S
Interim HRBP (3-months Contract)
Stratostaff East Africa
Nairobi, KE
Contractor
Posted 1 day ago
Job Description
Job Title: Interim HRBP (Independent Contributor)
Department: Human Resources
Reports to: Director, Risk & Compliance
Functional relationships: Executive Director, Department Heads, Employees, External Recruitment Partners
Contract Duration: 3 months
Location: Nairobi, Kenya
COMPANY INFORMATION
Our client is a well-established Kenyan investment banking and financial services institution operating within a highly regulated environment. The organisation provides investment banking, securities trading, corporate finance advisory, investment management, and capital markets solutions to institutional, corporate, and individual clients.
As part of its commitment to strengthening governance and operational excellence, the organisation is undertaking a comprehensive review of its Human Resources function to ensure that people practices support regulatory compliance, organisational performance, accountability, and business sustainability.
ROLE PURPOSE
The Interim Human Resource Business Partner will lead a comprehensive review of the organisation's Human Resources function, evaluating existing people practices, governance structures, documentation, and employee performance frameworks to ensure alignment with business objectives and regulatory expectations.
The role will focus on strengthening HR governance by reviewing employment contracts, employee files, statutory compliance, HR policies, performance management processes, job documentation, and employee accountability structures. The incumbent will be working closely with Executive Management and departmental leaders by establishing practical frameworks that ensure every employee understands their role, responsibilities, key performance indicators, regulatory obligations, and contribution to organisational success.
The assignment is expected to leave behind a well-governed, compliant, measurable, and scalable HR function capable of supporting the organisation's continued growth.
DUTIES AND RESPONSIBILITIES
HR Governance Audit
• Conduct a comprehensive audit of the Human Resources function to assess compliance with employment legislation, internal governance requirements, and organisational best practice.
• Review existing HR policies, procedures, manuals, templates, and documentation, identifying gaps and recommending improvements.
• Evaluate HR operational processes to strengthen governance, consistency, accountability, and risk management.
• Develop an implementation roadmap for addressing identified HR governance gaps.
Employment Documentation and Contract Compliance
• Review all employee contracts to ensure compliance with Kenyan employment legislation and organisational requirements.
• Audit employee personnel files to confirm completeness, accuracy, statutory documentation, and compliance with internal standards.
• Identify documentation gaps and oversee the regularisation of employment records.
• Develop document control standards that improve consistency and audit readiness.
Performance Management and Accountability
• Review the existing performance management framework and recommend improvements that promote accountability and measurable performance.
• Develop clear Key Performance Indicators (KPIs) and Key Result Areas (KRAs) for all roles in collaboration with departmental leaders.
• Support the cascading of organisational objectives into departmental and individual performance measures.
• Develop structured appraisal processes, performance review documentation, and performance improvement guidelines.
• Support managers in implementing objective and measurable performance discussions.
Regulatory Compliance and Organisational Readiness
• Review employee awareness of regulatory obligations relevant to their respective functions.
• Partner with departmental leaders to ensure employees understand their responsibilities, compliance obligations, and how their roles contribute to organisational objectives.
• Recommend training and awareness initiatives that strengthen regulatory compliance and governance culture.
• Support management in preparing HR documentation required for internal and external audits where applicable.
Organisation Structure and Role Clarity
• Review job descriptions across the organisation to ensure they accurately reflect current responsibilities, reporting lines, and business requirements.
• Assess organisational structure and recommend improvements that strengthen accountability and operational efficiency.
• Ensure every position has clearly defined responsibilities, reporting relationships, performance expectations, and measurable deliverables.
HR Compliance Monitoring
• Develop HR compliance checklists, monitoring tools, and reporting mechanisms that support continuous compliance.
• Establish HR dashboards and reporting metrics that enable management to monitor people performance, compliance, and organisational effectiveness.
• Recommend practical governance controls that strengthen HR risk management.
• Provide periodic reports to Executive Management on audit findings, compliance status, progress against recommendations, and key HR risks.
MEASURABLE OUTCOME
• Completion of a comprehensive HR audit with a detailed gap analysis and implementation roadmap.
• 100% review of employee contracts, personnel files, and statutory employment documentation.
• Updated HR policies, procedures, and governance documentation aligned with organisational and regulatory requirements.
• Clearly defined KPIs and KRAs implemented across all functions.
• A structured performance management and appraisal framework established and adopted.
• Improved employee understanding of individual responsibilities, performance expectations, and contribution to organisational objectives.
• Strengthened HR compliance, governance, and organisational audit readiness.
• Implementation of HR monitoring tools and compliance reporting mechanisms.
KEY COMPETENCIES
• Performance Management
• Stakeholder Advisory
• Risk Management
• Organisational Effectiveness
• Planning and Organisation
• Analytical Thinking
Requirements
QUALIFICATIONS & EXPERIENCE
• Bachelor's degree in Human Resource Management, Business Administration, Law, Industrial Psychology, or a related discipline.
• Professional qualification such as CHRP(K), IHRM, CIPD, SHRM, or an equivalent HR certification.
• Minimum of seven years' progressive Human Resources experience, including significant exposure to HR governance, compliance, performance management, policy development, and organisational effectiveness.
• Experience conducting HR audits, reviewing HR systems, or implementing HR governance frameworks within regulated industries.
• Strong understanding of Kenyan employment legislation, HR compliance, and governance requirements.
• Experience designing performance management systems, KPIs, KRAs, and employee appraisal frameworks.
• Excellent analytical, report writing, stakeholder engagement, and change management skills.
