Human Resource Manager Job – Kenya Railways Corporation (2026)
Kenya Railways · Nairobi · Onsite
Job Description
Kenya Railways Corporation is inviting applications for the position of Human Resource Manager. The role provides leadership in human resource management, talent management, succession planning, employee relations, performance management, organizational effectiveness, staff welfare and other strategic human resource functions within the Corporation.
Job Overview
Employer: Kenya Railways Corporation
Job Title: Human Resource Manager
Reporting To: General Manager - Corporate Services
Employment Type: Five (5) Years renewable Contract Subject to retirement age and performance
Work Station: Nairobi
Eligible Applicants: Kenyan Citizens Only
Application Deadline: Monday, August 24, 2026 at 5:00 p.m.
Duties and Responsibilities
The Human Resource Manager will be responsible for the following:
- Lead in formulation, and implementation of human resource policies, guidelines and regulations and analyzing their impact on staff.
- Steer development of human resource management plans to ensure effective succession management.
- Lead in monitoring the implementation of performance management systems; analyzing the staffing levels in KR and recommending proposals for succession planning and proper deployment.
- Lead in development of the business strategy in relation to talent resourcing and development.
- Oversee development and implementation of talent management and development policies, to attract, nurture and retain talent.
- Guide in development and implementation of robust succession & leadership development programs for organizational readiness for growth and supply of a talent pool.
- Oversee all employment practices, compensation, employee benefits including retirement, and human resources programs to ensure they are within established standards, procedures, guidelines, and policies of the Corporation and local labour laws.
- Lead in human resource planning, recruitment and selection process in liaison with the department and Divisional heads to ensure that the corporation attracts, recruits and retain skilled and qualified employees.
- Provide leadership in matters relating to industrial relations through well managed staff welfare Boards, a healthy and safe working environment, effective management of disciplinary and grievance issues, and effective communication processes.
- Provide leadership in resolution of employee grievances and disciplinary cases, recommending appropriate action to resolve grievances as well as assisting employees to find satisfactory solutions to personal problems through counselling services.
- Oversee implementation of an effective human resource management information system for monitoring, tracking and evaluating employee activities including staff training, performance management and welfare programs.
- Oversee implementation of staff medical scheme, WIBA, GLA and GPA, gratuity, pension and other staff welfare issues.
- Advise Management on appropriate organizational structures, business processes and change management to maximize on organizational effectiveness.
- Lead in the execution of risk management policy and strategies that ensure the division has a robust system and processes of accountability, risk management, internal controls, business continuity and succession management.
- Provide leadership to ensure continuous improvement of business processes and controls in the division and develop mechanisms for corporate consultations, increase public participation and involvement in corporation’s policies and programs.
- Foster a corporate culture that promotes ethical practices and good citizenship within the division.
- Oversee implementation of principles of Corporate Governance, relevant national policies, guidelines, and directives within the Division.
- Oversee development, implementation and review of corruption prevention and mitigation strategies in the division.
- Oversee implementation of a robust performance management system within the division through providing oversight of the delivery of the annual performance contract and the strategic plan.
- Oversee the development and maintenance of an up-to-date human resource database.
- Oversee preparation of Board papers relating to human resource for deliberation and decision making.
- Provide secretarial services to Human Resource Advisory Committee.
- Spearhead staff induction and on-the-job orientation programs aimed at providing new staff with relevant information about the technical and social aspects of their work.
- Promote cordial employee relations, values and work ethics in the Corporation.
- Coordinate internship and attachment programs as per the policies and procedures.
- Coordinate the development and submission of statutory and periodic reports to various government agencies.
- Spearhead the preparation and submission of periodic reports in the division.
- Implement Board decisions on matters relating to the human resources in the Corporation.
- Implement various government Circulars relating to human resource in the Corporation.
- Oversee effective management of the payroll.
- Appraise the direct reports.
Requirements of the Position
Candidates for the Human Resource Manager position must meet the following requirements:
- Master’s Degree in any of the following disciplines: Human Resource Management /Development/ Planning, Public Administration, Business Administration, Political Science/ Government, or equivalent qualification from a recognized institution.
