CAREER OPPORTUNITY

HUMAN RESOURCES BUSINESS PARTNER - RETAIL AND BUSINESS BANKING

HF Group Plc is an integrated financial solutions provider that is registered as a non-operating holding company (under the Banking Act Cap. 488) and regulated by the Central Bank of Kenya (CBK) and the Capital Markets Authority (CMA). The Group exists in Banking, Property and Insurance, and is listed at the Nairobi Securities Exchange. For more information on our banking, property and insurance solutions, please visit www.hfgroup.co.ke The Group has 4 main entities: HFC - Full-Service Banking HF Development & Investments (HFDI) - Property/Real Estate Solutions HF Bancassurance Intermediary (HFBI) - Insurance Solutions HF Foundation - ESG/Sustainability On the back of a strong growth trajectory - and in a bid to power the business, HFC is looking to recruit a dynamic and results-oriented Human Resources Business Partner-Retail and Business Banking.

Job Purpose

Reporting to the Head of HR and Administration - HFC, the Human Resources Business Partner (HRBP) is a strategic partner to business leadership, responsible for integrating HR functional expertise with business objectives to drive organizational performance.

The role provides end-to-end HR advisory and delivery support to assigned Business Units by designing and implementing employee-centred, compliant, and value-adding HR solutions. The HRBP supports business growth-including digital transformation by enabling effective talent acquisition, performance management, employee engagement, change management, and employee culture alignment.

• Identify current and future talent requirements in line with business strategy.
• Define core organizational competencies and individual capability requirements.
• Drive workforce planning, succession planning, and retention initiatives.
• Embed effective recruitment, selection, promotion, and onboarding practices to attract and assimilate top talent.
• Promote flexible and alternative work arrangements where appropriate.
• Support career development and employee assistance initiatives that empower employees to manage their careers.
• Implement performance management systems that align individual and team performance with business objectives, values, and competencies.
• Support linkage of performance outcomes to rewards, recognition, and benefits.
• Advise on and manage performance improvement, disciplinary matters, and grievance resolution.
• Propose flexible and competitive benefits programs aligned to business and employee needs.
• Support the design, development, and effectiveness of teams.
• Coach and support line managers, team leaders, and supervisors on people management practices.
• Promote a learning culture that embeds continuous learning and knowledge sharing.
• Support Training Needs Analysis (TNA) and implementation of learning interventions.
• Track HR metrics and KPIs and drive performance improvements within the Business Units.
• Encourage innovation, creativity, and learning from experience.
• Support organizational design, role clarity, and structural alignment initiatives.
• Act as a change catalyst by supporting communication, engagement, and adoption of change initiatives.
• Align HR processes, systems, and programs with the Bank's strategy, culture, and values.
• Build change management capability within the business.
• Champion compliance with labour laws, HR policies, and employment regulations.
• Advise management and employees on employee relations matters.
• Support smooth employee exits including resignations, terminations, and negotiated separations in liaison with HR and Legal.
• Promote a positive employee relations climate and workplace harmony.
• Build strong relationships with Business Unit leaders and employees.
• Partner with external consultants and service providers as required.
• Support HR branding initiatives that enhance HF Group's employer value proposition.
• Align workforce plans and succession pipelines.
• Improved talent attraction, retention, and engagement metrics.
• Effective execution of performance management cycles.
• Successful delivery of change and transformation initiatives.
• Strong employee engagement and culture alignment.
• Actionable HR insights and analytics for decision-making.
• Strategic HR Business Partnering.
• Policy legislation and camp Ability to drive employee engagement initiatives.
• Talent Management & Succession Planning.
• Performance Management & Reward Alignment.
• Change Management & Organizational Development.
• HR Analytics and Data-Driven Decision Making.
• Labour Law and Regulatory Compliance.
• Personal effectiveness and credibility.
• Process discipline and quality orientation.
• Influencing and Negotiation.
• Organizational savviness.
• Business acumen.
• Strategic orientation.
• Result orientation.
• Developing self/others.

• Talent Acquisition & Workforce Planning
• Employee Engagement & Performance Management
• High Performing Teams & Leadership Support
• Learning & Capability Development
• Organizational Development & Change Management
• Employee Relations & Compliance
• Stakeholder Collaboration & HR Branding
• Strategic HR Business Partnering
• Policy legislation and camp Ability to drive employee engagement initiatives
• Talent Management & Succession Planning
• Performance Management & Reward Alignment
• Change Management & Organizational Development
• HR Analytics and Data-Driven Decision Making
• Labour Law and Regulatory Compliance
• Personal effectiveness and credibility
• Process discipline and quality orientation
• Influencing and Negotiation
• Organizational savviness
• Business acumen
• Strategic orientation
• Result orientation
• Developing self/others

• Bachelor's degree in Human Resources, Business Administration, or related field.
• CHRP (K) certification is required.
• Member of Institute of Human Resource Management (IHRM).
• Master's degree (MBA or equivalent) is an added advantage.