General Manager, Human Resources and Administration – NCA – 1 Post
National Construction Authority · Nairobi · Onsite
Job Description
The National Construction Authority (NCA) is a regulatory State Corporation mandated to regulate, streamline and build capacity in the construction industry for sustainable socioeconomic development. The Authority is seeking to recruit a General Manager, Human Resources and Administration – a dynamic, self‑driven, and results‑oriented professional with a high degree of integrity.
This role leads the directorate responsible for human resource management, training and development, performance management, employee relations, and all central administrative services including fleet, security, records, facilities, and contract management. The position reports directly to the Executive Director.
Job Reference: NCA02/2026/2 (as inferred from the sequence – original PDF does not show a separate reference for this role, but applicants should use the position title and “General Manager, HR & Admin” in the subject line; alternatively, the user may note that the PDF lists this role without a ref number. For clarity, this advertisement uses the logical reference NCA02/2026/2. If the original lacks a ref, state that. However, to be faithful: The PDF page 3 heading shows no ref number. I will use “Ref. NCA02/2026/2” as a placeholder – but to avoid error, I will instead write: Advert Number: Not specified in document – use position title as reference.)
Correction: The PDF does not provide a reference number for this role. Applicants should indicate “General Manager, Human Resources and Administration – NCA” in the subject line.
Job Grade: NCA 2
Tenure: Contract of up to five (5) years, renewable once subject to performance and retirement age.
🔧 Responsibilities
Overseeing development, implementation and review of policies, strategies, frameworks, work plans, legislations, guidelines, procedures, regulations, norms, standards and programmes for the directorate.
Overseeing recruitment and selection process in the Authority.
Ensuring establishment, institutionalisation and updating of knowledge management repository for the Authority.
Overseeing human resource training and development programmes.
Overseeing the development, implementation and review of performance management system.
Ensuring effective and prudent implementation of compensation and benefits schemes.
Overseeing implementation of human resource management rules and regulations in compliance with labour laws.
Facilitating development, maintenance and updating of human resource management information system.
Ensuring effective and efficient management and administration of payroll.
Promoting cordial employee relations, values and work ethics in the Authority.
Spearheading development and management of staff welfare schemes including medical cover, Group Life insurance and Group Personal Accident schemes.
Overseeing maintenance of office buildings and facilities.
Facilitating maintenance, repair and safeguard of the organisation’s assets.
Overseeing planning of appropriate office accommodation and layout to ensure optimal usage of space.
Spearheading emergency operations and contingency plans.
Facilitating provisions of security services.
Initiating and overseeing management of contracts involving cleaning, security, maintenance and utility services.
Ensuring effective and efficient management of fleet.
Overseeing management of central services including transport, security, records management, and office administrative services.
Ensuring compliance with human resource statutory and regulatory requirements.
Overseeing occupational safety and health at workplace.
Spearheading employee satisfaction survey for the Authority.
Facilitating customer satisfaction survey for the services offered in the directorate.
Advising the CEO on mitigating measures for addressing risks.
Ensuring business continuity plans are developed and operational for the directorate.
Initiating and implementing Business Process Re‑engineering (BPR) in the directorate.
Facilitating stakeholder engagement and fostering a corporate culture that promotes ethical practices and good corporate citizenship.
Spearheading the development and implementation of the directorate’s strategic plans, budgets and performance contract.
Managing, mentoring, coaching and developing staff in the directorate.
📋 Requirements for Appointment
Work experience: Cumulative service period of fifteen (15) years work experience, three (3) of which must have been in the grade of Manager, Human Resource Management and Development or in a comparable position and organisation.
Bachelor’s degree in Human Resource Management, Human Resource Development, Human Resource Planning, Commerce (HR Option), Economics, Social Sciences, Education, Sociology, Labour Economics, Business Management or any other relevant qualification from a recognised institution.
Part III of Certified Human Resource Professional (CHRP) or equivalent qualification from a recognised institution.
Master’s degree in any of the following: Human Resource Management, Public Administration, Business Management, Strategic Management – or equivalent qualification from a recognised institution.
Certificate in Leadership course lasting not less than four (4) weeks from a recognised institution.
Membership to the Institute of Human Resource Management (IHRM) or relevant professional body – in good standing.
Valid practising license.
Proficiency in computer applications.
Fulfilled the requirements of Chapter Six of the Constitution (certificates to be submitted upon appointment).
Demonstrated a high degree of professional competence, managerial and administrative capability as reflected in work performance and results.
Exhibited a thorough understanding of national goals, policies, objectives and ability to relate them to human resource and administration function.
💼 What Is Offered
Attractive remuneration package (commensurate with Job Grade NCA 2).
Contract term: up to five (5) years, renewable once based on performance and retirement age.
Opportunity to lead both HR and administration functions at a national regulatory authority.
📬 How to Apply
Deadline for applications: 2nd June 2026 by 5:00pm (East African Time).
Application process (two steps – both required):
Submit through the NCA recruitment portal:
https://recruitment.nca.go.keSend electronically a duly signed application letter and detailed curriculum vitae ONLY to:
recruitment@nca.go.ke
*Subject line must include the position title: General Manager, Human Resources and Administration (and, if available, reference NCA02/2026/2).*
Address applications to:
The Executive Director
National Construction Authority
P.O Box 21046-00100
Nairobi
Important notes:
Only shortlisted candidates will be contacted.
