Human Resource Business Partner

Penda Health is an award-winning, innovative healthcare company dedicated to delivering high-quality, compassionate, and trustworthy care to every patient we serve.
Our vision is for everyone in Africa to have healthcare they can trust — care that is accessible, reliable, and centered on people.

Today, our team of 500+ passionate professionals proudly operates 20 Medical Centres across Nairobi, Kiambu, and Kajiado Counties, offering a wide range of outpatient and diagnostic services that bring The Penda Way to life every day.

At Penda, we are building a culture where our people grow, our patients feel valued, and our communities thrive — because we’re Here When It Matters.

The Opportunity

Great patient care starts with great teams, and great teams need an HR partner who's genuinely in their corner. As HR Business Partner for our Integrated Patient Services (IPS) department, you'll work closely with managers to build a team that's passionate about our vision — acting as employee champion, change agent, and trusted advisor all at once.

We're looking for someone who brings more than technical HR know-how: ethical leadership, genuine care for people and outcomes, and the grace to navigate complex interpersonal dynamics with insight. You'll work closely with the wider HR team to deliver consistently, drive our unique culture, and keep our team cohesion strong as we continue to grow.

Key Responsibilities

• Assist managers with ongoing employee support, enabling them to effectively manage their teams and ensure team members feel empowered and equipped to perform their roles successfully.
• Contribute to upholding positive and inclusive Penda Culture by advocating for the values and practices.
• Partner with Managers to identify and deliver coaching and training opportunities aligned with leadership development initiatives, supporting them in fostering strong leadership skills within their teams.
• Facilitate a smooth onboarding experience for new hires, guiding managers on established training resources and performance management processes.

• Support in implementing and executing the performance management process, collaborating with managers and the HR department.
• In collaboration with IPS leadership and managers, communicate a clear understanding of the performance expectations to staff right from onboarding.
• Assist in facilitating calibration sessions for performance reviews to ensure consistency and fairness in evaluation across teams. Review and analyze data and identify potential biases that may impact reviews.
• Collaborate with the HR leadership and managers, by providing support and guidance in adhering to processes and ensuring managers' PRs are completed annually.

• Partner with managers to understand current and future workforce needs and support people planning aligned with departmental priorities.
• Support managers in identifying development opportunities for team members, including career growth, capability building and internal mobility.
• Facilitate smooth onboarding of new hires by partnering with managers to ensure successful integration into the team, role and Penda culture, while supporting completion of onboarding milestones and probation requirements.
• Support internal talent movements, including transfers, promotions, secondments and acting appointments, ensuring processes are implemented fairly, consistently and in line with company policies.
• Partner with the Learning & Development team and relevant stakeholders to coordinate leadership and capability development initiatives that strengthen individual and team performance.
• Partner with the Talent Acquisition team and hiring managers throughout the recruitment process by supporting workforce planning, interview participation, candidate assessment, and hiring decisions, while ensuring alignment with business needs, team dynamics and Penda's values.
• Monitor workforce trends within assigned branches, highlighting risks relating to staffing levels, turnover, internal mobility and talent gaps, and recommend appropriate interventions.

• Serve as the first point of contact for resolving employee relations issues within the assigned branches, ensuring adherence to legal and company policies. Independently handle less to medium complex matters with empathy, emotional intelligence, and a focus on fair and respectful resolution. Collaborate with managers and escalate complex issues to higher levels of HR leadership as needed.
• Utilize strong communication and active listening skills to understand people's concerns and perspectives. Approach all situations with empathy and emotional intelligence, fostering a respectful and collaborative environment for conflict resolution.
• Analyze trends and patterns in emerging people issues, identify potential root causes and areas for improvement. Propose and implement preventive measures alongside respective stakeholders.
• Collaborate with IPS Leadership to develop and implement systemic solutions for repetitive people issues. Advocate for changes in policies, procedures, or training programs to address identified gaps and prevent future occurrences.

• Partner with managers to facilitate smooth transitions during organizational changes.
• Conduct regular pulse checks (eNPS) to gauge employee sentiments and provide data-driven insights to enhance communication and address concerns.
• Advocate for robust feedback mechanisms to identify and address challenges early on.
• Provide resources and training to equip managers with the skills and knowledge needed to lead their teams through change effectively.
• Facilitate open communication channels to encourage managers to share concerns and seek support.

• Collaborate with managers on effectively introducing and communicating new policies to employees. Develop and deliver training materials and workshops to ensure clear understanding and buy-in, as well as addressing employee concerns throughout the implementation process.
• Partner with managers and relevant stakeholders to identify areas for improvement in existing HR policies, processes, and programs.
• Assist with the implementation and evaluation of new or revised policies and programs, analyzing effectiveness and making adjustments as needed.

• Build a team of great managers and specialists that are knowledgeable, driven and deliver impeccable results.
• Provide timely and actionable feedback to the team, bring a growth mindset by developing and coaching them.

• Work closely with the HR Admin team to contribute to the development and ongoing maintenance of competitive benefits programs that align with employee needs. Stay informed of industry trends to recommend improvements.
• Partner with managers in conducting periodic reviews and revisions of JDs, ensuring they remain current and support operational effectiveness.

What You'll Bring

• 3–5 years of experience as an HR Generalist, including 2 years in a similar or related position.
• A bachelor's degree in Human Resources or a related discipline.
• Professional HR certification (CHRP is a plus) and active membership with IHRM.
• A solid grasp of Kenyan Labour laws, regulations, and best practices.
• The ability to build strong relationships across cross-functional teams and communicate and collaborate effectively.
• High self-awareness, with the flexibility to adjust your leadership approach to fit different teams.
• Exceptional communication skills and a proven ability to address conflict openly and constructively — you'll be setting the standard for how the whole organization communicates.

Ready to Join Us?

If this sounds like you, we'd love to hear from you. Applications are reviewed on a rolling basis, and due to the high volume we receive, only shortlisted candidates will be contacted.