ORGANISATION OVERVIEW

The Science for Africa Foundation (SFA Foundation) is a non-profit, public charity organisation that supports strengthens and promotes science innovation in Africa. The goal of the SFA Foundation is to address the continent’s most pressing developmental needs by generating scientific knowledge that solves problems and informs decision-making.

We serve the African research ecosystem by funding excellent research and innovation ideas; enabling interdisciplinary collaboration among researchers, building and reinforcing environments that are conducive for scientists to thrive and producing quality research that generates new, locally relevant knowledge.

The SFA Foundation takes a holistic approach to the development of science. Our programmatic initiatives are crafted to cater to the entire science ecosystem and span across the value chain from early discovery sciences to translation sciences and target cross-cutting gaps.

Our commitment to strengthening the entire research ecosystem is reflected in the creation of major science and innovation programmes implemented through a well-established grant-making scheme, advocacy, and promotion of scientific excellence, emphasis on intra-Africa collaboration and evidence-based policymaking mechanisms.

POSITION OVERVIEW

POSITION OVERVIEW

As part of the Human Capital department, the Human Capital (HC) Business Partner will strategically drive human capital initiatives and projects to ensure delivery of the SFA Foundation Human Capital Strategy and Plan. The Partner will provide professional support to various functional areas and staff. We are looking at complementing strengths within the HC team and in this regard, seek a candidate with solid business partnering experience in areas of organisational development, change management, employee relations, employee engagement, regulatory compliance and policy development. The role holder will be assigned to support one or two functional areas within the organisation.

JOB PURPOSE

The Human Capital Business Partner will strategically partner with SFA Foundation departments/programmes and provide ongoing efficient operational support to various teams to ensure delivery of the people agenda of the SFA Foundation. Key responsibilities include driving staff performance and engagement initiatives, supporting reward and recognition, learning and development initiatives, employee relations, compliance with organisational policies and regulations and contributing to organisational development, including design and change management.

PRINCIPAL DUTIES AND RESPONSIBILITIES

Strategy Development and Implementation

• Working closely with leadership to align Human Capital initiatives with broader business objectives and ensure the people strategy supports both immediate needs and long-term organisational goals.
• Translating high-level people strategy into actionable, year-over-year operational plans that are practical and aligned with business realities.
• Acting as a trusted advisor to senior leaders and managers, providing guidance on people-related decisions and helping them execute HC strategies effectively at the operational level.
• Staying current with HC trends and best practices to evolve policies and processes, with particular emphasis on organisational agility — likely reflecting the need for flexibility in today's rapidly changing business environment.

Reward and Remuneration

• Support in the operational leadership in the design, development, implementation, administration and communication of Total Rewards and Recognition programs in the Foundation.
• Participate in the formulation and recommendation of appropriate strategies on total rewards through the preparation of papers, policy briefs, and delivering presentations to Senior Management and Staff.
• Oversee the conceptualisation and design of the rewards and recognition framework of the Foundation. This includes designing targeted monetary and non-monetary programs that will increase engagement, motivation, performance, organisational trust, and satisfaction.
• Lead periodic salary reviews, including analysing data, providing strategic advice, preparing reports, and delivering presentations to Management.
• Interface between Finance Operations and Human Capital on payroll matters.

Policy and Compliance

• Designing, implementing, and overseeing employee relations policies, procedures, and programs that align with legal requirements and organisational goals, including those related to compensation, benefits, and performance.
• Ensuring the organisation complies with all relevant employment laws and regulations and providing guidance to management on worker discipline, termination, and other people-related legal matters.
• Assist in the development, review, and communication of human capital policies, processes, and procedures, ensuring compliance with employment law and alignment with global best practices.
• Maintain and manage the staff database, ensuring accuracy and integrity of all employee data.

Conflict Resolution and Investigations

• Investigating employee grievances, mediating disputes, and conducting internal investigations.

Employee Engagement and Support

• Promoting a positive work environment, fostering strong relationships between employees and management, and addressing employee concerns or offering support for employee well-being initiatives.
• Respond to complex relations matters escalated by staff, including handling disciplinary and grievance matters.

Talent Management

• Partner with the Senior Leadership to identify, acquire, assess, and hire candidates to fill open positions, including anticipated programmes/grants that are in the pipeline, to ensure applications of JIT / future-ready technique on resourcing.
• Ensure there is a talent pipeline - through creation of success profiles, continuous review and extensive networking.
• Lead the employee life cycle strategy implementation; Acquisition, Onboarding, Engagement Development, Retention, and Offboarding.

Organisational Culture, Performance Management and Employee Engagement

• Advise and support functional leadership to build a fun, challenging, and collaborative environment culture that is built on the values of the organisation thus contributing to employee experience.
• Build a high-performance culture that is strongly linked to SFA Foundation vision, mission, and core values.
• Undertake periodic HR dipstick/pulse surveys and an annual employee engagement survey.

Human Capital/Business Support

• Establish strategic partnerships and collaboration with heads of departments and/or programme portfolios and ensure delivery of quality professional services to their areas.
• Support the Human Capital business process standardisation initiatives and improvement by providing continuous feedback.
• Support programmes on the delivery of grants, due diligence as part of grantee selection
• Provide support in the preparation for HC audits and subsequent action plans while safeguarding employee data in line with SFA Foundation's legal, risk, compliance and data privacy standards.
• Take responsibility for the departmental risk register, ensuring it is always up-to-date.
• Undertake specific HC-related projects with the HC team as appropriate.
• Participating in various unit/departmental meetings, fostering HR Business partnership.

PERSON SPECIFICATIONS

Academic Qualifications

• A minimum of a Bachelor’s degree in Human Resource Management or HR -related field from a recognised university.
• A master’s degree will be an added advantage.

Professional Qualifications

• A professional qualification in Human Resource Management – HND/CHRP.
• A member of the Institute of Human Resource Management (IHRM).

Experience

• A minimum of seven (7) years’ relevant experience, at least 2–3 years in an HR advisory role working in an NGO, or international development sector, consulting firm, education sector, funding agency etc

Knowledge, Skills and Attributes

• Must embody and promote the Foundation’s core values of respect, accountability, excellence, diversity, and inclusion.
• Demonstrate strong attention to detail, integrity, and adaptability.
• Well-developed problem-solving, critical thinking, decision-making, and strategic planning skills, with sound judgment.
• Demonstrate effective leadership and supervisory capabilities, including the ability to plan, organise, and inspire teams.
• Ability to build strategic relationships, mentor and engage staff, inspire credibility and confidence, and foster consensus.
• Promote knowledge sharing and a culture of continuous learning and improvement.
• Solid knowledge of Kenyan labour laws and HR best practices.
• Proven ability to advise leadership, influence decisions, and align HR strategies with organisational goals.
• Strong interpersonal, communication, and stakeholder engagement skills.
• Should be analytical and data-driven, with experience using HRIS tools.

Leadership Competencies

• Drive for results
• Organisational development
• Strong business acumen
• Project management
• People engagement

OUR VALUES

At SFA Foundation, we are guided by our core values of Respect, Accountability, Diversity, Inclusion & Equity (DIE), and Excellence. These values are embedded in everything we do, from how we lead and collaborate, to how we hire and grow our people. We welcome individuals who are passionate about science and equity in Africa, and who are committed to fostering an inclusive, high-performing work environment. 

HOW TO APPLY

Should you meet the competencies above, please submit your application by clicking the APPLY button below.

THE APPLICATION DEADLINE MONDAY, 15 SEPTEMBER 2025

SFA Foundation has a commitment to safeguarding people and environment and this forms part of our background checks.