Penda Health is an award-winning startup company that is transforming healthcare in East Africa by building a chain of outpatient health clinics that offer evidence-based medical care and unparalleled member experience at surprisingly affordable rates. Penda is ranked the Best Health Care Firm to work for in Kenya and the #26 Best company to work in Kenya...

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Human Resource Business Partner

Job Type

Full Time

Qualification

BA/BSc/HND , Professional Certificate

Experience

3 - 5 years

Location

Nairobi

Job Field

Human Resources / HR

Key Responsibilities

Support Managers

Assist managers with ongoing employee support, enabling them to effectively manage their teams and ensure team members feel empowered and equipped to perform their roles successfully.

Contribute to upholding positive and inclusive Penda Culture by advocating for the values and practices.

Partner with Managers to identify and deliver coaching and training opportunities aligned with leadership development initiatives, supporting them in fostering strong leadership skills within their teams.

Facilitate a smooth onboarding experience for new hires, guiding managers on established training resources and performance management processes.

Performance Management

Support in implementing and executing the performance management process, collaborating with managers and the HR department.

In collaboration with IPS leadership and managers, communicate a clear understanding of the performance expectations to staff right from onboarding.

Assist in facilitating calibration sessions for performance reviews to ensure consistency and fairness in evaluation across teams. Review and analyze data and identify potential biases that may impact reviews.

Collaborate with the HR leadership and managers, by providing support and guidance in adhering to processes and ensuring managers' PRs are completed annually.

Talent Management and Workforce Planning

Partner with managers to understand current and future workforce needs and support people planning aligned with departmental priorities.

Support managers in identifying development opportunities for team members, including career growth, capability building and internal mobility.

Facilitate smooth onboarding of new hires by partnering with managers to ensure successful integration into the team, role and Penda culture, while supporting completion of onboarding milestones and probation requirements.

Support internal talent movements, including transfers, promotions, secondments and acting appointments, ensuring processes are implemented fairly, consistently and in line with company policies.

Partner with the Learning & Development team and relevant stakeholders to coordinate leadership and capability development initiatives that strengthen individual and team performance.

Partner with the Talent Acquisition team and hiring managers throughout the recruitment process by supporting workforce planning, interview participation, candidate assessment, and hiring decisions, while ensuring alignment with business needs, team dynamics and Penda's values.

Monitor workforce trends within assigned branches, highlighting risks relating to staffing levels, turnover, internal mobility and talent gaps, and recommend appropriate interventions.

Employee Relations

Serve as the first point of contact for resolving employee relations issues within the assigned branches, ensuring adherence to legal and company policies. Independently handle less to medium complex matters with empathy, emotional intelligence, and a focus on fair and respectful resolution. Collaborate with managers and escalate complex issues to higher levels of HR leadership as needed.

Utilize strong communication and active listening skills to understand people's concerns and perspectives. Approach all situations with empathy and emotional intelligence, fostering a respectful and collaborative environment for conflict resolution.

Analyze trends and patterns in emerging people issues, identify potential root causes and areas for improvement. Propose and implement preventive measures alongside respective stakeholders.

Collaborate with IPS Leadership to develop and implement systemic solutions for repetitive people issues. Advocate for changes in policies, procedures, or training programs to address identified gaps and prevent future occurrences.

Change Management

Partner with managers to facilitate smooth transitions during organizational changes.

Conduct regular pulse checks (eNPS) to gauge employee sentiments and provide data-driven insights to enhance communication and address concerns.

Advocate for robust feedback mechanisms to identify and address challenges early on.

Provide resources and training to equip managers with the skills and knowledge needed to lead their teams through change effectively.

Facilitate open communication channels to encourage managers to share concerns and seek support.

Policies and Programs Implementation

Collaborate with managers on effectively introducing and communicating new policies to employees. Develop and deliver training materials and workshops to ensure clear understanding and buy-in, as well as addressing employee concerns throughout the implementation process.

Partner with managers and relevant stakeholders to identify areas for improvement in existing HR policies, processes, and programs.

Assist with the implementation and evaluation of new or revised policies and programs, analyzing effectiveness and making adjustments as needed.

Coach, Inspire, Influence

Build a team of great managers and specialists that are knowledgeable, driven and deliver impeccable results.

Provide timely and actionable feedback to the team, bring a growth mindset by developing and coaching them.

Own the JDs and Comp/Ben of the Team

Work closely with the HR Admin team to contribute to the development and ongoing maintenance of competitive benefits programs that align with employee needs. Stay informed of industry trends to recommend improvements.

Partner with managers in conducting periodic reviews and revisions of JDs, ensuring they remain current and support operational effectiveness.

What You'll Bring

3–5 years of experience as an HR Generalist, including 2 years in a similar or related position.

A bachelor's degree in Human Resources or a related discipline.

