HR Business Partner

Imara Mediplus Medical Centre is a healthcare provider focused on delivering comprehensive medical services.

The HR Business Partner acts as a strategic partner, supporting the implementation of HR strategies across various departments. This role bridges business needs with HR initiatives, focusing on talent management, performance management, learning and development, recruitment, employee relations, policy review, reporting, and organizational development to enhance overall performance. The HRBP collaborates closely with key stakeholders, including Functional and Departmental Heads, to drive these objectives.

1. Partner with hiring managers to identify staffing needs, develop job descriptions, and create recruitment strategies.
2. Manage the complete recruitment cycle, from sourcing and interviewing to onboarding, ensuring a positive candidate experience.
3. Implement best practices for attracting high-quality talent.
4. Lead the onboarding process to smoothly integrate new hires into the company culture and their roles.
5. Develop and facilitate orientation programs to educate new employees on policies, values, and expectations.
6. Monitor the onboarding experience to ensure early-stage employee engagement and retention.
7. Support the performance management cycle, including goal-setting, mid-year and year-end reviews, and ongoing feedback.
8. Provide coaching to managers on effective performance management and employee development techniques.
9. Support talent management programs, including succession planning, career pathing, and high-potential employee development.
10. Support leadership and business units in implementing key strategic initiatives related to employee engagement, diversity and inclusion, and organizational development.
11. Align HR strategies with the hospital’s strategic objectives to drive organizational change and improve performance.
12. Collaborate on initiatives to improve operational efficiency and foster a culture of continuous improvement.
13. Design and implement employee engagement programs that promote a positive work environment and strengthen organizational culture.
14. Conduct employee surveys, analyze results, and partner with managers to create action plans for engagement and retention.
15. Organize events, recognition programs, and initiatives that enhance employee morale and satisfaction.
16. Work with line managers to identify training needs and design and deliver training programs.
17. Support leadership development programs to ensure a strong talent pipeline for future leadership roles.
18. Facilitate workshops and training sessions to enhance employee skills, including soft skills and technical competencies.
19. Serve as a trusted advisor to managers and employees on employee relations matters, including conflict resolution, grievances, and disciplinary actions.
20. Conduct investigations and ensure fair, consistent handling of employee concerns in compliance with policies and legal requirements.
21. Promote a culture of fairness, respect, and transparency by upholding policies and HR best practices.
22. Support organizational change initiatives by working with leadership to align structure, culture, and talent with evolving healthcare needs.
23. Implement training programs to enhance employee skills, ensure compliance, and improve service quality.
24. Provide support on compensation strategies, job evaluations, and pay equity to maintain competitiveness in the healthcare market.
25. Support the development of staff welfare and employee benefit programs.
26. Track and analyze key HR metrics, including turnover rates, time-to-hire, employee engagement scores, and performance outcomes.
27. Provide data-driven insights to inform decision-making and identify trends or areas for improvement.
28. Prepare reports and dashboards to present HR metrics to senior management and recommend HR strategy enhancements.

1. Bachelor’s degree in Human Resource Management or a related field.
2. Professional qualification such as a Higher Diploma in Human Resource Management or Certified Human Resource Professional of Kenya (CHRP(K)).
3. Minimum of three (3) years of experience in Human Resources or an equivalent role.
4. Comprehensive knowledge of all HR functions as an HR generalist.
5. Strong understanding of HR laws and regulations, with the ability to effectively handle employee relations matters.
6. Experience with payroll processing is an added advantage.
7. Membership with the Institute of Human Resource Management (IHRM) of Kenya.