• Ability to work independently while engaging effectively with senior management and business leaders.
Department: Human Resources
Reports to: Director, Risk & Compliance
Functional relationships: Executive Director, Department Heads, Employees, External Recruitment Partners
Contract Duration: 3 months
Location: Nairobi, Kenya
COMPANY INFORMATION
Our client is a well-established Kenyan investment banking and financial services institution operating within a highly regulated environment. The organisation provides investment banking, securities trading, corporate finance advisory, investment management, and capital markets solutions to institutional, corporate, and individual clients.
As part of its commitment to strengthening governance and operational excellence, the organisation is undertaking a comprehensive review of its Human Resources function to ensure that people practices support regulatory compliance, organisational performance, accountability, and business sustainability.
ROLE PURPOSE
The Interim Human Resource Business Partner will lead a comprehensive review of the organisation's Human Resources function, evaluating existing people practices, governance structures, documentation, and employee performance frameworks to ensure alignment with business objectives and regulatory expectations.
The role will focus on strengthening HR governance by reviewing employment contracts, employee files, statutory compliance, HR policies, performance management processes, job documentation, and employee accountability structures. The incumbent will be working closely with Executive Management and departmental leaders by establishing practical frameworks that ensure every employee understands their role, responsibilities, key performance indicators, regulatory obligations, and contribution to organisational success.
The assignment is expected to leave behind a well-governed, compliant, measurable, and scalable HR function capable of supporting the organisation's continued growth.
DUTIES AND RESPONSIBILITIES
HR Governance Audit
• Conduct a comprehensive audit of the Human Resources function to assess compliance with employment legislation, internal governance requirements, and organisational best practice.
• Review existing HR policies, procedures, manuals, templates, and documentation, identifying gaps and recommending improvements.
• Evaluate HR operational processes to strengthen governance, consistency, accountability, and risk management.
• Develop an implementation roadmap for addressing identified HR governance gaps.
Employment Documentation and Contract Compliance
• Review all employee contracts to ensure compliance with Kenyan employment legislation and organisational requirements.
• Audit employee personnel files to confirm completeness, accuracy, statutory documentation, and compliance with internal standards.
• Identify documentation gaps and oversee the regularisation of employment records.
• Develop document control standards that improve consistency and audit readiness.
Performance Management and Accountability
• Review the existing performance management framework and recommend improvements that promote accountability and measurable performance.
• Develop clear Key Performance Indicators (KPIs) and Key Result Areas (KRAs) for all roles in collaboration with departmental leaders.
• Support the cascading of organisational objectives into departmental and individual performance measures.
• Develop structured appraisal processes, performance review documentation, and performance improvement guidelines.
• Support managers in implementing objective and measurable performance discussions.
Regulatory Compliance and Organisational Readiness
• Review employee awareness of regulatory obligations relevant to their respective functions.
• Partner with departmental leaders to ensure employees understand their responsibilities, compliance obligations, and how their roles contribute to organisational objectives.
• Recommend training and awareness initiatives that strengthen regulatory compliance and governance culture.
• Support management in preparing HR documentation required for internal and external audits where applicable.
Organisation Structure and Role Clarity
• Review job descriptions across the organisation to ensure they accurately reflect current responsibilities, reporting lines, and business requirements.
• Assess organisational structure and recommend improvements that strengthen accountability and operational efficiency.
• Ensure every position has clearly defined responsibilities, reporting relationships, performance expectations, and measurable deliverables.
HR Compliance Monitoring
• Develop HR compliance checklists, monitoring tools, and reporting mechanisms that support continuous compliance.
• Establish HR dashboards and reporting metrics that enable management to monitor people performance, compliance, and organisational effectiveness.
• Recommend practical governance controls that strengthen HR risk management.
• Provide periodic reports to Executive Management on audit findings, compliance status, progress against recommendations, and key HR risks.
MEASURABLE OUTCOME
• Completion of a comprehensive HR audit with a detailed gap analysis and implementation roadmap.
• 100% review of employee contracts, personnel files, and statutory employment documentation.
• Updated HR policies, procedures, and governance documentation aligned with organisational and regulatory requirements.
• Clearly defined KPIs and KRAs implemented across all functions.
• A structured performance management and appraisal framework established and adopted.
• Improved employee understanding of individual responsibilities, performance expectations, and contribution to organisational objectives.
• Strengthened HR compliance, governance, and organisational audit readiness.
• Implementation of HR monitoring tools and compliance reporting mechanisms.
KEY COMPETENCIES
• Performance Management
• Stakeholder Advisory
• Risk Management
• Organisational Effectiveness
• Planning and Organisation
• Analytical Thinking
Requirements
QUALIFICATIONS & EXPERIENCE
• Bachelor's degree in Human Resource Management, Business Administration, Law, Industrial Psychology, or a related discipline.
• Professional qualification such as CHRP(K), IHRM, CIPD, SHRM, or an equivalent HR certification.
• Minimum of seven years' progressive Human Resources experience, including significant exposure to HR governance, compliance, performance management, policy development, and organisational effectiveness.
• Experience conducting HR audits, reviewing HR systems, or implementing HR governance frameworks within regulated industries.
• Strong understanding of Kenyan employment legislation, HR compliance, and governance requirements.
• Experience designing performance management systems, KPIs, KRAs, and employee appraisal frameworks.
• Excellent analytical, report writing, stakeholder engagement, and change management skills.
• Ability to work independently while engaging effectively with senior management and business leaders.
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