• The HR Business Partner: Kenya acts as a trusted advisor to the business, partnering closely with country and site leadership to deliver HR solutions that drive business performance, employee engagement, and compliance. The role leads the HR agenda across Kenya and supports strategic and operational goals through strong business partnering, talent management, employee relations, and organizational development.

Key Accountabilities & Tasks

Business Partnering:

• Act as a trusted HR advisor to country and site leadership teams.
• Provide HR input into business strategy, new business bids, and contract renewals.
• Coach managers to improve leadership capability and people management effectiveness.
• HR Strategy & Transformation:
• Lead and drive the HR transformation agenda across Kenya.
• Deploy DHL Supply Chain and country HR strategies aligned to business objectives.
• Identify and implement initiatives to improve workforce productivity and site profitability.
• Talent Management & Workforce Planning:
• Support workforce planning, organizational design, and resourcing strategies.
• Drive performance management, talent reviews, succession planning, and career development.
• Support managers with performance dialogues, disciplinary processes, and change initiatives.
• Employee Relations & Compliance:
• Lead the country employee relations agenda, including union and CBA engagements.
• Ensure compliance with local labour legislation, DHL policies, and governance standards.
• Act as Human Rights Officer, driving Human Rights compliance and awareness.
• Employee Engagement & Culture:
• Drive employee engagement, retention, and satisfaction initiatives.
• Lead Employee Opinion Survey action planning and follow-up.
• Act as a culture and values ambassador across the business.

Responsibilities

Customer:

• Provide HR support and interventions to business country management on people-related needs and issues.
• Support customer satisfaction through effective HR solutions.
• Contribute to customer renewals and new business wins through strong people partnering.
• Stakeholder:
• Participate in the country business leadership team to support development of the strategic business plan.
• Coach and develop leaders and managers to strengthen leadership capability and people management effectiveness.
• Scan and understand the business environment, market trends, and people needs, sharing insights with HR colleagues to drive continuous improvement.
• Partner with Centres of Excellence to deploy HR solutions that address specific business challenges.
• Collaborate with HR Operations to leverage workforce data and analytics to generate people insights and recommendations.
• Provide advice and solutions across workforce planning, recruitment, learning and development, performance management, compensation, and succession planning.
• Manage HR data integrity and ensure delivery of HR processes across the full employee lifecycle (e.g. bonus and merit reviews, talent management, development reviews).
• Build and maintain strong stakeholder relationships and identify opportunities for continuous improvement.
• Drive a culture of employee engagement, ensuring ongoing Employee Opinion Survey follow-up and action planning.
• Manage union and Works Council activities, including pay negotiations.

Process:

• Act as an experienced HR professional, independently resolving the majority of HR-related issues.
• Serve as a business partner and consultant, providing advice across multiple HR disciplines to line managers, employees, and colleagues at country level.
• Manage a broad range of HR activities, including complex and non-routine matters requiring background research (e.g. legal advice, data trend analysis).
• Support managers with recruitment processes, contracts, and onboarding of new employees.
• Oversee HR operations including payroll administration, onboarding and offboarding, and employee disciplinary processes, ensuring compliance with employment legislation.
• Recommend and support implementation of local employee policies aligned with labour law requirements.
• Support managers in preparing for Employee Development Reviews, performance discussions, and calibration meetings in line with agreed principles and processes.
• Drive and support employee career development initiatives to ensure retention of key talent.
• Support organisational change initiatives, acting as a change agent and ensuring Human Rights adherence.
• Act as a role model and advocate of organisational culture and values.
• Maintain up-to-date knowledge of HR best practices, labour legislation, and industry developments.
• Ensure awareness of and compliance with company policies, procedures, and legal requirements.
• Provide expert advice, guidance, and coaching to managers on employee relations matters.
• Support BCA and tender inputs related to start-up and implementation activities.
• Develop and implement HR plans for site start-ups and closures, ensuring legal compliance and leading CBA negotiations and renewals.
• Maintain accurate and up-to-date employee records in HRIS and SDH systems.
• Coach and mentor HR colleagues and business partners.

People Management:

• Coach and mentor HR colleagues and business partners to build capability and performance
• Support talent development, retention, and internal mobility initiatives

Functional Competencies

• HR Strategy & Business Partnering – Ability to align people strategies with business objectives and commercial outcomes.
• HR Process Expertise – Strong working knowledge of end-to-end HR processes including Talent, ER, C&B, and Performance Management.
• Employment & Labor Law – In-depth understanding of local labour legislation and employee relations best practices.
• Stakeholder & Relationship Management – Ability to influence, challenge, and build credibility with senior stakeholders.
• Organization Design & Change Management – Capability to support and lead organizational change initiatives.
• Coaching & Influencing – Skilled in coaching leaders and driving behavioural change.
• Business Acumen – Strong understanding of operational environments and commercial drivers.
• Data & Analytics – Ability to interpret HR metrics and trends to inform decision-making.

Qualifications & Experience

Education:

• Bachelor’s degree in Business, Human Resources, or related field.
• IHRM Certification and valid practising membership.

Experience:

• 8–10 years’ experience in Human Resources with demonstrated HR leadership.
• Experience across core HR disciplines including ER/IR, Talent, Engagement, and C&B.
• Proven experience in organizational change and transformation initiatives.
• Strong exposure to operational or supply chain environments.