Equity Bank Limited (The "Bank”) is incorporated, registered under the Kenyan Companies Act Cap 486 and domiciled in Kenya. The address of the Bank’s registered office is 9th Floor, Equity Centre, P.O. Box 75104 - 00200 Nairobi. The Bank is licensed under the Kenya Banking Act (Chapter 488), and continues to offer retail banking, microfinance and related services. The Bank has subsidiaries in Kenya, Uganda, South Sudan, Rwanda and Tanzania. Its shares are listed on the Nairobi Securities Exchange and Uganda Securities Exchange. Equity Bank was founded as Equity Building Society (EBS) in October 1984 and was originally a provider of mortgage financing for the majority of customers who fell into the low income population. The society’s logo, a modest house with a brown roof, resonates with its target market and their determination to make small but steady gains toward a better life, seeking security and advancement of their dreams. The vast majority of Africans have historically been excluded from access to financial resources. Having been declared technically insolvent in 1993, Equity’s transformation into a rapidly growing microfinance and then a commercial bank is widely considered to be an inspirational success story. Currently, Equity Bank has more than 9 million customers making it the largest bank in terms of customer base in Africa and having nearly half of bank accounts in Kenya. The company’s vision is "to be the champion of the socio-economic prosperity of the people of Africa”. Equity Bank retains a passionate commitment to empowering its clients to transform their lives and livelihoods. Through a business model that is anchored in access, convenience and flexibility, the Bank has evolved to become an all-inclusive financial services provider with a growing pan-African footprint. Equity Bank’s business model and its visionary leadership has continued to earn local, regional and global accolades and recognition. The model is also studied in some of the leading business schools in the world, as other developing countries in Africa and Asia seek to learn from Equity’s low margin, high-volume model. Equity Bank in 2010 established the Equity Group Foundation. This innovation and creative vehicle has fully transformed the concept of philanthropy and corporate social responsibility. While Equity Group Foundation champions the socio-economic transformation of the people of Africa and seeks partnerships along six cluster thematic areas, Equity Bank provides the infrastructure of delivery, hence reducing the operational costs for the Foundation and increasing the rate of return on any social investment. The six social thematic areas of focus are: education and leadership development; financial literacy and access; entrepreneurship; agriculture; health; innovations and environment. Make an enquiry todayRole 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 Qualifications 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