HR Business Partner East Africa

About Viya Health

Viya Health Enterprise Ltd is a privately held organization focused on improving women’s sexual and reproductive health experiences. Its work is centered on removing barriers to reliable information, quality products, and essential services so women can access support more easily and make informed choices about their wellbeing.

The company’s vision is to deliver a smooth, supportive experience through an omnichannel approach. By combining digital solutions with a customer-first mindset, Viya Health aims to strengthen access to trusted information, services, and products while improving reproductive health outcomes across the communities it serves.

Role Overview

The Human Resources Business Partner will support Viya Health’s business objectives by partnering with stakeholders across East Africa and handling key parts of the employee lifecycle. The role combines day-to-day HR operations with continuous improvement, while keeping the human side of people management front and center.

This position is responsible for aligning HR practices with business needs, including organizational design, workforce effectiveness, and people-related matters. It also carries responsibility for implementing HR policies, procedures, tools, and guidelines, and for leading core HR activities such as workforce planning, recruitment, staff administration, and employee development in East Africa.

Work Location and Reporting Line

This role is based in Nairobi, Kenya or Kampala, Uganda and involves up to 30% international travel. The position reports to the Head of HR, Viya Health Africa.

Key Responsibilities

HR Planning

Support the execution of the HR strategy in line with company goals and objectives, set useful performance metrics where required, and advise leaders and team members on HR solutions that fit global, regional, and local priorities, laws, regulations, and SOPs.

Hiring and Recruitment

Contribute to workforce planning and job evaluation, ensure recruitment follows local legislation and global guidelines, and support hiring managers throughout the process. Manage end-to-end recruitment for roles at all levels, use both traditional and creative sourcing methods, coordinate orientation for new or transferred employees, review job descriptions and job requests for accuracy, manage vacancy advertisements, organize interviews, summarize outcomes, and review offers and contracts to protect internal equity.

HR Administration and Compliance

Handle HR administration while ensuring alignment with legal and government reporting requirements. Maintain labor law compliance, keep the HR handbook, policies, and procedures updated, safeguard personnel and statutory records, lead exit management, uphold the company’s ethics and code of conduct, work with local legal counsel when interpretation is needed, and ensure leaders and line managers follow all applicable HR and regulatory requirements.

Compensation and Benefits

Administer employee benefits and compensation according to HR policies, prepare payroll-related HR documents accurately and on time, confirm that exit clearance is completed before final settlement is processed, coordinate timesheet training and submission with finance, and ensure compensation practices remain consistent during hiring and promotions.

Performance Management

Drive the performance management cycle, including planning annual reviews, training teams on goal setting, coordinating development activities, and working closely with managers and employees. Ensure annual performance evaluations and merit planning are completed on schedule, and coach managers on how to apply the process effectively.

Employee Relations and Discipline

Manage employee relations with professionalism, investigate workplace concerns and conflicts, serve as a neutral mediator in disciplinary matters, support fair and lawful decision-making, maintain positive labor relations, and guide supervisors on appropriate disciplinary action.

Self-Welfare and Staff Support

Identify improvement opportunities, stay current on applicable SOPs and industry practices, represent employees in litigation, arbitration, or related legal matters when needed, develop staff care plans that support wellbeing, and build trust across all levels of the organization.

Additional Notes

This summary does not include every task that may be required. The role may also involve other related duties that are reasonably assigned. Viya Health may update the job profile when business needs or responsibilities change.

Requirements

Applicants should hold a bachelor’s degree in Human Resources Management or an equivalent qualification, along with at least five years of senior HR experience, including two years in a supervisory capacity. A suitable mix of education and experience may be considered in place of the stated qualification.

Candidates must bring strong working knowledge of HR disciplines such as employee development, change management, recruitment, employer branding, compensation, employee relations, compliance, performance management, and East African employment law. They should also be confident decision-makers who can recommend and implement practical HR solutions in a fast-moving environment.

The ideal candidate will have excellent relationship-building, customer service, consensus-building, analytical, and problem-solving skills, along with the ability to explain complex HR processes to non-HR audiences. Strong written and verbal communication skills, the ability to manage conflict, and proficiency in MS Office are required. Hands-on experience with HRIS and payroll systems is also expected, together with knowledge of organizational structures, workflows, operating procedures, labor regulations, and industry trends.

The role calls for someone who can work independently, drive change, handle sensitive information discreetly, and collaborate effectively while influencing others in a professional and motivated way.

Equal Opportunity Statement

Viya Health is an equal opportunity employer and welcomes applications from qualified candidates without regard to race, religion, color, sex, age, national origin, disability, sexual orientation, marital status, appearance, matriculation, political affiliation, family status, gender identity or expression, pregnancy, childbirth, related medical conditions, breastfeeding, genetic information, amnesty, veteran status, uniformed service status, or employment status.