Overview: This fintech is on a serious growth streak, expanding its footprint with new teams, new products, and a ton of new hires. To keep up, they’re bringing on four Talent Acquisition Specialists who can turn hiring into both an art and a science. It’s not just about filling seats; it’s about finding people who’ll help shape the company’s next chapter. You’ll be part of a recruiting squad that runs like clockwork, sourcing sharp minds from LinkedIn to campus boards, running structured interviews, and keeping hiring managers aligned and accountable. The team works fast but never sloppily, with clear metrics, feedback loops, and a real respect for candidate experience. It’s a role for someone who loves the chase and who enjoys turning “hard-to-fill” into “finally hired.” You’ll sit close to leadership, see your impact weekly, and help build a company that’s changing how small businesses move money. Key Responsibilities: - Build sourcing plans per role; run Boolean searches and outreach sequences. - Screen candidates, manage assessments, schedule panels, and debriefs. - Maintain ATS hygiene; publish weekly funnel dashboards. - Coach managers on interviewing; calibrate scorecards and rubrics. - Own offers, references, and pre-boarding packs. - Run talent pools and campus campaigns for recurring roles. Education & Experience: - BCom (HR/Marketing) or Diploma in HRM/PR. - 1–3 years in recruiting (agency or in-house). Skills: - ATS (Workable/Greenhouse/Zoho), LinkedIn Recruiter, copywriting, stakeholder mgmt. KPIs: - Time-to-hire, offer-accept rate, source mix, hiring manager CSAT. Compensation: - KES 60,000–110,000 + per-hire bonus. Client estimates vary with your experience and interview performance. Benefits: - Medical, airtime, and training budget. Growth Path: Growth Path (hierarchy/expected promotions): - Senior TA → TA Lead → Talent Acquisition Manager. Ideal internal hierarchy and expected promotion cycle.
K sh 60,000 – 110,000 gross / month
Overview: Our client is on the lookout for an Organization Development (OD) Manager who can turn PowerPoint charts into people-powered change. This isn’t about buzzwords, it’s about designing a structure that actually works. The group operates multiple service lines, and the leadership team aims to transition from complex to clear, from layers to leverage. You’ll be the architect of how teams fit, flow, and grow. That means diagnosing where the organization creaks, building competency frameworks that make sense, and ensuring succession plans aren’t just spreadsheets but strategy. It’s high-stakes work with visible impact; every slide you build changes how hundreds of people operate. If you’re the kind of professional who gets a thrill from clean org charts, confident leaders, and crisp decision-making, this role will feel like a masterclass in impact and influence. Key Responsibilities: - Run org assessments; map spans/layers and decision rights. - Maintain job architecture and competencies; align to performance. - Lead succession planning and talent reviews. - Design change programs; coach leaders on adoption. - Track outcomes with people and business KPIs; report to EXCO. - Manage external consultants where needed. Education & Experience: - Degree in HR/Business/Psychology; OD certifications a plus. - 6–8 years in OD/talent/HRBP with enterprise projects. Skills: - Change management, facilitation, analytics/BI, influence, documentation. KPIs: - Time-to-decision; engagement; succession coverage; project delivery. Compensation: KES 180,000–320,000 + annual performance bonus. Client estimates vary with experience, certifications, and interview performance. Benefits: - Medical, pension, and learning budget. Growth Path: Growth Path (hierarchy/expected promotions): - OD Lead → Head of Talent & OD → People Director. Ideal hierarchy and expected promotion cycle.
K sh 180,000 – 320,000 gross / month
Overview: Our client is on the hunt for an Employer Branding & Campus Lead, the kind of storyteller who can make a graduate say, “Yep, that’s where I want to work.” This professional services firm is sharp, humble, and driven by impact, and you’ll be the bridge between their world and the next wave of bright young talent. You’ll craft a brand that lives beyond posters and job ads, one that shows up in conversations, campus corridors, and career fairs. Expect to juggle content shoots, roadshows, alumni panels, and the occasional caffeine-fueled brainstorm on how to make accounting sound… actually exciting. If you love turning culture into content, building connections with future leaders, and leaving a mark on how a brand feels (not just how it looks), this is your playground. Key Responsibilities: - Define EVP pillars; create content and career site updates. - Plan campus calendars; manage events, hackathons, and case competitions. - Recruit interns/trainees; coordinate assessments and offers. - Build ambassador and alumni programs; track referral flows. - Report funnel metrics and cost-per-hire. Education & Experience: - BCom/BA in Marketing/HR/PR. - 3–5 years employer brand/campus or TA with brand ownership. Skills: - Content/storytelling, social ads, event ops, ATS/CRM. KPIs: - Application quality, accept rate, campus ROI, brand reach metrics. Compensation: KES 110,000–190,000 + hiring season bonus. Client estimates vary with experience and results. Benefits: - Medical, training, and travel to campuses. Growth Path: Growth Path (hierarchy/expected promotions): - Senior EB Lead → Talent Attraction Manager → Head of Talent. Ideal hierarchy and expected promotion cycle.
