Regional Human Resources Business Partner (Coast) at Equity Bank Kenya

Regional Human Resources Business Partner (Coast) at Equity Bank Kenya

Equity Bank is a leading Financial Services Institution operating in Kenya. Our diversified business spans are banking, insurance, technology and social enterprise, enabling us to deliver integrated solutions that drive inclusive growth on a scale. Our business model is anchored on a distinctive Tri-Engine framework— Social, Economic and Sustainability, which systematically strengthens value-chains, empowers communities and delivers long-term social and economic impact.

Our purpose, “Transforming lives, giving dignity, and expanding opportunities for wealth creation,” guides our strategic decision. We are driven by a bold vision “to be the champion of the socio-economic prosperity of the people of Africa,” and this ambition is embedded in our culture through our core values of professionalism, integrity, creativity and innovation, teamwork, unity of purpose, respect and effective corporate governance (PICTURE).

Our growth and impact agenda is clearly defined and operationalized through the Africa Recovery and Resilience Plan (ARRP), which serves as the strategic blueprint for sustainable expansion and long-term value creation across the continent.

Role Purpose

This role is responsible for aligning the business unit’s people’s strategy with its overall business strategy. Working closely with line managers and key stakeholders, the HR Business Partner (HRBP) supports the setting of priorities, drives value‑adding initiatives, and contributes to the delivery of business results.

The HR Business Partner serves as the primary point of contact for all HR matters within the supported units. The role provides guidance on HR policies, processes, and execution, ensuring a positive and consistent employee and manager experience across the full employee lifecycle within the assigned areas.

Key Responsibilities

• Serve as the single point of contact for the supported business units, providing strategic and operational HR advice while building managers’ capability to effectively lead and manage their teams.
• Support the development and sustenance of a strong organizational culture, while continuously enhancing the overall employee experience.
• Participate in talent acquisition activities, including job profiling, interviewing, and onboarding, to ensure the attraction and integration of the right talent.
• Lead and support the communication and implementation of change initiatives, acting as a change catalyst within the business unit.
• Act as a counsellor, coach, and mentor to staff and line managers on HR‑related matters.
• Coordinate and drive the development of a high‑performance culture through the effective implementation of integrated performance management frameworks and appropriate success measures.
• Coordinate and, where required, administer training and development initiatives, including training needs assessments and mitigation plans.
• Support the business in aligning people and business strategies, directions, and objectives through appropriate HR advice and interventions (e.g. aligning role profiles to emerging strategies and assessing the people impact of process re‑engineering initiatives).

Core Accountabilities and Deliverables

• Act as the primary HR partner to assigned business units, ensuring timely, accurate, and compliant HR advice and support across all people‑related matters.
• Deliver effective people strategy execution, with clear alignment between business objectives, workforce plans, and HR interventions.
• Contribute to a strong and consistent organizational culture, demonstrated through engagement initiatives, feedback mechanisms, and improved employee experience outcomes.
• Support the end‑to‑end talent lifecycle, including approved job profiles, interview participation, onboarding effectiveness, and probation management within agreed timelines.
• Drive the successful implementation of change initiatives, ensuring clear communication, manager readiness, and minimal disruption to business operations.
• Enable a high‑performance culture through the effective rollout and monitoring of performance management processes, including goal setting, reviews, and calibration outcomes.
• Coordinate and support learning and development initiatives, including completion of training needs assessments and implementation of agreed development plans.
• Provide coaching and advisory support to line managers and employees, resulting in improved people management capability and reduced employee relations escalations.
• Ensure HR policies, processes, and practices are consistently applied and adhered to, supporting governance, audit, and risk requirements.

Key Technical Skills & Leadership Competencies

• Business acumen and commercial awareness
• Interpret business strategy and translate it into aligned human capital solutions
• In‑depth knowledge of the employee lifecycle
• Results orientation
• Change management capability
• High integrity and strength of character
• Mentoring, coaching, and relationship‑building skills

Experience Requirements

• At least 7 – 10 years in a HR Relationship Management position with experience in other core areas of HR (Talent acquisition, Employee relations, Reward appreciation, Talent management, Learning & Development, HR Services), and at least 3 years team leadership experience.
• Knowledge and/or experience with national and regional labor law, and tax and social security regulations

Academic Qualifications and Certifications

• Minimum – bachelor’s degree in human resource management, Business, Finance, Social Sciences, or a related field from a recognized University or College. (Master’s degree an added advantage)
• Higher Diploma in Human Resource Management.
• A current member of Institute of Human Resource Management (IHRM K) or similar reputable HR professional body