Professional HR certification (CHRP is a plus) and active membership with IHRM.

A solid grasp of Kenyan Labour laws, regulations, and best practices.

The ability to build strong relationships across cross-functional teams and communicate and collaborate effectively.

High self-awareness, with the flexibility to adjust your leadership approach to fit different teams.

Exceptional communication skills and a proven ability to address conflict openly and constructively — you'll be setting the standard for how the whole organization communicates.

• Assist managers with ongoing employee support, enabling them to effectively manage their teams and ensure team members feel empowered and equipped to perform their roles successfully.
• Contribute to upholding positive and inclusive Penda Culture by advocating for the values and practices.
• Partner with Managers to identify and deliver coaching and training opportunities aligned with leadership development initiatives, supporting them in fostering strong leadership skills within their teams.
• Facilitate a smooth onboarding experience for new hires, guiding managers on established training resources and performance management processes.
• Support in implementing and executing the performance management process, collaborating with managers and the HR department.
• In collaboration with IPS leadership and managers, communicate a clear understanding of the performance expectations to staff right from onboarding.
• Assist in facilitating calibration sessions for performance reviews to ensure consistency and fairness in evaluation across teams. Review and analyze data and identify potential biases that may impact reviews.
• Collaborate with the HR leadership and managers, by providing support and guidance in adhering to processes and ensuring managers' PRs are completed annually.
• Partner with managers to understand current and future workforce needs and support people planning aligned with departmental priorities.
• Support managers in identifying development opportunities for team members, including career growth, capability building and internal mobility.
• Facilitate smooth onboarding of new hires by partnering with managers to ensure successful integration into the team, role and Penda culture, while supporting completion of onboarding milestones and probation requirements.
• Support internal talent movements, including transfers, promotions, secondments and acting appointments, ensuring processes are implemented fairly, consistently and in line with company policies.
• Partner with the Learning & Development team and relevant stakeholders to coordinate leadership and capability development initiatives that strengthen individual and team performance.
• Partner with the Talent Acquisition team and hiring managers throughout the recruitment process by supporting workforce planning, interview participation, candidate assessment, and hiring decisions, while ensuring alignment with business needs, team dynamics and Penda's values.
• Monitor workforce trends within assigned branches, highlighting risks relating to staffing levels, turnover, internal mobility and talent gaps, and recommend appropriate interventions.
• Serve as the first point of contact for resolving employee relations issues within the assigned branches, ensuring adherence to legal and company policies. Independently handle less to medium complex matters with empathy, emotional intelligence, and a focus on fair and respectful resolution. Collaborate with managers and escalate complex issues to higher levels of HR leadership as needed.
• Utilize strong communication and active listening skills to understand people's concerns and perspectives. Approach all situations with empathy and emotional intelligence, fostering a respectful and collaborative environment for conflict resolution.
• Analyze trends and patterns in emerging people issues, identify potential root causes and areas for improvement. Propose and implement preventive measures alongside respective stakeholders.
• Collaborate with IPS Leadership to develop and implement systemic solutions for repetitive people issues. Advocate for changes in policies, procedures, or training programs to address identified gaps and prevent future occurrences.
• Partner with managers to facilitate smooth transitions during organizational changes.
• Conduct regular pulse checks (eNPS) to gauge employee sentiments and provide data-driven insights to enhance communication and address concerns.
• Advocate for robust feedback mechanisms to identify and address challenges early on.
• Provide resources and training to equip managers with the skills and knowledge needed to lead their teams through change effectively.
• Facilitate open communication channels to encourage managers to share concerns and seek support.
• Collaborate with managers on effectively introducing and communicating new policies to employees. Develop and deliver training materials and workshops to ensure clear understanding and buy-in, as well as addressing employee concerns throughout the implementation process.
• Partner with managers and relevant stakeholders to identify areas for improvement in existing HR policies, processes, and programs.
• Assist with the implementation and evaluation of new or revised policies and programs, analyzing effectiveness and making adjustments as needed.
• Build a team of great managers and specialists that are knowledgeable, driven and deliver impeccable results.
• Provide timely and actionable feedback to the team, bring a growth mindset by developing and coaching them.
• Work closely with the HR Admin team to contribute to the development and ongoing maintenance of competitive benefits programs that align with employee needs. Stay informed of industry trends to recommend improvements.
• Partner with managers in conducting periodic reviews and revisions of JDs, ensuring they remain current and support operational effectiveness.

• Strong communication and active listening skills
• Empathy and emotional intelligence
• Ability to build strong relationships across cross-functional teams
• Flexibility to adjust leadership approach
• Proven ability to address conflict openly and constructively

• Bachelor's degree in Human Resources or a related discipline.
• Professional HR certification (CHRP is a plus) and active membership with IHRM.
• Solid grasp of Kenyan Labour laws, regulations, and best practices.