Head Human Resources Development

JOB DESCRIPTION

Head of Human Resources & Administration

About Rangechem

Rangechem Pharmaceuticals Limited is a Kenyan-owned pharmaceutical importer, distributor, wholesaler and retailer, established in 1999 as a private company limited by shares. It was founded to bridge the gap between importers and manufacturers of branded and generic medicines and the medical institutions that prescribe and dispense them to patients.

Over 25 years, Rangechem has grown from a wholesale and distribution business into an integrated healthcare supplier with a retail pharmacy network of over 47 branches across 10 counties. The company carries a portfolio of over 15,000 SKUs spanning branded, generic and surgical products, serving hospitals, clinics, pharmacies and walk-in customers.

Headquartered at Rangechem Tower, Waiyaki Way, Nairobi, Rangechem employs a workforce of about 400 staff, including pharmacists, pharmaceutical technologists, sales, logistics and support teams. The company is now strengthening its leadership team to support its next phase of growth.

Role Summary

Job title Head of Human Resources & Administration

Department Human Resources & Administration

Company Rangechem Pharmaceuticals Limited

Reports to Chief Executive Officer

Location Rangechem Tower, Waiyaki Way, Nairobi, with travel to branches

Staff count 400+ staff across HQ and all branches

Direct reports HR Officers/Business Partners, Payroll & Benefits Officer, Admin & Facilities Officer, Front Office and Support Staff

Experience 10+ years in HR, at least 5 in a senior management role

Working hours 8 hours a day, Monday to Friday; Saturday 8:00 am to 1:00 pm

Remuneration Negotiable, commensurate with qualifications and experience

Role purpose: Lead the HR and Administration functions to attract, develop, reward and retain the right people across all branches, while keeping company facilities, assets and support services running efficiently and in full compliance with Kenyan law.

Role objectives:

1. Build a high-performing, compliant and engaged workforce that supports growth.
2. Position HR as a strategic business partner, not only a support function.
3. Run lean, cost-effective administrative services that keep every location operational.
4. Protect the company from labor, regulatory and reputational risk.

The Person We Are Looking For

We want a deeply people-centric HR leader who builds, motivates and keeps great talent, and makes Rangechem a place people are proud and happy to work. You lead with empathy and fairness, and you act firmly when behavior or performance falls short.

• Culture builder: turns a challenging environment into a positive, high-trust, high-performance workplace.
• Talent champion: spots, grows and retains high-potential young talent, and gives them clear growth paths so they stay.
• Change leader: brings a multigenerational workforce along through growth, digital transformation and AI adoption, through communication, reskilling and support.
• Firm and fair: addresses negative behavior, resistance and non-performance quickly, consistently and within the law.
• Visible and approachable: spends time in branches, listens to staff and acts on what they hear.
• Proven track record: has transformed culture and engagement in a fast-growing, multi-location retail, FMCG, distribution or financial services business.

Key Responsibilities

1. Talent & People Acquisition

• Develop and run the annual manpower plan in line with business growth and branch expansion.
• Lead end-to-end recruitment for all levels, including pharmacists and pharmtechs, ensuring valid PPB licenses and practicing certificates.
• Build the employer brand and maintain a talent pipeline for critical and hard-to-fill roles.
• Own the onboarding programmes so every new hire is productive within 30 days.
• Manage internship, attachment and graduate trainee programmes as a talent pipeline.
• Run background, reference and credential checks for all hires.
• Track and renew professional licenses for regulated staff so no branch operates out of compliance.

2. People Development, Culture & Retention

• Design and deliver the annual training plan, covering technical, regulatory, customer service and leadership skills.
• Run the performance management cycle: goal setting and mid-year and annual reviews.
• Drive succession planning and career paths for key and branch leadership roles.
• Lead culture, engagement and change initiatives, including periodic engagement surveys.

Culture, Engagement & Retention:

• Diagnose the current culture and lead a clear plan to build a positive, respectful, high-performance workplace.
• Define and embed company values and expected behaviors, and hold every level accountable to them.
• Build a retention strategy for high performers and high-potential staff: career paths, fast-track and mentorship programmes, recognition and stay interviews.
• Lead change management for digital and AI adoption, including reskilling and upskilling for all staff so no one is left behind.
• Foster collaboration across generations through reverse mentoring, cross-functional teams and open communication forums.
• Launch staff recognition, wellness and team-building initiatives that make work enjoyable.
• Track engagement, eNPS and regretted attrition, and act on the findings.