- Bachelor’s Degree in any of the following disciplines: Human Resource Management/ Development/ Planning, Public Administration, Business Administration, Political Science/ Government, or equivalent qualification from a recognized institution.
- Must be a certified Human Resource Professional (CHRP) (K) by the Human Resource Management Professional Examination Board (HRMPEB).
- Leadership course lasting not less than four (4) weeks from a recognized institution will be an added advantage.
- Must be a membership of the Institute of Human Resource Management (IHRM).
- Must have a valid Human Resource Practicing Certificate from IHRM.
- Computer proficiency.
Skills and Competences
The position requires the following skills and competences:
- Leadership skills
- Negotiation and Arbitration skills
- Problem solving skills
- Financial management skills
- Organizational skills
- Strategic management skills
- Stakeholder management skills
- Change management skills
- Planning and Analytical skills
- Visionary Skills
- Interpersonal and communication Skills
- Networking skills
- Creativity and Innovation
- Time management skills
- Emotional Intelligence Skills
Mandatory Application Documents
Applicants MUST provide the following documents when submitting their applications:
- A signed application letter.
- A detailed Curriculum Vitae indicating current and previous employers, positions held, level of education, current and expected salary, notice period required to take up appointment and names of at least three professional referees.
- Copies of academic and professional certificates.
- Copy of National Identification Card or Passport.
Applications without the relevant qualifications, copies of documents or details requested will not be considered.
Important Information for Applicants
Candidates should provide all the details requested in the advertisement. It is an offence to include incorrect information in the application.
Only shortlisted and successful candidates will be contacted.
Canvassing in any form will lead to automatic disqualification.
Shortlisted candidates shall be required to produce originals of their National Identity Card, academic and professional certificates during interviews.
It is a criminal offence to present fake certificates or documents.
Applicants should also be aware of fraudsters misusing the Company name to solicit money from unsuspecting job seekers.
Chapter Six Clearance Requirements
Only successful candidates will be expected to present the following Chapter Six Clearance Certificates:
- Valid Certificate of Good Conduct from the Directorate of Criminal Investigations.
- Valid Clearance Certificate from Higher Education Loans Board (HELB).
- Valid Tax Compliance Certificate from Kenya Revenue Authority (KRA).
- Current Clearance from the Ethics and Anti-Corruption Commission (EACC).
- Current Report from an approved Credit Reference Bureau (CRB).
Equal Employment Opportunity
Kenya Railways is an Equal Opportunity Employer and is committed to implementing the provisions of the Constitution – Chapter 232 (1) on fair competition and merit, representation of Kenya’s diverse communities and affording equal employment opportunities to men and women, members of all ethnic groups and persons with disabilities.
People with disabilities, the marginalized, minorities and female candidates are especially encouraged to apply.
How to Apply
Interested candidates who meet the required qualifications are invited to submit their applications via the job link available on the Kenya Railways website: www.krc.co.ke.
Applicants must clearly indicate the Position Applied For and the Vacancy Reference Number in the subject heading. A detailed step-by-step guide to the application process is available on the Corporation's website.
The positions are open to Kenyan Citizens ONLY.
Successful candidates will be offered a competitive remuneration package in accordance with the Corporation guidelines.
Applications must be submitted by Monday, August 24, 2026 at 5:00 p.m.
Applications should reach:
The Managing Director
Kenya Railways Corporation
Workshops Road
Off Haile Selassie Avenue
Nairobi
Applications will ONLY be accepted via the job link. Hard-copy applications shall not be considered.
Canvassing in any form or failure to attach any of the stipulated documents shall lead to automatic disqualification.
