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

JOB PURPOSE

As a member of the Human Capital team, the Human Capital Business Partner will partner with leaders to implement the SFA Foundation's Human Capital Strategy by providing strategic and operational Human Capital support to assigned departments and programmes. The role serves as a trusted advisor to leaders, delivering people solutions that strengthen organisational effectiveness, promote a high-performance culture, and support the achievement of the Foundation's strategic objectives.

We are looking to complement the existing strengths within the Human Capital team and are therefore seeking a candidate with strong business partnering experience in organisational development, employee relations, reward and recognition, policy development, regulatory compliance, and organisational change.

The role holder will build strong partnerships across the Foundation to deliver responsive and high-quality Human Capital services, drive continuous improvement of people practices and processes, and ensure the effective implementation of Human Capital initiatives that enhance employee experience, organisational performance, and compliance with organisational policies and applicable legislation. Assigned departments, specialist responsibilities and interfaces with other HC team members will be agreed by the Head of Human Capital, who retains overall functional accountability.

SFA Foundation is committed to fostering a culture grounded in Respect, Accountability, Diversity, Equity & Inclusion (DEI), and Excellence. We seek individuals who embody these values in their work and interactions.

PRINCIPAL DUTIES AND RESPONSIBILITIES

Strategy Implementation

• Partner with leadership to align Human Capital initiatives with broader organisational objectives, ensuring the people strategy addresses immediate priorities while supporting long-term organisational goals.
• Act as a trusted advisor to senior leaders and managers, providing guidance on people-related decisions and supporting effective implementation of HC strategies at the operational level.
• Stay current with Human Capital trends and best practices to inform continuous improvement of policies, processes, and ways of working, with particular emphasis on organisational agility and adaptability in a rapidly changing operating environment.

Organisational Development and Workforce Planning

• Partner with departmental leaders to review organisational structures, workloads, competencies and role requirements, translating findings into workforce plans and updated job descriptions.
• Work with Finance and Programmes to align staffing plans with available funding, support resource pooling and Level of Effort planning, and identify capacity gaps and resourcing options.
• Performance management and talent development
• Support managers to set measurable objectives aligned with departmental and organisational scorecards, complete timely performance reviews, calibrate assessments, and address underperformance. Coach managers while retaining their accountability for people management.
• Work with HC colleagues and managers to link performance and competency findings to learning, career development, succession, retention and reward; support agreed 360-degree feedback processes and assess resulting improvements.

Organisational Change and Employment Transitions

• Implement assigned HC actions within approved organisational change and employment-transition plans, coordinating with the Head of HC, Legal, Finance and relevant advisers on employment documentation, continuity of service and benefits, payroll migration and permits.
• Coordinate employee consultation, communication and individual transition queries; track milestones, dependencies and contingency actions, escalating unresolved risks and decisions through the Head of HC.

Reward and Remuneration

• Support the design, development, implementation, administration, and communication of Total Rewards and Recognition programmes within the Foundation under the direction of the Head of Human Capital.
• Contribute to the formulation and recommendation of appropriate total rewards strategies through the preparation of papers and policy briefs, and by delivering presentations to staff and management.
• Support the design and implementation of the Foundation’s rewards and recognition framework, including targeted monetary and non-monetary programmes that enhance engagement, motivation, performance, organisational trust, and staff satisfaction.
• Support periodic salary reviews, including analysing compensation data, internal pay equity and affordability with Finance, preparing recommendations and presenting findings to Management.
• Support job evaluation, grading and implementation of the Promotion Framework, ensuring recommendations are evidence-based, consistent and submitted through the approved decision-making process.
• Coordinate HC payroll inputs and approved employment changes with Finance Operations and payroll providers; validate supporting records, investigate discrepancies and follow employee queries through to resolution within agreed deadlines and approval controls.

Policy and Compliance

• Design, implement, and oversee employee relations policies, procedures, and programmes that align with legal requirements, organisational goals, and good practice, including areas related to compensation, benefits, and performance.
• Ensure organisational compliance with relevant employment laws and regulations, and provide guidance to management on employee discipline, termination, and other people-related legal matters.
• Support the development, consultation, approval and implementation of Human Capital policies and procedures, including employee communication, manager guidance and monitoring of adoption and compliance.
• Maintain and manage the staff database, ensuring the accuracy, completeness, confidentiality, and integrity of employee data.
• Monitor probation and contract-renewal deadlines, prompt managers for timely recommendations and escalate overdue actions to the Head of HC. Verify that required approvals, notices and supporting documentation are complete before cases are closed.
• Maintain consistency between approved policies, employment contracts and HRIS settings, including leave entitlements; coordinate corrections and verify changes with the relevant process and system owners.
• Coordinate onboarding, employee changes and exits with relevant HC colleagues and ICT, ensuring complete records, timely access changes and documented handovers and clearance.

