Human Resource Manager

Strategic Talent Leadership

● Develop and execute long-term workforce planning aligned with the Trust's vision and growth trajectory.

● Develop and implement HR policies aligned with the school's mission and labour laws.

● Lead high-level recruitment, onboarding, and retention strategies for teaching, administrative, and support staff. Ensure succession planning is adequately carried out to secure top-tier faculty, administrators, and professional staff. 

● Shape a compelling employer brand that attracts, develops, and retains exceptional world-class talent.

● Provide strategic oversight on compensation and benefits to ensure competitiveness, equity, and fiscal sustainability.

● Manage payroll, pensions, medical schemes, and ensure compliance with statutory deductions.

● Develop and execute an annual training calendar, with experts in the respective areas of need

Culture & Organizational Development

● Champion a high-performance culture rooted in Waldorf values of respect, collaboration, inclusivity and holistic human development.

● Serve as a culture architect, embedding practices that inspire trust, engagement, and cross-cultural harmony.

● Guide leadership in organizational design, change management, and workforce transformation.

● Foster a positive work environment, handle grievances, and ensure fair and transparent processes.

● Support initiatives that safeguard staff welfare and occupational health.

Performance, Growth & Leadership Development

● In charge of integrating performance management framework that drives accountability and growth.

● Design leadership and professional development pathways to cultivate internal talent pipelines.

● Align staff capability development with long-term strategic priorities of the Trust.

● In charge of appraisals, career development, training programs, and succession planning.

● Maintain accurate employee records, contracts, and HR information systems.

Governance, Risk & Compliance Leadership

● Ensure the school's full compliance with labor legislation, regulatory frameworks, and global HR best practices.

● Serve as the principal HR liaison with regulatory and legal bodies.

● Advise the Board on workforce-related risks, policy development, and governance matters.

● Ensure adherence to Kenyan labour laws, the Teachers Service Commission requirements (where relevant), and school policies.

Succession Planning

· Develop and implement succession planning strategies to ensure leadership continuity across all critical roles.

· Identify key positions and potential successors within the organization to build a robust internal talent pipeline.

· Design and oversee career development programs that prepare high potential employees for advancement.

· Collaborate with department heads to assess future talent needs and create targeted development plans.

 Learning & Development

· Conduct regular training needs assessments across departments to identify skill gaps and recommend relevant learning interventions

· Liaise with external training providers and professional bodies to enhance internal development programs and ensure industry relevance.

· Lead the design and implementation of learning and development strategies that align with organizational goals and enhance employee performance.

· Manage the learning and development budget effectively, ensuring optimal use of resources in developing employee capabilities.

Stakeholder Engagement & Institutional Partnerships

● Build and sustain strong relationships with internal and external stakeholders, including parents, regulatory authorities, professional bodies, and the wider Waldorf community.

● Represent the school in HR-related forums, networks, and policy dialogues to enhance institutional visibility and influence.

● Develop partnerships that support staff wellbeing, talent pipelines, and organizational growth.

● Advise leadership and Board on staffing structures, workforce optimization, and HR analytics.

● Bachelor's degree in Human Resource Management a Masters Degree will be an added advantage.

● Must be a full member of the Institute of Human Resource Management

● Certified Human Resource Practitioners. (CHRP)

● Minimum of Seven (7) years of experience, three in leadership positions, preferably in an international school and be able to manage 100+ staff.

● Must be able to make effective decisions in response to a dynamic, critical, demand led environment.

● Experience in the education sector or non-profit organizations is an added advantage.