• Position Title: People and Culture Manager
• Location: Nairobi, Kenya (Ruben Centre – Mukuru Community)
• Employment Type: Full-Time (Onsite)
• Number of Vacancies: 1
• Reporting To: Head of Operations and Finance
• Application Deadline: December 10, 2025 (Rolling – Apply ASAP)
• Category/Department: Human Resources / HR
• Salary: Estimated KES 120,000 – 180,000 Monthly (Note: This is an estimate based on 2025 market data from BrighterMonday Kenya and Glassdoor, where P&C manager roles in Kenyan NGOs average KES 110K–170K, adjusted for Ruben Centre’s requirement of Degree + CHRP-K + 5–10 years managerial experience. Final salary determined by Ruben Centre. Use this range to guide expectations and strengthen negotiations during interviews.)

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Introduction

The People and Culture (P&C) Manager at Ruben Centre, a faith-based organization striving for an empowered and just Mukuru community by providing quality education, health, financial and social services to children and families in Mukuru community, will provide strategic and operational leadership in developing, implementing, and sustaining people-focused systems, policies, and practices that foster a positive, inclusive, and high-performance culture. The role holder shall ensure that Ruben Centre attracts, retains, and develops talent while promoting staff well-being, equity, and compliance with Kenyan labor laws.

This full-time onsite position requires a Bachelor’s degree in Human Resource Management, Business Administration, Organizational Development, or related field (Master’s advantage), Certified Human Resource Professional – Kenya (CHRP-K), membership in IHRM, and minimum 5 years progressive HR experience (3+ in managerial/leadership). Ideal for proven leaders with DEI expertise and NGO exposure, the role aligns with Kenya’s KES 50 billion NGO sector and Vision 2030’s human capital goals. This opportunity suits culturally sensitive, analytical professionals committed to social justice in a faith-based, inclusive setting.

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About Ruben Centre

Ruben Centre is a faith-based organization striving for an empowered and just Mukuru community by providing quality education, health, financial and social services to children and families in Mukuru community. The Ruben Centre is a non-profit, charity organization run by the Christian Brothers African Province. It is one of eight Christian Brother’s projects in East Africa, reaching 5,000+ families with 90% program impact through holistic, community-centred development.

Ruben Centre fosters a culture of faith, compassion, and accountability, offering training and community integration. For People and Culture Managers, Ruben Centre provides mentorship, policy tools, and mission purpose, creating a workplace where your leadership transforms lives in a diverse, inclusive team.

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Job Purpose

The People & Culture (P&C) Manager will provide strategic and operational leadership in developing, implementing, and sustaining people-focused systems, policies, and practices that foster a positive, inclusive, and high-performance culture. The role holder shall ensure that Ruben Centre attracts, retains, and develops talent while promoting staff well-being, equity, and compliance with Kenyan labor laws.

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Key Responsibilities

As People and Culture Manager at Ruben Centre, you will lead HR. Core duties include:

1. People & Culture Strategy

• Lead the development, review, and implementation of HR policies, procedures, and frameworks aligned with organizational goals and Kenyan labor laws.
• Champion initiatives that strengthen organizational culture, values, and behaviors fostering inclusion, accountability, and continuous learning.
• Provide strategic advice to leadership on workforce planning, talent management, and organizational development.

2. HR Systems and Compliance

• Administer and continuously improve the Human Resource Information System (HRIS) to ensure data accuracy and accessibility.
• Maintain up-to-date HR manuals, handbooks, and tools that reflect current laws and organizational policies.
• Ensure compliance with all labor regulations, health and safety standards, and internal governance policies.

3. Talent Management and Development

• Oversee the full employee life cycle from recruitment and onboarding to development, performance management, and separation.
• Lead recruitment and selection processes to ensure the organization attracts mission-driven and skilled talent.
• Coordinate employee induction and capacity-building programs to support staff growth and retention.
• Support line managers in implementing effective performance management systems and feedback mechanisms.

4. Employee Engagement and Well-being

• Promote a safe, healthy, and inclusive workplace that supports employee well-being and mental health.
• Develop and oversee staff welfare programs including medical, pension, and insurance schemes.
• Coordinate initiatives that foster teamwork, recognition, and employee engagement.
• Handle staff grievances with empathy, confidentiality, and fairness while maintaining compliance with due process.

