Skills Assessment
New
2 weeks ago
Job Summary
We are seeking a Senior Human Resource Manager to lead, transform, and institutionalize a strategic, data-driven and performance-focused HR function that supports rapid organizational growth, regional expansion, and leadership excellence.
- Minimum Qualification : Bachelors
- Experience Level : Senior level
- Experience Length : 7 years
Job Description/Requirements
This role will champion the design and execution of:
1. Performance Management Systems (Balanced Scorecard, KPIs & OKRs)
2. HR & Organisational Maturity Models
3. 360° Strategic Human Resource Management (SHRM)
4. Skills Mapping and Workforce Capability Models
5. Career Pathway & Promotion Structures
6. Growth Enablement Tools and Evidence-Based Advancement Frameworks
7. HR Digitization, Analytics & Dashboards
8. Culture Transformation & Leadership Development
9. Gap Analysis & Change Manahement
Key Responsibilities
1. Strategic HR Leadership & Governance
Design and implement an enterprise-wide 360° SHRM framework aligned to the business strategy.
Develop and institutionalize HR & Organizational Maturity Models to continuously enhance people capability, leadership standards, and organizational effectiveness.
Lead workforce planning, organization design, and succession planning at enterprise level.
2. Performance Management & Balanced Scorecard Ownership
Lead the design, cascading and monitoring of Balanced Scorecard, KPIs and OKRs across all departments.
Institutionalize performance management processes including appraisals, PIPs, promotions and continuous improvement frameworks.
Develop HR and Performance dashboards in collaboration with IT and Strategy teams.
3. Skills Mapping & Workforce Capability Development
Develop and manage enterprise, departmental, role-level and individual Skills Mapping frameworks.
Conduct skills gap analysis and develop targeted Individual Development Plans (IDPs).
Generate organizational skills heatmaps and capability reports to support strategic hiring, succession planning, and training investment.
4. Career Pathway & Promotion Structure Design
Design and institutionalize a comprehensive Career Pathway and Promotion Framework, including:
Role-based competency development plans
Growth enablement tools and learning pathways
Leadership & succession pathways
Annual career review frameworks
Promotion eligibility criteria mapped to KPIs, skills readiness and behavioural alignment
Metrics & Evidence Logs to ensure data-driven and transparent promotion decisions
5. Talent Architecture, Recruitment & Onboarding
Oversee full-cycle recruitment strategy and leadership hiring aligned with Skills Maps.
Design and manage standardized, strategic onboarding frameworks for all functions and senior roles.
Strengthen employer brand and strategic university/professional body partnerships.
6. Change Management & Organisational Transformation
Lead and embed Change Management frameworks (e.g. ADKAR, Bridges Transition, Kotter) across people and department transformations.
Develop and manage change readiness plans, stakeholder maps, communication strategies, and change adoption scorecards.
Provide leadership coaching and support during structural, digital, and cultural transitions.
Track change adoption metrics and embed change in performance and behaviours.
7. Gap Analysis & Continuous Improvement
Conduct HR and organisational gap analysis between current state and future state (People, Culture, Capability, Leadership & Systems).
Identify structural, competency, and performance gaps and develop remediation roadmaps and action plans.
Track closure of gaps using maturity models and KPI-driven progress indicators.
Continuously optimise HR processes using Lean, Kaizen, and continuous improvement principles.
8. Rewards, Incentives & Performance-Based Pay
Design and manage salary bands, incentive packages, bonus and commission structures aligned with performance, OKRs and company profitability.
Ensure equity, transparency and market competitiveness.
Build frameworks for recognition, retention, and leadership incentives.
9. Employee Relations, Discipline & Culture
Lead all disciplinary, grievance and employee relations matters in full compliance with Kenyan Labour Law.
Drive culture change initiatives, engagement programs and leadership accountability practices.
Promote high-trust, high-performance, and ethical work environments.
10. HR Systems, Dashboards & Digital Transformation
Lead implementation and optimization of HRIS / ATS / Performance Systems.
Partner with IT to develop HR dashboards and predictive analytics.
Maintain real-time workforce data for strategic decision-making.
Qualifications & Competencies
Bachelor’s Degree in Human Resource Management or related field
Certified Human Resource Practitioner (CHRP / RCHRP) – Mandatory
Master’s Degree / MBA – Added Advantage
7–10+ years HR experience with at least 5 years at leadership level
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