Tatu is a project of Rendeavour, Africa’s largest urban land developer with over 30,000 acres of visionary projects in the growth trajectories of large cities in Kenya, Ghana, Nigeria, Zambia and Democratic Republic of Congo. Rendeavour’s vision goes beyond alleviating what is a self-evident problem - that of stifling urban congestion and a dearth of quality housing and commercial property in Africa. Rather, we aim to help create the infrastructure - the living and working spaces, communities, schools and hospitals - that will help sustain and accelerate Africa’s economic growth, meet the aspirations of Africa’s burgeoning middle classes, and serve as a catalyst for further urban development.

Read more about this company

Human Resource Business Partner (BPO Operations)

Job Type

Full Time

Qualification

BA/BSc/HND , Professional Certificate

Experience

5 years

Location

Nairobi

Job Field

Human Resources / HR

Employee Relations & Workforce Management

Act as the primary HR contact for employee relations across operations teams, handling disciplinary matters, grievances, investigations, appeals, and conflict resolution in compliance with Kenyan labour laws and company policies.

Advise team leaders and managers on employee management, coaching, workplace conduct, and disciplinary procedures while managing sensitive issues with professionalism, confidentiality, fairness, and consistency.

Drive workplace culture, engagement, retention, and wellness initiatives by monitoring workforce morale, identifying people-related risks, and supporting employees within a high-pressure operational environment.

Design and execute employee engagement initiatives tailored to shift-based BPO operations, including recognition programs, wellness activities, feedback forums, and retention-focused interventions.

Actively monitor employee sentiment and proactively identify morale, burnout, or attrition risks within operational teams

Labour Law Compliance & HR Governance

Ensure full compliance with Kenyan labour laws, statutory obligations, occupational health and safety requirements, employment regulations, and internal HR governance standards, including PCI-related workforce requirements/Standard Operating Procedures (SOPs)

Maintain accurate and secure HR records such as contracts, disciplinary files, leave records, onboarding documentation, and statutory filings while ensuring confidentiality of employee and client-sensitive information.

Support internal and external audits through proper documentation and records management, while keeping management informed on labour law changes and related business risks.

Recruitment, Onboarding & Workforce Planning

Coordinate end-to-end recruitment for operational and support roles, ensuring timely hiring and selection.

Support workforce planning aligned with operational growth, client demand, staffing forecasts, and attrition trends in partnership with Operations leaders.

Manage onboarding processes, including orientation, integration programs, and initiatives that improve retention and operational readiness.

Oversee pre-employment and onboarding compliance activities such as background checks, verification, and documentation.

Performance Management & Operational HR Support

Support implementation and administration of performance management frameworks to ensure consistent application across operations.

Partner with Operations leadership to address productivity, attendance, quality, behavioral issues, and overall workforce performance concerns.

Coordinate Performance Improvement Plans (PIPs), coaching interventions, corrective actions, and support during operational escalations or workforce incidents.

Analyze workforce trends (absenteeism, attrition, disciplinary cases, engagement, and performance indicators) and provide HR insights to improve effectiveness and operational stability.

Policy Development & Process Improvement

Lead the implementation and enforcement of operational HR governance frameworks including escalation matrices, code of conduct standards, zero-tolerance policies, attendance governance, and workplace behavior protocols.

Partner with Operations and Security teams to ensure consistent application of client-specific workplace compliance standards and disciplinary controls.

Review, update, and implement HR policies, SOPs, and employee handbook provisions to ensure alignment with operational needs and legal requirements.

Develop scalable HR processes suitable for a startup environment while ensuring practicality and enforceability.

Ensure HR policies comply with local legislation and meet international client expectations, including workplace standards.

Drive continuous improvement in HR operations and employee experience, including alignment with PCI compliance and client contractual obligations.

Stakeholder Management & Business Partnership

Build strong relationships with internal stakeholders (Operations, Training, QA, IT, Security, Finance, and Leadership) to ensure effective collaboration.

Serve as a trusted HR advisor to managers and leadership, supporting decision-making and people strategy discussions.

Facilitate communication and alignment between local operations and international stakeholders to ensure consistency in execution.

Manage HR escalations with urgency and professionalism, including support for client audits and people-related operational reviews where required.

Attendance, Shift & Call Center Environment Management

Support monitoring and management of attendance, lateness, absenteeism, leave trends, and shift adherence in a 24/7 operational environment.

Assist in enforcing operational discipline, ensuring compliance with shift, overtime, rest day, and leave regulations.

Support employee scheduling coordination from an HR compliance perspective to ensure workforce coverage and regulatory adherence.

Address workplace conduct and compliance issues that may impact service delivery, operational efficiency, or client commitments.

Qualifications & Experience

Bachelor’s Degree in Human Resource Management, Business Administration, or related field.

CHRP-K certification or equivalent professional HR qualification preferred.

Minimum 5 years progressive HR experience, with at least 2–3 years supporting shift-based BPO, contact center, or operational environments.

Prior HR experience within a BPO, contact center, customer support, or high-volume operational environment strongly preferred.

Strong working knowledge of Kenyan labour laws and HR best practices.

Experience handling employee relations and disciplinary processes in fast-paced environments.

Experience in supporting shift-based or international operations is highly desirable.

Prior exposure to PCI-compliant or highly regulated environments is an added advantage.

