To provide both strategic and operational leadership, direction, and oversight of the Human Resource function. The role is responsible for developing and implementing human capital strategies, policies, and systems that ensure the institution attracts, develops, motivates, and retains a competent, high-performing, and ethical workforce aligned to institutional objectives and national labour laws.

This is a senior most level to this cadre in the University and appointment shall be on such terms and conditions as may be determined by the Council from time to time depending on age, citizenship or any  other reason as may be stipulated in the Kenyan Labour Laws.

Duties and responsibilities of the Senior Human Resource Officer I will include but not limited to:1. Strategic Human Capital Management. . Lead development and implementation of human resource and human capital strategies aligned to institutional strategic plans. . Advise the Vice Chancellor and top management on workforce planning, organisational development, and talent management. . Drive transformation initiatives to enhance institutional efficiency and performance. 2. Recruitment, Establishment and Talent Management · Oversee recruitment, selection, appointment, promotion, transfer, discipline, and separation of staff. . Lead workforce planning and establishment control to ensure optimal staffing levels and deployment. . Ensure merit-based, transparent, and compliant recruitment and selection processes. 3. Performance Management and Institutional Excellence . Lead implementation of performance management systems, including performance contracting and appraisal processes. . Promote a performance-driven culture and ensure alignment of individual and institutional performance targets. . Monitor and report on performance outcomes and institutional productivity. 4. Compensation. Pavroll and Reward Svstems . Provide strategic oversight of payroll administration and salary management. . Support development of competitive compensation, reward, and benefits strategies. . Ensure payroll integrity, accuracy, and compliance with statutory requirements. 5. Policy Formulation and Governance. Lead formulation, review, and implementation of HR policies, rules, and regulations. . Ensure compliance with labour laws, government directives, and public service standards. . Advise management on HR governance and policy interpretation. 6. Succession Planning and Career Development . Develop and implement succession planning frameworks and leadership pipelines. . Advise on career progression structures and review career guidelines. · Promote continuous professional development and staff capacity building. 7. Employee Relations and Industrial Harmony · Oversee employee relations, industrial relations, grievance handling, disciplinary processes, and staff welfare programmes. . Guide the institution in negotiations and administration of Collective Bargaining Agreements (CBAs) with trade unions and ensure implementation of agreed terms. . Advise the Senior Management on labour relations matters, union engagements, dispute resolution, and industrial harmony strategies. . Coordinate consultations and negotiations with employee unions, government agencies, and other stakeholders on labour and employment matters. . Promote a positive, ethical, and harmonious work environment through proactive employee engagement initiatives. . Ensure compliance with labour laws, employment regulations, CBAs, and related statutory requirements. . Advise management on employee relations risks and recommend appropriate mitigation measures. 8. Legal Compliance and Risk Management . Interpret labour laws and ensure institutional compliance with employment legislation. · Mitigate HR-related legal, and operational, risks. . Oversee implementation of audit recommendations affecting HR functions. 9. HR Information Systems and Digital Transformation . Lead development and implementation of HR information systems and digital HR solutions. · Promote data-driven decision-making in human resource management. 10. Budgeting and Resource Management Provide input into institutional budgeting with respect to human resource costs. Ensure efficient utilization and control of HR resources. 11. Organisational Design and Workforce Optimisation . Lead reviews of organisational structures and staffing frameworks. . Advise on optimal deployment and utilisation of human resources. 12. Quality Management and Performance Contracting . Oversee implementation of quality management systems within HR. . Coordinate performance contracting processes and reporting for HR. 13. Records and Information Governance . Ensure secure custody, confidentiality, and integrity of personnel records. . Oversee compliance with records management and data protection requirements. 14. Secretariat and Governance Support. Provide secretariat services to all relevant HR committees. . Ensure implementation of HR-related resolutions and decisions. 15. Leadership and Capacity Building Provide leadership to the HR function and mentor staff within the department. Promote professionalism, accountability, and continuous improvement culture.