HUMAN RESOURCE BUSINESS PARTNER – HOSPITAL

KEY ACCOUNTABILITIES

1. Strategic People Partnership

• Serve as a trusted advisor to executive leadership on all people-related matters.
• Translate organizational objectives into targeted people strategies that elevate service delivery and patient outcomes.
• Lead workforce planning, talent forecasting, and HR input in hospital-wide strategic plans.

2. Talent Acquisition & Employer Branding

• Design and execute recruitment strategies that attract exceptional clinical and non-clinical talent.
• Establish the hospital as an employer of choice through strong employer brand positioning and competitive value propositions.
• Ensure seamless onboarding experiences that integrate new hires into a high-performance, patient-first culture.

3. Performance, Capability & Talent Management

• Drive a performance-oriented culture through KPIs, SMART goals, and quarterly performance conversations.
• Develop and manage leadership development programs and internal talent pipelines.
• Support line managers in conducting coaching, performance reviews, and structured development plans.

4. Culture & Engagement Leadership

• Champion a culture of inclusion, accountability, empathy, and excellence.
• Lead employee engagement strategies including surveys, action planning, and recognition programs.
• Promote diversity, equity, and wellness as integral pillars of the workplace culture.

5. Compensation, Benefits & HR Service Delivery

• Ensure competitive, compliant, and equitable pay structures through regular benchmarking and salary reviews.
• Oversee payroll processing, statutory compliance (NHIF, NSSF, PAYE), and leave administration.
• Drive operational efficiency in HR service delivery through digitization and automation (e.g., HRIS).

6. HR Compliance, Risk & Industrial Relations

• Ensure 100% compliance with Kenyan Labour Laws, health sector regulations, and employment contracts.
• Oversee disciplinary procedures, grievance resolution, and internal investigations.
• Prepare the hospital for audits, licensing, and accreditations by maintaining HR documentation and legal readiness.

7. Organizational Development & Change Management

• Lead organizational change initiatives including hospital expansions, restructuring, and culture change programs.
• Facilitate staff alignment with new policies, procedures, systems, or service models.
• Provide coaching to leaders on managing transitions and building resilient teams.

QUALIFICATIONS & EXPERIENCE

• Bachelor’s degree in Human Resource Management, Organizational Development, or related field.
• Master’s degree or postgraduate diploma in HR is a strong advantage.
• Professional Certification: CHRP, Higher Diploma in HR, and active IHRM membership are mandatory.
• Minimum 5–7 years of progressive HR experience, including at least 3 years in a strategic HR or HRBP role, preferably within a hospital, clinical services, or regulated service sector.

CRITICAL COMPETENCIES

• Strategic Business Acumen – Understands the commercial and operational dynamics of a hospital and how people strategy aligns to service delivery and revenue performance.
• Exceptional Communication & Influence – Able to influence senior leaders, manage stakeholders, and inspire trust across multidisciplinary teams.
• HR Systems & Data Fluency – Skilled in HR analytics, reporting, and systems (e.g., PiPO HRIS, BambooHR, Zoho, ERP HR modules).
• Change Leadership – Leads people through complexity with confidence, clarity, and empathy.
• Emotional Intelligence & Integrity – Handles sensitive issues with discretion and fairness while building positive morale.