Human Resources & Organisational Development Officer

This-Ability is a social enterprise focused on advancing Disability Rights and Inclusion in Kenya. Our team combines business strategy and social entrepreneurship with a passion for disability rights. We work to provide technical support and assistance to strengthen disability rights and inclusion in Kenya. We also work on inclusive supply and demand approaches to design and implement strategies and innovative business approaches that are profitable, scalable and eradicate the challenges faced by women and girls with disabilities in mainstream development.
Human Resources & Organisational Development Officer


Purpose of the Role

The Human Resources & Organisational Development Officer will lead the development, implementation and continuous improvement of the Trust’s human-resource and organisational-development systems.
This is a hands-on institutional strengthening role combining human-resource management, performance management, organisational development, workforce planning, employee relations and learning and development.
The successful candidate will work closely with managers and staff to establish effective people-management systems while strengthening a culture of accountability, inclusion, professional growth and high performance.

Key Responsibilities

Human Resources Systems and Compliance

Develop, review and implement HR policies, procedures, tools and systems.
Maintain accurate, confidential and up-to-date personnel records.
Maintain employee contract, probation, leave and renewal systems.
Ensure HR practices comply with applicable Kenyan employment requirements and organisational policies.
Support HR documentation for organisational audits and donor due diligence.
Identify emerging workforce and employee-related risks and recommend appropriate action.

Performance Management

Coordinate the organisation-wide performance-management system.
Ensure employees have current job descriptions, workplans and measurable performance indicators.
Coordinate probation, quarterly and annual performance reviews.
Support managers to address performance concerns and develop Performance Improvement Plans where required.
Track agreed performance and professional-development actions.
Strengthen managers’ capacity to provide effective supervision, feedback and performance support.

 Recruitment, Selection and Onboarding

Coordinate transparent and equitable recruitment processes from workforce requisition through appointment.
Support development and review of job descriptions and Terms of Reference.
Coordinate vacancy advertising, screening, written assessments, interviews, reference checks and selection documentation.
Ensure recruitment processes comply with approved job grades, salary ranges and budgets.
Coordinate employee onboarding, induction, probation and confirmation.
Maintain complete recruitment documentation and audit trails.

Organisational Development and Workforce Planning

Support organisational structure and workforce reviews.
Conduct job analysis and support role clarification.
Support development and implementation of job grading and competency frameworks.
Identify organisational capability and staffing gaps.
Support annual workforce and succession planning.
Support organisational change and culture-strengthening initiatives.
Recommend improvements to organisational structures and ways of working as the Trust evolves.

Job Grading and Compensation

Support development and maintenance of a transparent job-grading and compensation framework.
Conduct job evaluation and support consistent role classification.
Support salary benchmarking and internal-equity analysis.
Ensure new positions are appropriately graded before recruitment.
Provide evidence-based recommendations on compensation positioning while considering internal equity, market conditions and organisational affordability.

 Learning and Professional Development

Conduct training and professional-development needs assessments.
Develop and coordinate organisational learning and development plans.
Link performance assessments with individual professional-development priorities.
Coordinate mandatory and role-specific learning.
Support professionalisation and competency development across different levels of the workforce.
Strengthen management and supervisory capability.

Employee Relations, Inclusion and Wellbeing

Provide confidential and professional HR guidance to employees and managers.
Support fair and consistent grievance, disciplinary and conflict-resolution processes.
Support employee wellbeing and workplace-engagement initiatives.
Promote disability inclusion, accessibility and reasonable accommodation within the workplace.
Support a respectful, safe and inclusive organisational culture.
Coordinate exit processes and use employee feedback to identify opportunities for organisational improvement.

HR Data and Reporting

Maintain accurate workforce information and HR records.
Develop periodic HR dashboards and management reports.
Track recruitment, contracts, probation, performance reviews, leave, learning and workforce trends.
Use workforce data to identify organisational risks, gaps and improvement priorities.
Provide reliable HR information to support management decision-making.

Priorities During the First Six Months

The successful candidate will be expected to establish and strengthen the Trust’s core HR and organisational-development architecture.

Priority outputs will include:

HR systems and workforce diagnostic and implementation plan.
Updated employee establishment and HR records.
Strengthened recruitment, onboarding, probation, leave and contract-management systems.
Organisation-wide performance-management framework and calendar.
Job evaluation and grading framework.
Compensation and internal-equity review.
Organisational competency framework.
Learning and professional-development plan.
Employee engagement and workplace-culture baseline.
HR and workforce management dashboard.
Twelve-month workforce and HR/OD implementation plan.

Success will be assessed not only by the completion of these outputs, but by their quality, practical adoption and contribution to stronger organisational performance.

Qualifications and Experience

Essential

The successful candidate should have:

A Bachelor’s degree in Human Resource Management, Organisational Development, Business Administration, Industrial/Organisational Psychology or a related field.
Relevant professional HR qualification and professional standing in Kenya, where applicable.
At least five years of progressive professional experience in human resources, preferably within the NGO, development, social-impact or related sectors.
Demonstrated experience developing or strengthening HR systems.
Practical experience in performance management, recruitment and employee relations.
Strong working knowledge of Kenyan employment and labour requirements.
Experience supporting managers on people-management matters.
Experience handling sensitive and confidential employee information.
Strong analytical, documentation and reporting skills.

Desirable

CHRP-K or equivalent professional qualification.
Experience in organisational development, organisational design or change management.
Experience undertaking job evaluation, salary benchmarking or compensation analysis.
Experience within donor-funded or nonprofit organisations.
Experience supporting diverse or geographically dispersed workforces.
Knowledge of safeguarding and disability-inclusive employment practices.
Experience implementing or managing HR information systems.
Experience developing competency and professional-development frameworks.

Remuneration

The position is classified at Senior Officer / Specialist level.

Gross monthly recruitment salary: KES 180,000–200,000.

Final salary placement within the advertised range will consider relevant experience, qualifications, demonstrated competencies and internal equity.