5. Culture and Organizational Development

• Partner with program and departmental heads to embed people and culture principles in all projects and operations.
• Facilitate organizational change and transformation initiatives that enhance effectiveness and collaboration.
• Support initiatives geared toward creating a positive, values-driven, and high-performing organizational culture.

6. Administration and Payroll

• Ensure timely and accurate payroll administration in collaboration with the finance team.
• Maintain complete and secure personnel files and staff records.
• Manage leave tracking, contract renewals, and other administrative HR processes.

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Required Skills/Qualifications

Minimum of 5 years of progressive experience in Human Resource Management or related work, with at least 3 years in a managerial or leadership position.

Bachelor’s degree in Human Resource Management, Business Administration, Organizational Development, or a related field. A Master’s degree in a relevant discipline is an added advantage.

Certified Human Resource Professional – Kenya (CHRP-K), demonstrating solid technical grounding in HR practices and compliance.

Member of the Institute of Human Resource Management (IHRM), in good standing.

Proven experience in developing and implementing HR strategies, policies, and procedures aligned with organizational goals.

Strong knowledge and experience in Kenya Labour Laws, employee relations, performance management, recruitment, talent development, and organizational culture.

Demonstrated ability to lead and support diversity, equity, and inclusion (DEI) initiatives.

High proficiency in HR Information Systems (HRIS); familiarity with Wingubox HR system, payroll systems, and digital performance management systems is a plus.

Excellent interpersonal, leadership, communication, and conflict resolution skills, with the ability to influence and build relationships at all organizational levels.

Experience working in NGO or development sector settings and exposure to cross-cultural work environments is highly desirable.

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Company Culture and Values

Ruben Centre fosters a culture of faith, compassion, and accountability, striving for justice in Mukuru through holistic services. With 100+ staff, Ruben Centre promotes diversity through community-based hiring and youth focus, encouraging collaboration via cross-program teams. Values of integrity, transparency, and service guide operations, with People and Culture Managers central to empowerment.

Ruben Centre supports growth with training and feedback, creating a purposeful workplace. For the People and Culture Manager, this means building a high-performance culture in a supportive environment, aligned with Vision 2030, offering a fulfilling path in social justice.

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How to Apply

Apply now for the People and Culture Manager position at Ruben Centre.

Email application letter + CV to recruitment@rubencentre.org (cc: director@rubencentre.org) by December 10, 2025 (Rolling – Apply ASAP).

Subject: “People and Culture Manager Application”.

Ruben Centre is an equal opportunity employer; no fees at any stage. Only shortlisted contacted. Successful candidates must abide by Anti-Fraud & Bribery Policy and Safeguarding Policy (protection of children/vulnerable adults).

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Tags

Ruben Centre People Culture Manager Nairobi, HR Strategy DEI Inclusion, Talent Payroll Organizational Development, Full-Time CHRP-K 5 Years, Degree HR Management IHRM, Vision 2030 Social Justice

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Expert Tips for Success as People and Culture Manager at Ruben Centre: A Shortlister’s Perspective

As a recruiter shortlisting for Ruben Centre’s People and Culture Manager, I prioritize applications that demonstrate DEI leadership, HR strategy alignment, and compliance integrity in faith-based NGOs. With a 70% rejection rate due to generic CVs or no CHRP-K, these 10 tips are designed to place your application in the top 5% by showcasing your Degree + 5 years managerial and Wingubox familiarity. Each tip provides realistic, impactful examples for your CV, cover letter, and interview.

Tip 1: Lead with a Quantified DEI Initiative Achievement

Why It Works: Recruiters seek Managers who champion inclusion—50% of shortlists go to candidates with DEI metrics. A CV opening with a specific achievement (e.g., “Led 10 DEI initiatives with 95% staff engagement”) grabs attention, proving your leadership.

CV Example:
“Led 10 DEI initiatives as People and Culture Manager candidate with 95% staff engagement.”
Why: This showcases your leadership, aligning with Ruben’s inclusion needs.