Soft Skills & Mindset

High emotional intelligence and maturity

Strong communication and interpersonal skills

Resilience under pressure

Strong judgment and discretion

Problem-solving and decision-making capability

Ability to manage difficult conversations professionally

Adaptability within evolving startup structures

Strong sense of ownership and accountability

Ability to remain calm and decisive during operational crises, employee escalations, and high-pressure workforce incidents.

Work Model and Collaboration

Required to actively support night shift operations aligned to international client schedules, including maintaining a visible on-site HR presence during designated operational hours.

Expected to provide real-time HR support for operational escalations, employee incidents, attendance concerns, employee engagement activities, and workforce stability initiatives within a fast-paced shift-based environment.

Required to work fully on site and Pacific Time Zone schedules.

Ability to support urgent operational matters outside standard business hours where necessary.

High interaction with frontline employees and operational leadership teams.

• Act as the primary HR contact for employee relations across operations teams, handling disciplinary matters, grievances, investigations, appeals, and conflict resolution in compliance with Kenyan labour laws and company policies.
• Advise team leaders and managers on employee management, coaching, workplace conduct, and disciplinary procedures while managing sensitive issues with professionalism, confidentiality, fairness, and consistency.
• Drive workplace culture, engagement, retention, and wellness initiatives by monitoring workforce morale, identifying people-related risks, and supporting employees within a high-pressure operational environment.
• Design and execute employee engagement initiatives tailored to shift-based BPO operations, including recognition programs, wellness activities, feedback forums, and retention-focused interventions.
• Actively monitor employee sentiment and proactively identify morale, burnout, or attrition risks within operational teams
• Ensure full compliance with Kenyan labour laws, statutory obligations, occupational health and safety requirements, employment regulations, and internal HR governance standards, including PCI-related workforce requirements/Standard Operating Procedures (SOPs)
• Maintain accurate and secure HR records such as contracts, disciplinary files, leave records, onboarding documentation, and statutory filings while ensuring confidentiality of employee and client-sensitive information.
• Support internal and external audits through proper documentation and records management, while keeping management informed on labour law changes and related business risks.
• Coordinate end-to-end recruitment for operational and support roles, ensuring timely hiring and selection.
• Support workforce planning aligned with operational growth, client demand, staffing forecasts, and attrition trends in partnership with Operations leaders.
• Manage onboarding processes, including orientation, integration programs, and initiatives that improve retention and operational readiness.
• Oversee pre-employment and onboarding compliance activities such as background checks, verification, and documentation.
• Support implementation and administration of performance management frameworks to ensure consistent application across operations.
• Partner with Operations leadership to address productivity, attendance, quality, behavioral issues, and overall workforce performance concerns.
• Coordinate Performance Improvement Plans (PIPs), coaching interventions, corrective actions, and support during operational escalations or workforce incidents.
• Analyze workforce trends (absenteeism, attrition, disciplinary cases, engagement, and performance indicators) and provide HR insights to improve effectiveness and operational stability.
• Lead the implementation and enforcement of operational HR governance frameworks including escalation matrices, code of conduct standards, zero-tolerance policies, attendance governance, and workplace behavior protocols.
• Partner with Operations and Security teams to ensure consistent application of client-specific workplace compliance standards and disciplinary controls.
• Review, update, and implement HR policies, SOPs, and employee handbook provisions to ensure alignment with operational needs and legal requirements.
• Develop scalable HR processes suitable for a startup environment while ensuring practicality and enforceability.
• Ensure HR policies comply with local legislation and meet international client expectations, including workplace standards.
• Drive continuous improvement in HR operations and employee experience, including alignment with PCI compliance and client contractual obligations.
• Build strong relationships with internal stakeholders (Operations, Training, QA, IT, Security, Finance, and Leadership) to ensure effective collaboration.
• Serve as a trusted HR advisor to managers and leadership, supporting decision-making and people strategy discussions.
• Facilitate communication and alignment between local operations and international stakeholders to ensure consistency in execution.
• Manage HR escalations with urgency and professionalism, including support for client audits and people-related operational reviews where required.
• Support monitoring and management of attendance, lateness, absenteeism, leave trends, and shift adherence in a 24/7 operational environment.
• Assist in enforcing operational discipline, ensuring compliance with shift, overtime, rest day, and leave regulations.
• Support employee scheduling coordination from an HR compliance perspective to ensure workforce coverage and regulatory adherence.
• Address workplace conduct and compliance issues that may impact service delivery, operational efficiency, or client commitments.

• High emotional intelligence and maturity
• Strong communication and interpersonal skills
• Resilience under pressure
• Strong judgment and discretion
• Problem-solving and decision-making capability
• Ability to manage difficult conversations professionally
• Adaptability within evolving startup structures
• Strong sense of ownership and accountability
• Ability to remain calm and decisive during operational crises, employee escalations, and high-pressure workforce incidents.

• Bachelor’s Degree in Human Resource Management, Business Administration, or related field.
• CHRP-K certification or equivalent professional HR qualification preferred.
• Minimum 5 years progressive HR experience, with at least 2–3 years supporting shift-based BPO, contact center, or operational environments.
• Prior HR experience within a BPO, contact center, customer support, or high-volume operational environment strongly preferred.
• Strong working knowledge of Kenyan labour laws and HR best practices.
• Experience handling employee relations and disciplinary processes in fast-paced environments.
• Experience in supporting shift-based or international operations is highly desirable.
• Prior exposure to PCI-compliant or highly regulated environments is an added advantage.