HR Generalist

Amref Health Africa in Kenya is the country programme office of Amref Health Africa, Africa’s largest International Health NGO. This is the largest and oldest country programme in Africa with an average annual budget of USD 40million. We have 19 innovative products and project models that have successfully been implemented and transformed 5.4 million lives…

HR Generalist

JOB PURPOSE

• The HR Generalist supports the HR Business Partner, HQ in delivering reliable, responsive and employee-centred human resource services across the employee lifecycle. The role combines strong day-to-day people operations with future-focused HR practices by coordinating recruitment and onboarding, employee relations and experience, performance and talent processes, learning and future skills, workforce analytics, digital HR solutions and compliance. Through accurate service delivery, practical guidance, data-informed insights and continuous improvement, the role helps create an inclusive, agile and digitally enabled workplace while ensuring HR programmes and processes are implemented in line with organisational policies and applicable employment requirements.

PRIMARY RESPONSIBILITIES

HR Operations, Employee Lifecycle and Service Delivery

• Coordinate employee lifecycle processes, including appointment, onboarding, probation and confirmation, contract changes and renewals, transfers, leave administration, separation and offboarding.

• Prepare accurate and timely employment documentation, employee correspondence and HR confirmations, and maintain trackers for contracts and other time-bound actions.

• Maintain complete, accurate and confidential employee records in the HR information system and personnel files, in line with data protection and records-management requirements.

• Support payroll and benefits administration by providing validated employee changes, completing routine reconciliations and resolving data discrepancies within agreed timelines.

• Provide first-line guidance to employees and managers on HR policies, processes and self-service tools, resolving routine queries and escalating complex or sensitive matters appropriately.

• Monitor recurring service queries and employee pain points and recommend practical improvements to the HR Business Partner.

Talent Acquisition, Onboarding and Workforce Planning Support

• Support workforce planning by maintaining current headcount and vacancy information, tracking upcoming contract decisions and identifying emerging staffing or capability needs for review by the HR Business Partner.

• Coordinate recruitment processes from approved requisition through appointment, including job posting, application management, shortlisting administration, interview scheduling, candidate communication, pre-employment checks and appointment documentation.

• Support hiring managers to apply fair, inclusive and competency-based selection processes and maintain complete recruitment records in line with organisational policy.

• Coordinate onboarding and induction, including pre-boarding arrangements and scheduled follow-up, to help new employees integrate quickly and understand performance, culture, safeguarding and compliance expectations.

• Maintain recruitment and onboarding dashboards, monitor agreed timelines and candidate or new-joiner experience, and flag delays or improvement opportunities.

• Support development of talent pools for recurring and critical roles in line with approved workforce priorities.

Employee Relations, Experience, Wellbeing and Culture

• Provide first-line support on routine employee relations matters, maintain accurate case records and refer complex, high-risk or sensitive cases to the HR Business Partner.

• Support fair and consistent implementation of employee relations processes, including attendance, conduct, grievance and performance-related matters, within established procedures.

• Coordinate employee listening, engagement, wellbeing and recognition initiatives; analyse feedback and track agreed actions with relevant leaders and teams.

• Gather feedback at key moments in the employee journey and use it to recommend improvements to employee experience and HR service delivery.

• Promote an inclusive, respectful and psychologically safe workplace by reinforcing organisational values, equity and inclusion, safeguarding expectations and relevant people policies.

Performance, Talent, Learning and Future Skills

• Coordinate key stages of the performance management cycle, including goal setting, check-ins, review periods, documentation, completion tracking and follow-up with managers and employees.

• Support talent review, succession and employee development processes under the guidance of the HR Business Partner and relevant specialist teams.

• Coordinate learning-needs inputs and learning activities, including nominations, logistics, attendance, evaluation and maintenance of accurate training records.

• Track individual development plans, career-development actions and agreed learning commitments and provide completion and impact updates.

• Support initiatives that build future-relevant capabilities, including digital fluency, data literacy, collaboration, adaptability and people-management skills.

People Analytics and Workforce Insights