Background

CDL was founded in early 2003 by its current Managing Director Lucy Mmari.Within her 14 year tenure in a well established logistics company, She honed her skill in human resources management and thereafter started CDL.

Key Responsibilities

HR Business Partnering: Partner with departmental heads and managers to understand workforce needs, operational gaps, people risks, and performance challenges, and provide practical HR solutions aligned to hospital objectives.

Workforce Planning & Staffing Support: Support manpower planning, staffing reviews, role clarity, shift coverage discussions, headcount tracking, succession planning, and escalation of critical staffing gaps.

Talent Acquisition & Onboarding: Coordinate recruitment processes, screening, interviews, documentation, reference checks, onboarding, induction, probation tracking, and confirmation processes for assigned departments.

Performance Management: Support implementation of performance management processes including goal setting, KPI follow-up, probation reviews, performance improvement plans, feedback discussions, and documentation of performance outcomes.

Employee Relations: Manage employee relations matters including grievances, disciplinary cases, conflict resolution, staff concerns, counseling, investigations, hearings, and follow-up actions in line with policy and labor requirements.

Employee Engagement & Culture: Coordinate staff engagement activities, staff feedback forums, pulse checks, welfare follow-ups, communication sessions, and initiatives that promote teamwork, accountability, professionalism, and service excellence.

Learning & Development: Support skills gap analysis, training needs identification, induction tracking, departmental training follow-up, leadership development, and compliance with required professional training and licensing where applicable.

HR Compliance & Records Management: Ensure employee records, contracts, licenses, statutory documents, leave records, attendance, disciplinary records, and HR files are accurate, complete, confidential, and audit-ready.

HR Reporting & Analytics: Prepare HR reports and dashboards covering headcount, recruitment, turnover, absenteeism, engagement, disciplinary cases, training, performance reviews, and people risks.

Policy Implementation: Support interpretation and implementation of HR policies, procedures, staff handbook provisions, labor requirements, and internal communication to ensure consistency and fairness.

Strategic Program Responsibilities

The HRBP will support implementation of the following strategic initiatives:

Workforce Productivity Program: Support departments in improving attendance, shift coverage, workload alignment, role clarity, staff productivity, and accountability.

Performance & Accountability Program: Drive structured performance reviews, probation tracking, PIPs, coaching follow-up, and documentation of performance expectations across departments.

Employee Engagement & Retention Program: Implement engagement forums, employee feedback mechanisms, welfare support, retention actions, and culture improvement initiatives.

Talent Acquisition & Onboarding Program: Support timely recruitment, structured onboarding, departmental orientation, probation follow-up, and early performance tracking for new staff.

Skills Gap & Learning Program: Coordinate training needs analysis, competency reviews, departmental training plans, and follow-up on continuous professional development requirements.

Employee Relations & Compliance Program: Ensure fair handling of grievances, disciplinary matters, investigations, documentation, policy compliance, and employee communication.

HR Data & Reporting Program: Maintain accurate HR dashboards and reports to support decision-making, workforce planning, risk management, and leadership updates.

Qualifications & Requirements

Education: Bachelor’s Degree in Human Resource Management, Business Administration, Social Sciences, Psychology, or a related field.

Certifications: CHRP qualification or ongoing CHRP certification is highly desirable.

Professional Membership: Membership with IHRM and is mandatory.

Experience: Minimum 5–7 years’ HR experience, preferably in a healthcare, service, or fast-paced operational environment.

Knowledge: Strong understanding of Kenyan labor laws.

Technical Skills: HRIS Experience and a structured, professional approach.

Soft Skills: Strong communication, confidentiality, emotional intelligence, problem-solving, stakeholder management, and documentation skills.

Work Environment: Ability to work in a busy hospital environment and support both operational and strategic HR priorities.

• Partner with departmental heads and managers to understand workforce needs, operational gaps, people risks, and performance challenges, and provide practical HR solutions aligned to hospital objectives.
• Support manpower planning, staffing reviews, role clarity, shift coverage discussions, headcount tracking, succession planning, and escalation of critical staffing gaps.
• Coordinate recruitment processes, screening, interviews, documentation, reference checks, onboarding, induction, probation tracking, and confirmation processes for assigned departments.
• Support implementation of performance management processes including goal setting, KPI follow-up, probation reviews, performance improvement plans, feedback discussions, and documentation of performance outcomes.
• Manage employee relations matters including grievances, disciplinary cases, conflict resolution, staff concerns, counseling, investigations, hearings, and follow-up actions in line with policy and labor requirements.
• Coordinate staff engagement activities, staff feedback forums, pulse checks, welfare follow-ups, communication sessions, and initiatives that promote teamwork, accountability, professionalism, and service excellence.
• Support skills gap analysis, training needs identification, induction tracking, departmental training follow-up, leadership development, and compliance with required professional training and licensing where applicable.
• Ensure employee records, contracts, licenses, statutory documents, leave records, attendance, disciplinary records, and HR files are accurate, complete, confidential, and audit-ready.
• Prepare HR reports and dashboards covering headcount, recruitment, turnover, absenteeism, engagement, disciplinary cases, training, performance reviews, and people risks.
• Support interpretation and implementation of HR policies, procedures, staff handbook provisions, labor requirements, and internal communication to ensure consistency and fairness.
• Support implementation of the Workforce Productivity Program.
• Drive structured performance reviews, probation tracking, PIPs, coaching follow-up, and documentation of performance expectations across departments.
• Implement engagement forums, employee feedback mechanisms, welfare support, retention actions, and culture improvement initiatives.
• Support timely recruitment, structured onboarding, departmental orientation, probation follow-up, and early performance tracking for new staff.
• Coordinate training needs analysis, competency reviews, departmental training plans, and follow-up on continuous professional development requirements.
• Ensure fair handling of grievances, disciplinary matters, investigations, documentation, policy compliance, and employee communication.
• Maintain accurate HR dashboards and reports to support decision-making, workforce planning, risk management, and leadership updates.

• Strong communication
• Confidentiality
• Emotional intelligence
• Problem-solving
• Stakeholder management
• Documentation skills
• HRIS Experience

• Bachelor’s Degree in Human Resource Management, Business Administration, Social Sciences, Psychology, or a related field.
• CHRP qualification or ongoing CHRP certification is highly desirable.
• Membership with IHRM and is mandatory.