3. Reward & Employee Relations

• Manage accurate, on-time payroll and all statutory deductions (PAYE, SHIF, NSSF, Housing Levy, NITA).
• Develop competitive salary structures, benefits and incentive schemes within budget.
• Handle grievances and dispute resolution in line with the Employment Act 2007 and Labor Relations Act.
• Own HR policies, the employee handbook and contracts, and keep them legally compliant.
• Oversee occupational health, safety and wellness under OSHA 2007.
• Manage exits end to end: clearance, exit interviews, final dues and certificates of service.
• Maintain constructive relations with staff and, where applicable, trade unions; lead CBA negotiations.
• Represent the company at the Labor Office, Employment and Labor Relations Court and in mediation, working with external counsel.

Performance Accountability, Consequence Management & Discipline:

• Own the Performance Improvement Plan (PIP) process: set clear targets, timelines and support, track progress, and close out each PIP with a documented outcome.
• Lead consequence management across HQ and branches, ensuring fair, consistent action on non-performance, policy breaches, stock losses and cash variances.
• Manage all disciplinary matters end to end: investigations, show-cause letters, disciplinary hearings, warnings, suspensions and terminations.
• Ensure every case follows due process and fair procedure under the Employment Act 2007, with complete case files and records.
• Train managers on performance conversations, documentation and the disciplinary code to reduce disputes and legal exposure.

4. HR Strategy, Analytics & Leadership

• Develop and execute the HR strategy and annual budget aligned to business objectives.
• Act as strategic partner to the CEO and senior leadership on organization design and workforce decisions.
• Implement and manage the HRIS; report monthly on headcount, turnover, absenteeism and HR cost.
• Lead, coach and develop the HR and Admin team.
• Lead organization design, job evaluation and grading for all roles.
• Conduct regular HR audits and manage people-related risk.
• Present quarterly HR reports and recommendations to the CEO and Board.
• Keep HR practice current with changes in labour law, statutory rates and industry best practice.

5. Administration

• Manage facilities, office maintenance, security, cleaning and utilities at HQ and branches.
• Oversee company assets, fleet, insurance covers and asset registers.
• Manage administrative procurement, supplier contracts and service-level agreements.
• Keep company licences, leases, records and statutory documents current.
• Coordinate travel, logistics, events and front-office services.

Key Performance Indicators

• Time-to-fill and quality of hire for open roles
• Staff turnover and retention of key talent
• Retention of high performers and high-potential staff (regretted attrition)
• Employee Net Promoter Score (eNPS) and culture survey improvement year on year
• Percentage of staff reskilled on digital and AI tools
• Training plan completion and performance review completion rates
• Payroll accuracy and 100% statutory compliance
• HR and Admin spend against budget
• Zero lapsed licenses, leases or insurance covers

Qualifications & Experience

Mandatory:

• Bachelor's degree in Human Resource Management, Business Administration, Psychology or a related field from a recognized university.
• Certified Human Resource Professional (CHRP) qualification.
• Full, practicing membership of the Institute of Human Resource Management (IHRM), in good standing.
• Minimum 10 years' progressive HR experience, with at least 5 years leading both HR and Administration at Head of Department level.
• Proven track record managing HR for a workforce of 400+ staff across multiple locations.
• In-depth knowledge of the Employment Act 2007, Labor Relations Act, OSHA 2007, Work Injury Benefits Act and all statutory obligations (PAYE, SHIF, NSSF, Housing Levy, NITA).
• Hands-on experience implementing HRIS and payroll systems.
• Compliance with Chapter Six of the Constitution of Kenya (KRA tax compliance, HELB clearance, Certificate of Good Conduct, CRB clearance).

Added advantage:

• Master's degree in HR Management, Organizational Development, MBA or a related field.
• CIPD Level 7 or SHRM-SCP certification.
• Experience in pharmaceutical, healthcare, retail or FMCG multi-branch operations.
• Experience leading HR through business expansion, restructuring or change programmes.

Key Competencies

• Strategic thinking and business acumen
• Leadership and team development
• Integrity and discretion with confidential information
• Negotiation, conflict resolution and decision-making
• Strong communication and stakeholder management
• Data-driven, organized and results-focused

Key Relationships

Internal & External

CEO, COO and Board

Ministry of Labor, NSSF, SHA, KRA, NITA

Heads of Department

IHRM and professional bodies

Branch Managers and all staff

Recruitment agencies, training providers, universities

Finance (payroll and budget)

Insurers, medical providers, landlords and service suppliers

Authority

• Manage the approved HR and Administration budget.
• Recommend hiring, promotion, salary review and termination decisions to the CEO.
• Sign off HR policies, contracts and administrative supplier agreements within delegated limits.

Application Requirements

Applicants must submit a cover letter, detailed CV, copies of academic and professional certificates (Degree, CHRP, IHRM membership; Master's if held), current and expected salary and benefits , and three professional referees to the email below. Subject should be HEAD OF HUMAN RESOURCES AND ADMINISTRATION.

EMAIL: careers@rangechem.co.ke

DEADLINE: 5th September 2026.