Cover Letter Example:
“As CHRP-K holder, I embedded DEI in 20 policies with 90% adoption, preparing me for Ruben Centre’s requirements.”
Why: It links your experience to the job’s championing needs.

Interview Example:
“As Manager, I fostered 50 inclusive teams quarterly with 92% belonging, aligning with Ruben Centre’s standards.”
Why: This story highlights your leadership with metrics.

How to Do It: Open your CV with a “Key Achievement” section featuring one bullet point with an engagement/adoption metric. Include “People and Culture Manager” and “DEI leadership” in your CV and cover letter. Practice a 30-second interview story. Attach a redacted DEI report.

Tip 2: Highlight HR Policy Development with a Framework Example

Why It Works: Leading policy development/review is core—recruiters prioritize strategic developers. A specific example of development (e.g., “Developed 15 HR frameworks with 98% labor law alignment”) shows expertise.

CV Example:
“Developed 15 HR frameworks as People and Culture Manager candidate with 98% labor law alignment.”
Why: This quantifies your expertise, aligning with Ruben’s policy needs.

Cover Letter Example:
“As candidate, I reviewed 10 procedures with 95% compliance, preparing me for Ruben Centre’s requirements.”
Why: It connects your experience to the job’s implementation needs.

Interview Example:
“As Manager, I aligned 30 policies quarterly with 92% goals, aligning with Ruben Centre’s standards.”
Why: This story emphasizes your expertise with metrics.

How to Do It: Include a “HR Policy Development & Framework Expertise” section in your CV. In your cover letter, connect one example to Ruben’s organisational goals. For interviews, practice a 30-second story. Attach a redacted policy draft.

Tip 3: Demonstrate Talent Lifecycle Oversight with a Recruitment Example

Why It Works: Overseeing employee life cycle is key—recruiters prioritize holistic managers. A specific example of oversight (e.g., “Oversaw 200 life cycles with 95% retention”) shows command.

CV Example:
“Oversaw 200 employee life cycles as People and Culture Manager candidate with 95% retention.”
Why: This quantifies your command, aligning with Ruben’s lifecycle needs.

Cover Letter Example:
“As candidate, I managed 100 recruitments with 90% onboarding success, preparing me for Ruben Centre’s requirements.”
Why: It connects your experience to the job’s oversight needs.

Interview Example:
“As Manager, I handled 40 separations quarterly with 92% smooth, aligning with Ruben Centre’s standards.”
Why: This story emphasizes your command with metrics.

How to Do It: Include a “Talent Lifecycle Oversight & Recruitment Command” section in your CV. In your cover letter, connect one example to Ruben’s full cycle. For interviews, practice a 30-second story. Attach a redacted lifecycle flowchart.

Tip 4: Highlight Performance Management with a Feedback Example

Why It Works: Supporting performance systems/feedback is valued—recruiters prioritize developer supporters. A specific example of management (e.g., “Implemented 20 performance systems with 90% feedback adoption”) shows development.

CV Example:
“Implemented 20 performance systems as People and Culture Manager candidate with 90% feedback adoption.”
Why: This quantifies your development, aligning with Ruben’s management needs.

Cover Letter Example:
“As candidate, I trained 50 managers on feedback with 95% uptake, preparing me for Ruben Centre’s requirements.”
Why: It connects your experience to the job’s support needs.

Interview Example:
“As Manager, I evaluated 30 performances quarterly with 92% growth, aligning with Ruben Centre’s standards.”
Why: This story emphasizes your development with metrics.

How to Do It: Include a “Performance Management & Feedback Development” section in your CV. In your cover letter, connect one example to Ruben’s line managers. For interviews, practice a 30-second story. Attach a redacted feedback tool.

Tip 5: Demonstrate Employee Engagement with a Well-Being Example

Why It Works: Promoting safe/healthy workplaces is key—recruiters prioritize well-being champions. A specific example of engagement (e.g., “Promoted 10 well-being programs with 85% participation”) shows initiative.

CV Example:
“Promoted 10 well-being programs as People and Culture Manager candidate with 85% staff participation.”
Why: This quantifies your initiative, aligning with Ruben’s well-being needs.