Conflict Resolution and Investigations

• Investigate employee grievances, mediate workplace disputes, and conduct internal investigations on employee relations matters, including disciplinary issues, in line with organisational policies and applicable legal requirements.

Employee Engagement and Support

• Promote a positive work environment, foster strong relationships between employees and management, address employee concerns, and support employee well-being initiatives.
• Respond to complex employee relations matters escalated by staff, including disciplinary and grievance matters, in line with organisational policies and applicable legal requirements.

Organisational Culture and Employee Engagement

• Advise and support functional leadership to build a respectful, inclusive and collaborative culture grounded in SFA Foundation values, addressing employee experience, workload and wellbeing concerns.
• Support in building a high-performance culture that is strongly linked to SFA Foundation vision, mission, and core values.
• Undertake periodic pulse surveys and an annual employee engagement survey, analyse findings, agree departmental action plans with managers, communicate responses and track improvements, including DE&I outcomes.

Human Capital / Business Support

• Establish effective partnerships with assigned departments and programmes, agree HC priorities and service standards, coordinate with relevant HC colleagues, Finance and Legal, and follow employee queries and cases through to resolution, escalating decisions through the Head of HC.
• Support HC process standardisation and improvement by documenting workflows, clarifying responsibilities, coordinating agreed HRIS changes and monitoring service quality and efficiency.
• Support Human Capital audits and implement assigned corrective actions within agreed deadlines, retaining evidence of completion and checking that controls operate effectively, while safeguarding employee data. Report outstanding risks and actions to the Head of HC.
• Maintain the departmental risk register with accountable owners, mitigation actions and review dates; monitor progress and escalate overdue actions and emerging risks to the Head of HC.
• Prepare regular people analytics and progress reports covering workforce capacity, turnover, recruitment, performance-review completion, engagement and significant people risks; identify trends, recommended actions, owners, deadlines and decisions required.
• Deliver assigned Human Capital projects against agreed objectives, budgets and milestones, reporting progress, dependencies and measurable outcomes to the Head of HC.

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, including at least 2–3 years in an HR advisory or business partnering role within an NGO, or international development organisation, consulting firm, education institution or funding agency.
• Demonstrated experience in organisational development and workforce planning, job evaluation and reward, performance management and implementation of organisational change.

Knowledge, Skills and Attributes

• Must embody and promote the Foundation’s core values of respect, accountability, excellence, diversity, equity and inclusion.
• Should demonstrate strong attention to detail, integrity, and adaptability.
• Must possess well-developed problem-solving, critical thinking, decision-making, and strategic planning skills, with sound judgement.
• Should demonstrate effective leadership and coaching capabilities, including the ability to influence managers and coordinate delivery across teams without direct supervisory authority.
• Must be able to build strategic relationships, mentor and engage staff, inspire credibility and confidence, and foster consensus.
• Should promote knowledge sharing and a culture of continuous learning and improvement.
• Requires solid knowledge of Kenyan labour laws and HR best practices.
• Proven ability to advise leadership, influence decisions, and align Human Capital strategies with organisational goals.
• Must have strong interpersonal, communication, and stakeholder engagement skills.
• Should be analytical and data-driven, with experience using HRIS tools to maintain reliable records, improve processes and translate people data into practical recommendations for management.

Leadership Competencies

• Drive for Results – Consistently delivers objectives with a strong sense of accountability and urgency.
• Organisational Development – Builds structures, capabilities, and processes that support sustainable growth.
• Business Acumen – Applies a strong understanding of the business, market, and industry to inform decisions.
• Project Management – Plans, executes, and delivers initiatives effectively, on time, and within scope.
• People Engagement – Fosters a motivated, inclusive, and high-performing team culture.

ORGANISATIONAL VALUES

All SFA Foundation staff are expected to uphold and demonstrate the organisation’s core values in the execution of their duties:

• Respect: Demonstrates cultural sensitivity and professionalism in all interactions.
• Accountability: Takes ownership of responsibilities and follows through on commitments.
• Diversity, Inclusion, and Equity (DIE): Committed to inclusive practices and equitable decision-making.
• Excellence: Strives for continuous improvement and consistently delivers high-quality outputs

HOW TO APPLY

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

THE APPLICATION DEADLINE IS TUESDAY, 29 SEPTEMBER 2026. 

APPLICATIONS WILL BE REVIEWED ON A ROLLING BASIS. CANDIDATES ARE THEREFORE ENCOURAGED TO APPLY EARLY, AS THE POSITION MAY BE CLOSED BEFORE THE FINAL APPLICATION DEADLINE.

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