HEAD OF HUMAN RESOURCES (CONSULTANCY)
Job Description
U
HEAD OF HUMAN RESOURCES (CONSULTANCY)
Ujamaa Africa
Consulting & Strategy
Today
Easy apply
New
Nairobi
Contract & Temporary
NGO, NPO & Charity
Confidential
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Job summary
The role will focus on professionalising HR operations, regularising employment documentation, improving contract management, strengthening performance management and ensuring compliance with Kenyan labour laws, safeguarding standards and donor requirements.
Min Qualification
Bachelors
Experience Level
Mid level
Experience Length
6 years
Language Requirement
English
Work Type
Contract & Temporary
Working Hours
8 to 5
Applicant Location
Kenya
Job descriptions & requirements
OrganisationUjamaa Africa
LocationNairobi, Kenya
Engagement TypeConsultancy
Duration6 Months (January – June 2027)
Reports ToExecutive Director
About Ujamaa Africa
Ujamaa Africa is a Kenyan-registered non-governmental organisation (NGO) working to prevent gender-based violence through evidence-based, scalable and sustainable
interventions. The organisation operates across Kenya, Malawi and Somaliland, partnering with communities and institutions to promote safety, empowerment and social change.
As Ujamaa Africa continues to grow, it seeks an experienced Head of Human Resources to strengthen its HR function, establish robust people-management systems and promote a
fair, compliant, accountable and safeguarding-conscious workplace.
Role Overview
The Head of Human Resources will provide strategic and operational leadership in strengthening Ujamaa Africa's HR policies, systems, processes and governance. The role will focus on professionalising HR operations, regularising employment documentation, improving contract management, strengthening performance management and ensuring compliance with Kenyan labour laws, safeguarding standards and donor requirements.
The successful candidate will be expected to establish practical, sustainable HR systems that support organisational growth and remain effective beyond the consultancy period.
Key Responsibilities
- HR Strategy and Organisational Development
● Develop and implement an HR strategy, annual work plan and workforce plan aligned with organisational objectives.
● Review and strengthen HR policies, procedures, systems and internal controls.
● Advise senior management on organisational structure, workforce planning, people- related risks and organisational change.
- HR Records and Contract Management
● Conduct a comprehensive audit of employee records, contracts, job descriptions, leave records, performance documentation and personnel files.
● Identify and address documentation gaps, compliance risks and weaknesses in HR controls.
● Establish a central contract register and structured processes for contract preparation, approval, renewal, amendment and expiry tracking.
● Ensure employment contracts and job descriptions are aligned and approval processes are followed.
- Recruitment and Onboarding
● Establish transparent, competitive and merit-based recruitment procedures.
● Standardise recruitment requisitions, shortlisting, interviews, reference checks and appointment documentation.
● Strengthen safer recruitment practices and ensure structured onboarding and induction for new employees.
- Performance Management and Employee Relations
● Develop and implement a performance-management framework with clear KPIs, supervision, appraisals and performance improvement plans.
● Establish fair and confidential grievance-handling, conflict-resolution, disciplinary and whistleblowing procedures.
● Support managers in handling employee relations matters consistently and in line with employment law.
- Compensation, Benefits and Compliance
● Review compensation practices and propose a transparent salary-grading and remuneration framework.
● Strengthen HR controls relating to payroll, benefits and statutory obligations in collaboration with Finance.
● Ensure compliance with Kenyan labour legislation, statutory requirements, organisational policies and donor requirements.
- Safeguarding and Workplace Culture
● Integrate safeguarding, child protection, prevention of sexual exploitation and abuse (PSEA), sexual-harassment prevention and ethical conduct into HR policies and processes.
● Work with programme and safeguarding teams to promote a safe, respectful and accountable workplace.
● Strengthen staff engagement, wellbeing, professional development and organisational culture.
- Staff Development and Succession Planning
● Conduct training-needs assessments and develop staff capacity-building plans.
● Establish systems for professional development, succession planning and talent management.
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