K sh 110,000 – 190,000 gross / month
Overview: Our client, a warm, mission-led healthcare network, is on the hunt for a DEI Officer who believes inclusion isn’t just a policy, it’s a practice. They’re growing fast and want to make sure that every new hire, promotion, and patient experience reflects the values they stand for. You’ll be the pulse behind the numbers, digging into representation, mobility, and pay equity data, then turning insights into clear, actionable change. From running inclusive leadership training to supporting employee resource groups, your work will help make “belonging” more than just a buzzword. This isn’t an ivory tower role; you’ll be shoulder to shoulder with doctors, nurses, and administrators, helping them navigate real-world challenges with empathy and clarity. You’ll need the heart of a listener, the brain of an analyst, and the courage to challenge the status quo (gently but firmly). If you’ve ever wanted to shape culture with both spreadsheets and storytelling, this role will feel like home. Key Responsibilities: - Analyze representation, mobility, and pay equity; publish dashboards. - Facilitate inclusive leadership and bias training. - Support ERGs; coordinate budgets and charters. - Embed inclusive practices in recruiting and performance. -Advise on accessibility and accommodations. - Track goals and report progress to leadership. Education & Experience: - Degree in HR/Social Sciences; analytics exposure. - 3–5 years in DEI/HRBP/OD with measurable programs. Skills: - Data analysis, facilitation, policy review, confidentiality, stakeholder mgmt. KPIs: - Representation trends, equity metrics, training completion & feedback, policy adoption. Compensation: KES 110,000–200,000 + project bonus. Client estimates vary with experience and outcomes. Benefits: - Medical, wellness support, training. Growth Path: Growth Path (hierarchy/expected promotions): - Senior DEI Officer → DEI Manager → Head of DEI/Talent. Ideal hierarchy and expected promotion cycle.
K sh 110,000 – 200,000 gross / month
Overview: Our client is looking for three bright, people-loving Onboarding & Culture Coordinators to make “Day One” feel like home at a regional NGO that’s big on purpose and even bigger on heart. You’ll be the first friendly face new hires meet, guiding them through inductions, connecting them with their teams, and sprinkling a little culture magic along the way. Think less “admin shuffle,” more “welcome-to-the-family energy.” Every week brings a new group, new names to remember, and new stories to share. You’ll plan orientations, chase IT for laptops (nicely), and make sure everyone knows where the best coffee is. Beyond the checklists, you’ll help build a workplace that feels warm, respectful, and human, one culture moment at a time. It’s the perfect role if you thrive on connection, care about details, and secretly enjoy the art of making people smile when they least expect it. Key Responsibilities: - Run weekly orientation sessions; schedule speakers and tours. - Prepare new-hire kits; coordinate IT, access, and compliance training. - Track 30/60/90 goals; coach managers on check-ins. - Produce culture content (stories, spotlights, rituals). - Collect feedback and NPS; iterate on programs. - Support events and recognition ceremonies. Education & Experience: - Diploma/Bachelor in HR/PR/Communications. - 1–3 years HR/engagement/event coordination. Skills: - Facilitation, writing, Canva, surveys, HRIS basics. KPIs: - New-hire NPS; ramp time; orientation attendance; completion of compliance modules. Compensation: KES 60,000–100,000 + per-class bonus. Client estimates vary with experience and performance. Benefits: - Medical, lunch, phone/data. Growth Path: Growth Path (hierarchy/expected promotions): - Senior Coordinator → Engagement Officer → Culture & Employer Brand Lead. Ideal hierarchy and expected promotion cycle.
K sh 60,000 – 100,000 gross / month
Overview: Our client, a major telecom brand with over 1,000 employees nationwide, is hiring an HR Business Partner to support its Sales, Marketing, and Customer Operations teams. Based in Kilimani, you’ll work shoulder-to-shoulder with business leaders to turn strategy into action through smart people planning, performance management, and capability building. This isn’t a back-office HR role; it’s a front-line partnership where your decisions shape revenue impact, team engagement, and organizational resilience. You’ll influence leaders, lead change initiatives, and use data to guide every conversation. The ideal fit is commercially minded, calm under pressure, and confident making HR a genuine business lever, not just a support function. Key Responsibilities: - Workforce planning and org design with function heads. - Own performance cycles, calibration, and development plans. - Coach managers on ER, capability, and succession. - Track people KPIs (productivity, attrition, engagement, diversity). - Partner with TA/L&D/Comp&Ben to deliver end-to-end solutions. - Lead change projects (restructures, expansions, policy shifts). - Advise on contracts, compliance, and risk. Education & Experience: - Degree in HR/Business; CHRP-K or similar preferred. - 5–7 years HR, including 2+ as HRBP. Skills: - Stakeholder influence, analytics/BI, project management, and labor law depth. KPIs: - Engagement score, regretted attrition, performance distribution, and delivery of the people plan. Compensation: KES 180,000–300,000 + annual bonus (10–20%). Client estimates vary by experience and certifications. Benefits: - Medical, pension, airtime, and learning budget. Growth Path: Growth Path (hierarchy/expected promotions): - Senior HRBP → HR Manager → Head of People. Ideal hierarchy and expected promotion cycle.
K sh 180,000 – 300,000 gross / month