Human Resources Business Partner

The Human Resources Business Partner (HRBP) plays a pivotal role in aligning in country HR workplan with country-level operational and programmatic priorities. By working closely with both in country leadership and staff, the HRBP fosters trusted relationships across all levels to advance Feed the Children's mission and organizational objectives.

Serving as a strategic and operational partner, the HRBP delivers value-driven HR services in key areas such as talent management, performance enhancement, workforce planning, compliance, and employee engagement. The role also collaborates with the regional HR team to ensure alignment with organisational standards while adapting practices to local legal, cultural, and operational realities. The role is responsible for the end-end employee life cycle.

The ideal candidate will bring strong business acumen, excellent communication and interpersonal skills, strategic insight, and effective organizational abilities.

Principal Responsibilities

HR Responsibilities:

1. Recruitment & Onboarding

• Support staff recruitment, placement, and contract management processes, including communication with unsuccessful candidates.
• Conduct staff orientation and induction for new employees and manage clearance procedures for exiting staff.
• Support the process of job planning and ensure staff job descriptions are regularly reviewed and aligned with current needs.

2. Employee Records & HR Administration

• Maintain accurate and up-to-date employee records and HR documents through efficient filing and retrieval systems.
• Regularly update staff contacts, the organizational chart, and related HR records.
• Ensure proper documentation of HR processes and knowledge transfer before staff exits to preserve institutional memory.

3. Employee Relations & Engagement

• Provide HR support and advice to managers, team leaders, and employees.
• Work closely with management and staff to strengthen work relationships, build morale, and enhance productivity and retention.
• Manage staff conflict, disciplinary, and grievance cases with fairness and integrity.
• Support staff during exit processes, including counselling or referrals when needed.

4. Policy, Compliance & Safeguarding

• Promote compliance with national labour laws, organisational policies, and donor requirements.
• Formulate, review, and regularly re-orient staff on HR policies and procedures in line with local laws and organizational standards.
• Stay up to date with changes in labour legislation affecting operations.
• Coordinate and implement safeguarding policies and practices across the office.
• Collaborate with legal and finance teams to ensure compliance with labour laws and internal policies.

5. Performance Management & Staff Development

• Provide guidance and coaching to managers on performance management, disciplinary processes, and employee relations.
• Lead performance management, probation, and appraisal processes.
• Plan, coordinate, and schedule staff training programs, HR events, and team-building activities.
• Maintain a record of all staff development initiatives (trainings, workshops, seminars, courses, etc.).

6. Compensation, Benefits & Payroll Support

• Handle staff compensation and benefits with confidentiality, working closely with service providers on arising issues.
• Collaborate with the finance department to ensure timely and accurate payroll, payments, and statutory obligations.
• Ensure submission and proper filing of statutory deductions (PAYE, NSSF, NHIF, etc.), including application and follow-up of NITA training reimbursements.
• Liaise regularly with benefit providers to troubleshoot and stay abreast of changes affecting staff benefits.

7. Organizational Transitions & Close-Out

• Support planning and implementation of staff exits and project close-out activities.
• Advise managers on fair and legal retrenchment procedures, including selection criteria, communication, notice periods, and documentation.
• Coordinate exit processes and ensure final payments are handled appropriately.
• Contribute to final HR and institutional reports for leadership and donors, documenting lessons learned and recommendations for future close-outs.

8. Strategic HR & Collaboration

• Analyse HR trends and metrics to support data-driven decision-making.
• Collaborate with regional and international HR colleagues to align country practices with global HR strategies.
• Perform other duties as assigned, within the scope of skills and responsibilities
  .

Job Level Specifications

• Skillful interpersonal relations, time management, multitasking, and problem-solving skills.
• Strong written and verbal communication skills.
• Excellent computer skills (Microsoft office suite and databases)
• Excellent understanding and interpretation of the Kenyan labour laws
• Demonstrated high levels of confidentiality and integrity handling staff matters.
• Proven ability to build relationships and influence across various levels of the organization.
• Strategic thinker with sound judgment and problem-solving capabilities.

Experience

• 5-7 years' working experience as an HR Manager or HR Business Partner, with at least 3 years working in a business partner or HR generalist role
• Experience working in multicultural and matrixed environments, preferably within the International NGO sector.
• Knowledge of donor regulations will be an added advantage.
• Strong knowledge of local employment legislation and HR best practices.

Education/Certifications

• Degree in Human Resources, Business Management or related Social Science.
• Postgraduate qualifications (Masters in HR, Business Administration, Organizational Development, or Industrial Psychology) is preferred.
• Certified member of IHRM with a valid practicing licence.

How to apply

Please send your CV, and cover letter, highlighting your suitability for the role to email address: by 12 September 2025. Please include the position you are applying for in the subject line of the email. Note that only shortlisted candidates will be contacted. FEED International reserves the right to not fill any advertised post.

FEED strives to provide an environment free from sexual exploitation and abuse and harassment in all places where relief and development programs are implemented. FEED holds a zero-tolerance policy against sexual exploitation, abuse and harassment. FEED expects its employees to maintain high ethical standards, protect organizational integrity and reputation, and ensure that FEED work is carried out in honest and fair methods, in alignment with the FEED Heartbeat and safeguarding and associated policies. Violations to stated policies will be subject to corrective action up to and including termination of employment.

DISCLAIMER:

This job description should not be interpreted as all inclusive. It is intended to identify the major responsibilities and requirements of this job. The incumbent may be requested to perform job-related responsibilities and tasks other than those stated in this description. Any essential function or requirement of this job will be evaluated as necessary should an incumbent or applicant be unable to perform the function or meet the requirement due to a disability as defined by the Americans with Disabilities Act (ADA). Reasonable accommodation for the specific disability will be made for the incumbent or applicant when possible.