HR Generalist

Amref Health Africa is a leading African health development organization founded in 1957, dedicated to improving health across the continent. Operating from Nairobi, Kenya, it focuses on humanitarian and social development initiatives.

This role is crucial for delivering reliable, responsive, and employee-centric HR services, combining robust day-to-day operations with strategic future-focused HR practices. The HR Generalist will coordinate various HR functions, including recruitment, onboarding, employee relations, performance and talent processes, learning and skills development, workforce analytics, digital HR solutions, and compliance. The position ensures accurate service delivery, offers practical guidance, provides data-informed insights, and drives continuous improvement to foster an inclusive, agile, and digitally-enabled workplace. It also guarantees that all HR programs and processes align with organizational policies and applicable employment regulations.

1. Coordinate all employee lifecycle processes, including appointments, onboarding, probation, contract changes, transfers, leave administration, and separations.
2. Prepare accurate and timely employment documentation, correspondence, and HR confirmations, maintaining trackers for contracts and time-bound actions.
3. Ensure complete, accurate, and confidential employee records are maintained in the HR information system and personnel files, adhering to data protection requirements.
4. Support payroll and benefits administration by validating employee changes, performing routine reconciliations, and resolving data discrepancies promptly.
5. Provide initial guidance to employees and managers on HR policies, processes, and self-service tools, resolving routine queries and escalating complex issues.
6. Monitor recurring service queries and employee pain points, recommending practical improvements to the HR Business Partner.
7. Support workforce planning by maintaining current headcount and vacancy information, tracking upcoming contract decisions, and identifying emerging staffing needs.
8. Coordinate end-to-end recruitment processes, from requisition approval to appointment, including job posting, application management, shortlisting, interview scheduling, candidate communication, pre-employment checks, and documentation.
9. Assist hiring managers in implementing fair, inclusive, and competency-based selection processes, maintaining complete recruitment records.
10. Coordinate onboarding and induction, including pre-boarding and follow-up, to facilitate new employee integration and understanding of performance, culture, safeguarding, and compliance.
11. Maintain recruitment and onboarding dashboards, monitor timelines, assess candidate/new-joiner experience, and flag delays or improvement opportunities.
12. Support the development of talent pools for recurring and critical roles based on approved workforce priorities.
13. Provide first-line support for routine employee relations matters, maintain accurate case records, and refer complex or sensitive cases to the HR Business Partner.
14. Support fair and consistent implementation of employee relations processes, including those related to attendance, conduct, grievance, and performance.
15. Coordinate employee listening, engagement, wellbeing, and recognition initiatives, analyzing feedback and tracking agreed actions with leaders.
16. Gather feedback at key points in the employee journey to recommend improvements to employee experience and HR service delivery.
17. Promote an inclusive, respectful, and psychologically safe workplace by reinforcing organizational values, equity, inclusion, safeguarding, and relevant people policies.
18. Coordinate key stages of the performance management cycle, including goal setting, check-ins, reviews, documentation, tracking, and follow-up.
19. Support talent review, succession planning, and employee development processes under guidance from the HR Business Partner.
20. Coordinate learning-needs inputs and learning activities, including nominations, logistics, attendance, evaluation, and maintenance of training records.
21. Track individual development plans, career-development actions, and learning commitments, providing completion and impact updates.
22. Support initiatives that build future-relevant capabilities such as digital fluency, data literacy, collaboration, adaptability, and people-management skills.
23. Maintain accurate workforce dashboards and trackers for headcount, vacancies, contract status, recruitment, onboarding, turnover, absence, performance, and learning.
24. Compile and analyze workforce data, identify patterns and risks, and prepare concise reports and insights for decision-making.
25. Support data quality checks, reconciliations, and consistent use of workforce definitions across HR records and systems.
26. Translate employee and workforce data into practical follow-up actions and track the effectiveness of interventions.
27. Promote effective use of the HR information system, self-service tools, and digital workflows, providing user guidance.
28. Identify opportunities to simplify, standardize, or automate repetitive HR processes while maintaining controls and positive employee experience.
29. Responsibly use approved digital and AI-enabled tools to improve accuracy, insight, and turnaround time, ensuring data privacy and compliance.
30. Maintain clear process maps, user guides, and standard operating materials, supporting adoption of new HR tools.
31. Gather user feedback after process or technology changes and recommend refinements based on service data and employee experience.
32. Support consistent application of organizational HR policies, procedures, and internal controls, monitoring documentation completion.
33. Ensure HR processes comply with applicable employment legislation, data protection, safeguarding, and organizational requirements.
34. Prepare documentation for internal and external audits, maintain action trackers, and support timely closure of HR findings and risks.
35. Support people-related change initiatives through accurate employee data, coordinated communications, stakeholder follow-up, and adoption support.
36. Contribute operational insights to policy and process reviews and communicate approved changes clearly.
37. Handle employee information with discretion and maintain strict confidentiality in all HR activities.

1. Bachelor’s degree in Human Resource Management, Business Administration, or a related field.
2. Higher Diploma in Human Resource Management, CHRP qualification, or an equivalent professional credential.
3. Current membership of the Institute of Human Resource Management or another relevant professional body.
4. Minimum of three (3) to five (5) years of relevant experience in an HR generalist or comparable role.
5. Demonstrated experience supporting HR operations, recruitment, onboarding, employee relations, performance, learning processes, HR reporting, and compliance in diverse environments.
6. Practical experience using an HR information system and workforce data for service delivery and decision-making.
7. Exposure to HR digitalization, process improvement, employee-experience, or organizational-change initiatives is an advantage.
8. Sound knowledge of end-to-end HR operations, employee lifecycle processes, and contemporary people practices.
9. Working knowledge of Kenyan employment legislation, HR compliance, governance, data protection, and safeguarding requirements.
10. Ability to provide responsive, accurate, and practical HR support with a strong employee and manager service orientation.
11. Strong employee-relations judgment, including risk recognition, accurate record-keeping, and appropriate escalation.
12. Strong planning, project-coordination, and organizational skills, with the ability to manage competing priorities and meet deadlines.
13. Strong interpersonal, written, and verbal communication skills, capable of building effective working relationships.
14. Analytical capability to interpret workforce data, identify trends, and present clear, decision-relevant insights.
15. Digital literacy and proficiency in HR information systems, Microsoft Office applications, reporting tools, and self-service platforms.
16. Curiosity and confidence to learn and responsibly apply emerging HR technologies, automation, and AI-enabled tools.
17. Process-improvement mindset, identifying inefficiencies, proposing solutions, and supporting new ways of working.
18. Adaptability and change orientation, with an interest in future workforce capabilities and evolving employee expectations.
19. Ability to handle sensitive and confidential information with professionalism, discretion, and integrity.
20. Commitment to equity, diversity, inclusion, safeguarding, wellbeing, and a positive employee experience.
21. Collaborative, accountable, and service-oriented approach, committed to continuous learning and high-quality delivery.