Job Description
Strategic Talent Leadership
Develop and execute long-term workforce planning aligned with the Trust's vision and growth trajectory.
Develop and implement HR policies aligned with the school's mission and labour laws.
Lead high-level recruitment, onboarding, and retention strategies for teaching, administrative, and support staff. Ensure succession planning is adequately carried out to secure top-tier faculty, administrators, and professional staff.
Shape a compelling employer brand that attracts, develops, and retains exceptional world-class talent.
Provide strategic oversight on compensation and benefits to ensure competitiveness, equity, and fiscal sustainability.
Manage payroll, pensions, medical schemes, and ensure compliance with statutory deductions.
Develop and execute an annual training calendar, with experts in the respective areas of need
Culture & Organizational Development
Champion a high-performance culture rooted in Waldorf values of respect, collaboration, inclusivity and holistic human development.
Serve as a culture architect, embedding practices that inspire trust, engagement, and cross-cultural harmony.
Guide leadership in organizational design, change management, and workforce transformation.
Foster a positive work environment, handle grievances, and ensure fair and transparent processes.
Support initiatives that safeguard staff welfare and occupational health.
Performance, Growth & Leadership Development
In charge of integrating performance management framework that drives accountability and growth.
Design leadership and professional development pathways to cultivate internal talent pipelines.
Align staff capability development with long-term strategic priorities of the Trust.
In charge of appraisals, career development, training programs, and succession planning.
Maintain accurate employee records, contracts, and HR information systems.
Governance, Risk & Compliance Leadership
Ensure the school's full compliance with labor legislation, regulatory frameworks, and global HR best practices.
Serve as the principal HR liaison with regulatory and legal bodies.
Advise the Board on workforce-related risks, policy development, and governance matters.
Ensure adherence to Kenyan labour laws, the Teachers Service Commission requirements (where relevant), and school policies.
Succession Planning
Develop and implement succession planning strategies to ensure leadership continuity across all critical roles.
Identify key positions and potential successors within the organization to build a robust internal talent pipeline.
Design and oversee career development programs that prepare high potential employees for advancement.
Collaborate with department heads to assess future talent needs and create targeted development plans.
Learning & Development
Conduct regular training needs assessments across departments to identify skill gaps and recommend relevant learning interventions
Liaise with external training providers and professional bodies to enhance internal development programs and ensure industry relevance.
Lead the design and implementation of learning and development strategies that align with organizational goals and enhance employee performance.
Manage the learning and development budget effectively, ensuring optimal use of resources in developing employee capabilities.
Stakeholder Engagement & Institutional Partnerships
Build and sustain strong relationships with internal and external stakeholders, including parents, regulatory authorities, professional bodies, and the wider Waldorf community.
Represent the school in HR-related forums, networks, and policy dialogues to enhance institutional visibility and influence.
Develop partnerships that support staff wellbeing, talent pipelines, and organizational growth.
Advise leadership and Board on staffing structures, workforce optimization, and HR analytics.
Requirements
Bachelor's degree in Human Resource Management a Masters Degree will be an added advantage.
Must be a full member of the Institute of Human Resource Management
Certified Human Resource Practitioners. (CHRP)
Minimum of Seven (7) years of experience, three in leadership positions, preferably in an international school and be able to manage 100+ staff.
Must be able to make effective decisions in response to a dynamic, critical, demand led environment.
Experience in the education sector or non-profit organizations is an added advantage.