Job Description

• Strategic Talent Leadership
• Develop and execute long-term workforce planning aligned with the Trust’s vision and growth trajectory.
• Develop and implement HR policies aligned with the school’s mission and labour laws.
• Lead high-level recruitment, onboarding, and retention strategies for teaching, administrative, and support staff. Ensure succession planning is adequately carried out to secure top-tier faculty, administrators, and professional staff.
• Shape a compelling employer brand that attracts, develops, and retains exceptional world-class talent.
• Provide strategic oversight on compensation and benefits to ensure competitiveness, equity, and fiscal sustainability.
• Manage payroll, pensions, medical schemes, and ensure compliance with statutory deductions.
• Develop and execute an annual training calendar, with experts in the respective areas of need
• Culture & Organizational Development
• Champion a high-performance culture rooted in Waldorf values of respect, collaboration, inclusivity and holistic human development.
• Serve as a culture architect, embedding practices that inspire trust, engagement, and cross-cultural harmony.
• Guide leadership in organizational design, change management, and workforce transformation.
• Foster a positive work environment, handle grievances, and ensure fair and transparent processes.
• Support initiatives that safeguard staff welfare and occupational health.
• Performance, Growth & Leadership Development
•  In charge of integrating performance management framework that drives accountability and growth.
• Design leadership and professional development pathways to cultivate internal talent pipelines.
• Align staff capability development with long-term strategic priorities of the Trust.
• In charge of appraisals, career development, training programs, and succession planning.
• Maintain accurate employee records, contracts, and HR information systems.
• Governance, Risk & Compliance Leadership
• Ensure the school’s full compliance with labor legislation, regulatory frameworks, and global HR best practices.
• Serve as the principal HR liaison with regulatory and legal bodies.
• Advise the Board on workforce-related risks, policy development, and governance matters.
• Ensure adherence to Kenyan labour laws, the Teachers Service Commission requirements (where relevant), and school policies.
• Succession Planning
• Develop and implement succession planning strategies to ensure leadership continuity across all critical roles.
• Identify key positions and potential successors within the organization to build a robust internal talent pipeline.
• Design and oversee career development programs that prepare high potential employees for advancement.
• Collaborate with department heads to assess future talent needs and create targeted development plans.
• Learning & Development
• Conduct regular training needs assessments across departments to identify skill gaps and recommend relevant learning interventions
• Liaise with external training providers and professional bodies to enhance internal development programs and ensure industry relevance.
• Lead the design and implementation of learning and development strategies that align with organizational goals and enhance employee performance.
• Manage the learning and development budget effectively, ensuring optimal use of resources in developing employee capabilities.
• Stakeholder Engagement & Institutional Partnerships
• Build and sustain strong relationships with internal and external stakeholders, including parents, regulatory authorities, professional bodies, and the wider Waldorf community.
• Represent the school in HR-related forums, networks, and policy dialogues to enhance institutional visibility and influence.
• Develop partnerships that support staff wellbeing, talent pipelines, and organizational growth.
• Advise leadership and Board on staffing structures, workforce optimization, and HR analytics.

Requirements

• Bachelor’s degree in Human Resource Management a Masters Degree will be an added advantage.
• Must be a full member of the Institute of Human Resource Management
• Certified Human Resource Practitioners. (CHRP)
• Minimum of Seven (7) years of experience, three in leadership positions, preferably in an international school and be able to manage 100+ staff.
• Must be able to make effective decisions in response to a dynamic, critical, demand led environment.
• Experience in the education sector or non-profit organizations is an added advantage.