Human Capital Business Partner
2025-07-30T08:24:13+00:00
Old Mutual Kenya
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https://www.greatkenyanjobs.com/jobs
FULL_TIME
Nairobi
Nairobi
00100
Kenya
Financial Services
Human Resources
2025-08-10T17:00:00+00:00
Kenya
8
Key Responsibilities
Strategic Partnership & Workforce Planning
- Collaborate with department heads to co-develop people strategies that enable business outcomes.
- Conduct workforce planning, talent forecasting, and organization design reviews.
- Identify critical skill gaps and workforce risks; develop mitigation plans.
Talent & Leadership Development
- Lead business unit execution of succession planning, career pathing, and talent reviews.
- Partner with the Learning & Development function to build capability frameworks.
- Support leadership coaching, high-potential identification, and readiness plans.
Performance & Culture Enablement
- Drive the implementation of performance management processes and continuous feedback culture.
- Embed company values into the day-to-day employee experience and leadership practices.
- Facilitate culture change initiatives, including DEIB, employee voice, and behavior modeling.
Employee Relations & Risk Management
- Provide counsel to managers on complex employee relations issues, conflict resolution, and policy interpretation.
- Ensure consistent, ethical, and legally compliant resolution of HC cases.
- Lead sensitive investigations and partner with legal and compliance teams where needed.
Organizational Agility & Change
- Support business transformation efforts including restructures, integrations, and strategic pivots.
- Support in change readiness assessments and communication plans.
- Champion agile HC methods – iterative delivery, cross-functional teaming, and data-driven decisions.
Data, Analytics & Reporting
- Use people analytics to drive insights into attrition, engagement, performance, and productivity.
- Translate HC data into executive-level business cases and action plans.
- Monitor KPIs and recommend improvements to programs and policies.
Agile HR Delivery & Innovation Enablement
- Apply agile HC principles (e.g., sprint cycles, test-and-learn, co-creation) in delivering people programs.
- Lead pilot initiatives and iterate HC solutions based on employee feedback and data.
- Act as a change ambassador by identifying, testing, and scaling innovative talent and engagement practices.
- Collaborate with cross-functional teams to solve business challenges using agile teaming and design sprints.
QUALIFICATIONS, KNOWLEDGE & EXPERIENCE
Required Experience
- 6–8 years of experience in human resources, including at least 3 years in a strategic HRBP or advisory capacity.
- Hands-on experience in talent management, workforce planning, and change management.
- Strong grasp of labor law, HRIS systems, and people analytics.
- Experience in agile HR or innovation frameworks is highly desirable.
Strategic Partnership & Workforce Planning Collaborate with department heads to co-develop people strategies that enable business outcomes. Conduct workforce planning, talent forecasting, and organization design reviews. Identify critical skill gaps and workforce risks; develop mitigation plans. Talent & Leadership Development Lead business unit execution of succession planning, career pathing, and talent reviews. Partner with the Learning & Development function to build capability frameworks. Support leadership coaching, high-potential identification, and readiness plans. Performance & Culture Enablement Drive the implementation of performance management processes and continuous feedback culture. Embed company values into the day-to-day employee experience and leadership practices. Facilitate culture change initiatives, including DEIB, employee voice, and behavior modeling. Employee Relations & Risk Management Provide counsel to managers on complex employee relations issues, conflict resolution, and policy interpretation. Ensure consistent, ethical, and legally compliant resolution of HC cases. Lead sensitive investigations and partner with legal and compliance teams where needed. Organizational Agility & Change Support business transformation efforts including restructures, integrations, and strategic pivots. Support in change readiness assessments and communication plans. Champion agile HC methods – iterative delivery, cross-functional teaming, and data-driven decisions. Data, Analytics & Reporting Use people analytics to drive insights into attrition, engagement, performance, and productivity. Translate HC data into executive-level business cases and action plans. Monitor KPIs and recommend improvements to programs and policies. Agile HR Delivery & Innovation Enablement Apply agile HC principles (e.g., sprint cycles, test-and-learn, co-creation) in delivering people programs. Lead pilot initiatives and iterate HC solutions based on employee feedback and data. Act as a change ambassador by identifying, testing, and scaling innovative talent and engagement practices. Collaborate with cross-functional teams to solve business challenges using agile teaming and design sprints.
6–8 years of experience in human resources, including at least 3 years in a strategic HRBP or advisory capacity. Hands-on experience in talent management, workforce planning, and change management. Strong grasp of labor law, HRIS systems, and people analytics. Experience in agile HR or innovation frameworks is highly desirable.
JOB-6889d6ad41650
Vacancy title:
Human Capital Business Partner
[Type: FULL_TIME, Industry: Financial Services, Category: Human Resources]
Jobs at:
Old Mutual Kenya
Deadline of this Job:
Sunday, August 10 2025
Duty Station:
Nairobi | Nairobi | Kenya
Summary
Date Posted: Wednesday, July 30 2025, Base Salary: Not Disclosed
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JOB DETAILS:
Key Responsibilities
Strategic Partnership & Workforce Planning
- Collaborate with department heads to co-develop people strategies that enable business outcomes.
- Conduct workforce planning, talent forecasting, and organization design reviews.
- Identify critical skill gaps and workforce risks; develop mitigation plans.
Talent & Leadership Development
- Lead business unit execution of succession planning, career pathing, and talent reviews.
- Partner with the Learning & Development function to build capability frameworks.
- Support leadership coaching, high-potential identification, and readiness plans.
Performance & Culture Enablement
- Drive the implementation of performance management processes and continuous feedback culture.
- Embed company values into the day-to-day employee experience and leadership practices.
- Facilitate culture change initiatives, including DEIB, employee voice, and behavior modeling.
Employee Relations & Risk Management
- Provide counsel to managers on complex employee relations issues, conflict resolution, and policy interpretation.
- Ensure consistent, ethical, and legally compliant resolution of HC cases.
- Lead sensitive investigations and partner with legal and compliance teams where needed.
Organizational Agility & Change
- Support business transformation efforts including restructures, integrations, and strategic pivots.
- Support in change readiness assessments and communication plans.
- Champion agile HC methods – iterative delivery, cross-functional teaming, and data-driven decisions.
Data, Analytics & Reporting
- Use people analytics to drive insights into attrition, engagement, performance, and productivity.
- Translate HC data into executive-level business cases and action plans.
- Monitor KPIs and recommend improvements to programs and policies.
Agile HR Delivery & Innovation Enablement
- Apply agile HC principles (e.g., sprint cycles, test-and-learn, co-creation) in delivering people programs.
- Lead pilot initiatives and iterate HC solutions based on employee feedback and data.
- Act as a change ambassador by identifying, testing, and scaling innovative talent and engagement practices.
- Collaborate with cross-functional teams to solve business challenges using agile teaming and design sprints.
QUALIFICATIONS, KNOWLEDGE & EXPERIENCE
Required Experience
- 6–8 years of experience in human resources, including at least 3 years in a strategic HRBP or advisory capacity.
- Hands-on experience in talent management, workforce planning, and change management.
- Strong grasp of labor law, HRIS systems, and people analytics.
- Experience in agile HR or innovation frameworks is highly desirable.
Work Hours: 8
Experience in Months: 60
Level of Education: bachelor degree
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