HR Generalist at Amref Kenya

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• Coordinate employee lifecycle processes, including appointment, onboarding, probation and confirmation, contract changes and renewals, transfers, leave administration, separation and offboarding. • Prepare accurate and timely employment documentation, employee correspondence and HR confirmations, and maintain trackers for contracts and other time-bound actions. • Maintain complete, accurate and confidential employee records in the HR information system and personnel files, in line with data protection and records-management requirements. • Support payroll and benefits administration by providing validated employee changes, completing routine reconciliations and resolving data discrepancies within agreed timelines. • Provide first-line guidance to employees and managers on HR policies, processes and self-service tools, resolving routine queries and escalating complex or sensitive matters appropriately. • Monitor recurring service queries and employee pain points and recommend practical improvements to the HR Business Partner. • Support workforce planning by maintaining current headcount and vacancy information, tracking upcoming contract decisions and identifying emerging staffing or capability needs for review by the HR Business Partner. • Coordinate recruitment processes from approved requisition through appointment, including job posting, application management, shortlisting administration, interview scheduling, candidate communication, pre-employment checks and appointment documentation. • Support hiring managers to apply fair, inclusive and competency-based selection processes and maintain complete recruitment records in line with organisational policy. • Coordinate onboarding and induction, including pre-boarding arrangements and scheduled follow-up, to help new employees integrate quickly and understand performance, culture, safeguarding and compliance expectations. • Maintain recruitment and onboarding dashboards, monitor agreed timelines and candidate or new-joiner experience, and flag delays or improvement opportunities. • Support development of talent pools for recurring and critical roles in line with approved workforce priorities. • Provide first-line support on routine employee relations matters, maintain accurate case records and refer complex, high-risk or sensitive cases to the HR Business Partner. • Support fair and consistent implementation of employee relations processes, including attendance, conduct, grievance and performance-related matters, within established procedures. • Coordinate employee listening, engagement, wellbeing and recognition initiatives; analyse feedback and track agreed actions with relevant leaders and teams.