fair and legally compliant manner.
8. HR Reporting, Governance and Systems
● Establish HR compliance trackers, workforce dashboards and reliable HR information systems.
● Provide regular reports on headcount, contracts, recruitment, performance, leave, training and employee relations.
● Advise the Executive Director and Senior Management Committee on strategic HR matters and provide technical support to the relevant Board committee when required.
● Prepare a comprehensive handover report, documented HR tools and recommendations to sustain the HR function beyond the consultancy.
Key Deliverables
The successful consultant will be expected to deliver the following during the six-month assignment:
● A comprehensive HR records audit and prioritised remediation plan.
● An updated HR strategy, workforce plan and 12-month HR work plan.
● A central employment-contract register, standardised contract templates and improved personnel files.
● Standardised recruitment, onboarding, performance management, grievance, disciplinary and separation procedures.
● A proposed salary-grading and compensation framework.
● Staff development, succession planning, wellbeing and engagement plans.
● An HR compliance tracker and workforce reporting dashboard.
● A final report, handover pack and recommendations for sustaining the HR function.
Priority focus: HR records regularisation and contract management will be the immediate priorities during the first three months.
Qualifications and Experience
Minimum Requirements
● Bachelor's degree in Human Resource Management, Business Administration, Organisational Psychology or a related field.
● CHRP-K certification and current membership of the Institute of Human Resource Management (IHRM) in good standing.
● At least six years of progressive HR experience, including a minimum of three years in a senior HR leadership role.
● Experience working in an NGO, international development organisation or other mission-driven institution is highly desirable.
● Demonstrated experience establishing or strengthening HR systems, policies, documentation, internal controls and compliance frameworks.
● Strong practical knowledge of Kenyan employment and labour law, employmentcontracts, disciplinary procedures, grievance management and separation processes.
● Proven expertise in recruitment, performance management, compensation and salary grading, employee relations, HRIS and organisational development.
● Experience managing organisational change, staff engagement, workforce planning and sensitive employee transitions.
● Understanding of safeguarding, child protection, PSEA, sexual-harassment prevention, confidentiality and donor compliance.
● Experience supporting geographically dispersed or multi-country teams.
Added Advantage
● Postgraduate qualification in Human Resource Management, Organisational Development, Employment Relations or a related discipline.
Key Competencies
● Strategic HR leadership and organisational development.
● Employment-law knowledge and HR risk management.
● HR systems development, documentation and process improvement.
● Contract administration and compliance management.
● Employee relations, conflict resolution and sound judgement.
● Compensation design, performance management and workforce planning.
● Stakeholder engagement, communication and strategic advisory skills.
● Exceptional integrity, discretion and confidentiality.
Consultancy Arrangements
The consultancy will run for six months, from January to June 2027, and will be based in Nairobi. The consultant will report to the Executive Director and work closely with senior
management, Finance, Safeguarding and Programme teams. Remuneration will be based on an agreed consultancy rate, with payments linked to the acceptance of agreed deliverables.
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