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LIKELY QUESTIONS - How would you align Kenya Railways' human resource strategy with the Corporation's strategic plan, operational needs, and public-sector mandate? - Describe your approach to workforce planning and succession management for a technical, operationally diverse organization such as Kenya Railways. - How would you ensure that recruitment, promotion, deployment, and retention decisions are fair, merit-based, compliant, and responsive to organizational needs? - What steps would you take to strengthen performance management and ensure the HR Division delivers its annual performance contract targets? - How would you manage a complex employee grievance or disciplinary matter while protecting due process, confidentiality, and industrial harmony? - What is your experience with Kenyan labour laws, public-service HR guidelines, government circulars, and statutory obligations such as WIBA, pension, medical cover, GLA, GPA, and payroll deductions? - How would you use an HRMIS and an up-to-date HR database to improve reporting, workforce analytics, payroll controls, training tracking, and management decision-making? - What would be your priorities in the first 90 days as Human Resource Manager, particularly regarding staff welfare, succession risks, policy compliance, employee relations, and HR controls? BEHAVIOURAL QUESTIONS - Tell us about a time you led the implementation or review of an HR policy that affected a large number of employees. Model approach: Situation: State the policy gap or compliance issue and the employee groups affected. Task: Explain your responsibility for developing a practical, lawful policy solution. Action: Describe stakeholder consultation, legal review, management and union engagement where applicable, communication, training, and implementation controls. Result: Quantify improved compliance, reduced disputes, faster processing, or stronger employee understanding. - Describe a time you resolved a difficult employee relations, grievance, or disciplinary issue. Model approach: Situation: Briefly outline the sensitive issue, competing interests, and organizational risk. Task: State your role in ensuring procedural fairness and a timely resolution. Action: Explain how you gathered facts, applied policy and labour law, maintained confidentiality, engaged the parties, documented proceedings, and recommended proportionate action. Result: Highlight a fair outcome, reduced escalation risk, restored working relationships, and lessons incorporated into HR processes. - Give an example of when you improved a performance management, HRMIS, payroll, or HR reporting process. Model approach: Situation: Identify the inefficient process, data-quality weakness, delayed reporting, or control risk. Task: Define the improvement target, such as accuracy, turnaround time, compliance, or management visibility. Action: Describe process mapping, system configuration, data cleansing, user training, approvals, and monitoring dashboards. Result: Provide measurable improvements such as fewer payroll errors, better completion of appraisals, faster reports, or stronger audit outcomes. - Tell us about a time you managed organizational change, restructuring, or workforce deployment. Model approach: Situation: Explain the business need for change and its impact on employees and operations. Task: State your responsibility for supporting management while maintaining employee trust and legal compliance. Action: Describe workforce analysis, consultation, communication, change-readiness support, fair selection criteria, redeployment or training plans, and risk management. Result: Show how the change was implemented with minimal disruption, improved role clarity, retained key talent, or achieved operational objectives. SMART QUESTIONS TO ASK - What are the most critical HR and workforce challenges Kenya Railways expects the successful Human Resource Manager to address in the first year? - How is the current HR function structured, and what are the capability gaps or priority areas within the HR team? - What are the Corporation's current priorities for succession planning, leadership development, and retention of technical and operational talent? - How mature is the current HRMIS, and what improvements are planned for employee data, payroll integration, performance management, and HR analytics? - How does management measure success for this role, particularly in relation to performance contracting, staff welfare, industrial relations, governance, and audit compliance? RED FLAGS TO WATCH FOR - Unclear reporting lines, overlapping authority between HR, Corporate Services, Board committees, and operational managers, or vague accountability for final HR decisions. - Persistent references to unresolved industrial relations issues, high grievance volumes, payroll problems, low morale, or frequent litigation without a credible plan to address root causes. - Limited budget, systems, staffing, or senior-management support for HR transformation, while expectations for succession, performance management, welfare, and compliance are unrealistically broad.
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Adjacent Career Paths
Roles you'd also qualify for based on this posting's requirements:
- Head of Human Resources — Directly aligns with leading enterprise-wide HR strategy, policies, talent, and employee relations.
- Human Capital and Administration Manager — Matches responsibility for workforce planning, welfare, HR operations, and organizational support services.
- Talent Management and Organizational Development Manager — Fits the role's focus on succession planning, leadership development, performance, and organizational effectiveness.
- Employee Relations and Industrial Relations Manager — Leverages experience managing grievances, discipline, labour relations, staff welfare, and compliance.