If you are looking to shape workforce capability, influence performance outcomes, and build a high-accountability culture, keep reading.
Before you continue, take a moment to reflect:
Do
I think strategically about workforce capability – not just headcount, but the
right skills for future growth? Can I connect people strategy directly to
business performance and productivity outcomes?
Do
I understand how culture influences engagement, accountability, and measurable
results?
Am
I able to translate HR data into insight – and insight into action?
Can
I balance and compliance with agility and people-centered judgment?
When complexity arises, do I stabilize, structure, and help move the organization forward?
This
role sits at the intersection of strategy, culture, productivity, and
performance. If that energizes you, continue reading ..
What You’ll Work On:
- Talent Acquisition & Employee Integration – Own end-to-end
recruitment aligned to workforce planning and ensure every employee is
KPI’s-aligned to the Balanced Scorecard.
- Performance Management & Capability Tracking – Drive the full
performance cycle (KPIs, quarterly reviews, annual appraisals, PIPs), and
proactively flag underperformance risks before they impact results.
- Training, Learning & Development – Conduct annual and quaterly
Training Needs Assessments, execute the
- learning calendar, coordinate development programs, and track
measurable capability growth across teams.
- HR Policy, Compliance & Employee Relations – Ensure policy
awareness and Labour Law compliance, maintain audit-ready documentation,
and escalate compliance risks early.
- Employee Engagement, Culture & Welfare – Coordinate engagement
initiatives, recognition cycles and drive structured action plans that
strengthen morale, culture, and retention.
- Succession Planning & Skills Inventory Management – Maintain
updated succession frameworks, track competencies, manage skills
inventories, and strengthen internal mobility and organizational
readiness.
- Leadership Support & Operational Continuity – Provide seamless
continuity of the Human Capital function, represent the department when
delegated, and ensure recruitment, performance, and compliance processes
run without disruption.
What you MUST Have:
- Bachelor’s Degree in Human Resource Management
- CHRP Certification
- Minimum 7 years progressive HR management experience in a 100+
employee organization
- Advanced IT proficiency across Microsoft Office, ATS platforms,
Assessment Tools, BSC, and HRIS systems
- Proven analytical capability with the ability to translate HR data
into actionable insights and strategic workforce recommendations
How
To Apply
Email: career@metropol.co.ke
Subject: Human Capital Officer
Deadline: 25h March 2026
We are an equal opportunity employer.
Applicants are advised that submission of false information, forged academic or
professional documents, or
misrepresentation of experience will lead to automatic disqualification.
By
applying, candidates consent to the processing of their personal data for
recruitment purposes in accordance with
the Data Protection Act, 2019.
Due to the high volume of applications expected, only shortlisted candidates
will be contacted.