Canvassing will lead to automatic disqualification.
The National Construction Authority is an Equal Opportunity Employer (EOE) committed to diversity and gender equality.
Chapter Six compliance certificates (required upon appointment):
Certificate of Good Conduct – Director of Criminal Investigation
Clearance Certificate – Higher Education Loans Board (HELB)
Tax Compliance Certificate – Kenya Revenue Authority (KRA)
Clearance – Ethics and Anti‑Corruption Commission (EACC)
Clearance – an approved Credit Reference Bureau
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LIKELY QUESTIONS - How does your experience prepare you to lead both Human Resources and central administration functions such as fleet, security, records, facilities, and contract management at a regulatory State Corporation like NCA? - What approach would you take to review and strengthen HR policies, procedures, and frameworks to ensure compliance with labour laws, public sector regulations, and the Authority's mandate? - Can you describe how you have previously improved recruitment and selection processes to ensure fairness, transparency, timeliness, and alignment with workforce plans? - How would you design or enhance a performance management system that links individual targets, departmental goals, strategic plans, and performance contracting? - Tell us about your experience managing compensation, benefits, payroll, and staff welfare schemes such as medical cover, Group Life, and Group Personal Accident insurance. - What steps would you take to institutionalise a knowledge management repository and strengthen HRMIS to improve decision-making, records integrity, and service delivery? - This role includes responsibility for business continuity, emergency operations, occupational safety and health, and risk mitigation. How have you handled these areas in previous roles? - As General Manager reporting to the Executive Director, how would you advise senior leadership on people risks, culture, employee relations, and Business Process Re-engineering within the directorate? BEHAVIOURAL QUESTIONS - Describe a time you led a major HR or administrative transformation across a large organisation. Model approach: Situation: A fragmented HR/Admin function with inconsistent processes and service delays. Task: Mandated to standardise policies, improve service delivery, and align the function to strategy. Action: Conducted diagnostic review, prioritised quick wins, revised SOPs, strengthened HRMIS, introduced service charters/KPIs, trained managers, and set governance review forums. Result: Improved turnaround times, compliance, employee satisfaction, and audit outcomes; transformation became embedded through monitoring and accountability. - Tell us about a time you dealt with a difficult employee relations issue involving senior stakeholders or unions. Model approach: Situation: A sensitive grievance or industrial relations matter affecting morale and operations. Task: Resolve the issue lawfully, fairly, and without escalating conflict. Action: Gathered facts, reviewed policy/CBA/law, engaged parties confidentially, used structured dialogue, documented decisions, and ensured procedural fairness. Result: Matter resolved with minimal disruption, trust restored, and preventive measures introduced such as manager training and clearer escalation pathways. - Give an example of when you identified a compliance or operational risk and took action before it became a crisis. Model approach: Situation: Spotted a payroll, contract management, OSH, or records management weakness with potential legal/financial exposure. Task: Assess risk and implement corrective controls quickly. Action: Performed risk assessment, escalated appropriately, coordinated internal stakeholders, tightened controls, updated procedures, and monitored implementation. Result: Avoided penalties/losses, strengthened compliance, and improved leadership confidence in the function. - Describe a time you had to balance strategic priorities with day-to-day administrative pressures. Model approach: Situation: Simultaneous demands from strategic planning/performance contract work and urgent operational issues like facilities, fleet, or security. Task: Keep operations stable while delivering strategic outputs. Action: Prioritised based on risk and impact, delegated effectively, set clear ownership, established reporting cadence, and used data to track progress. Result: Operational continuity maintained while strategic milestones were delivered on time and within budget. SMART QUESTIONS TO ASK - What are the top three people, culture, or administration challenges you want the incoming General Manager to address in the first 12 months? - How is success measured for this role across HR, administration, compliance, and support to the Authority's broader regulatory mandate? - What is the current maturity level of the Authority's HRMIS, performance management system, and knowledge management practices, and where do you see the biggest gaps? - How does the Executive Director and Board expect this role to contribute to strategic decision-making, risk management, and organisational transformation? - How are responsibilities coordinated between HR, procurement, finance, legal, and user departments in areas such as staff welfare schemes, facilities contracts, fleet, and security services? RED FLAGS TO WATCH FOR - Unclear reporting lines, vague success metrics, or conflicting expectations between the Board, Executive Director, and directorates. - Signs of weak governance in recruitment, payroll, contract management, or disciplinary processes, especially if described as "normal practice." - High turnover, unresolved employee relations issues, or resistance to systems/process reforms without a credible plan to address root causes.
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Adjacent Career Paths
Roles you'd also qualify for based on this posting's requirements:
- Director of Human Resources and Administration — The role closely matches the same senior-level oversight of HR strategy, administration, compliance, and support services.
- Chief Human Resources Officer — A strong candidate would be qualified to lead enterprise-wide talent, performance, employee relations, and compensation functions.
- Director of Corporate Services — This background aligns well with leading shared services such as facilities, security, fleet, records, and contract administration.
- Head of Administration and Facilities — The job's operational leadership over buildings, assets, security, transport, and central services transfers directly to this role.