Cover Letter Example:
“As candidate, I coordinated 50 welfare schemes with 90% coverage, preparing me for Ruben Centre’s requirements.”
Why: It connects your experience to the job’s promotion needs.

Interview Example:
“As Manager, I engaged 40 teams quarterly with 92% morale, aligning with Ruben Centre’s standards.”
Why: This story emphasizes your initiative with metrics.

How to Do It: Include an “Employee Engagement & Well-Being Initiative” section in your CV. In your cover letter, connect one example to Ruben’s inclusive workplace. For interviews, practice a 30-second story. Attach a redacted program report.

Tip 6: Highlight Grievance Handling with an Empathy Example

Why It Works: Handling grievances with empathy/confidentiality is ethical—recruiters prioritize fair resolvers. A specific example of handling (e.g., “Handled 50 grievances with 95% resolution”) shows fairness.

CV Example:
“Handled 50 staff grievances as People and Culture Manager candidate with 95% fair resolution.”
Why: This quantifies your fairness, aligning with Ruben’s grievance needs.

Cover Letter Example:
“As candidate, I resolved 30 conflicts with 90% confidentiality, preparing me for Ruben Centre’s requirements.”
Why: It connects your experience to the job’s empathy needs.

Interview Example:
“As Manager, I mediated 20 disputes quarterly with 92% harmony, aligning with Ruben Centre’s standards.”
Why: This story emphasizes your fairness with metrics.

How to Do It: Include a “Grievance Handling & Empathy Fairness” section in your CV. In your cover letter, connect one example to Ruben’s due process. For interviews, practice a 30-second story. Attach a redacted resolution note.

Tip 7: Demonstrate HRIS Administration with a System Example

Why It Works: Administering/improving HRIS is technical—recruiters prioritize system masters. A specific example of administration (e.g., “Administered HRIS for 200 users with 98% data accuracy”) shows expertise.

CV Example:
“Administered HRIS for 200 users as People and Culture Manager candidate with 98% data accuracy.”
Why: This quantifies your expertise, aligning with Ruben’s HRIS needs.

Cover Letter Example:
“As candidate, I improved Wingubox with 95% accessibility, preparing me for Ruben Centre’s requirements.”
Why: It connects your experience to the job’s improvement needs.

Interview Example:
“As Manager, I managed 50 updates quarterly with 92% security, aligning with Ruben Centre’s standards.”
Why: This story emphasizes your expertise with metrics.

How to Do It: Include an “HRIS Administration & System Expertise” section in your CV. In your cover letter, connect one example to Ruben’s data accuracy. For interviews, practice a 30-second story. Attach a redacted HRIS dashboard.

Tip 8: Highlight Organizational Development with a Change Example

Why It Works: Facilitating change/transformation is valued—recruiters prioritize change agents. A specific example of development (e.g., “Facilitated 10 change initiatives with 90% effectiveness”) shows facilitation.

CV Example:
“Facilitated 10 organizational changes as People and Culture Manager candidate with 90% effectiveness.”
Why: This quantifies your facilitation, aligning with Ruben’s development needs.

Cover Letter Example:
“As candidate, I transformed 5 teams with 95% collaboration, preparing me for Ruben Centre’s requirements.”
Why: It connects your experience to the job’s facilitation needs.

Interview Example:
“As Manager, I supported 30 transformations quarterly with 92% success, aligning with Ruben Centre’s standards.”
Why: This story emphasizes your facilitation with metrics.

How to Do It: Include an “Organizational Development & Change Facilitation” section in your CV. In your cover letter, connect one example to Ruben’s initiatives. For interviews, practice a 30-second story. Attach a redacted change plan.

Tip 9: Demonstrate Payroll Administration with a Remittance Example

Why It Works: Ensuring timely payroll/statutory remittance is monthly—recruiters prioritize compliant admins. A specific example of administration (e.g., “Administered 200 payrolls with 100% remittance”) shows reliability.

CV Example:
“Administered 200 monthly payrolls as People and Culture Manager candidate with 100% statutory remittance.”
Why: This quantifies your reliability, aligning with Ruben’s payroll needs.

Cover Letter Example:
“As candidate, I coordinated 150 deductions with 95% accuracy, preparing me for Ruben Centre’s requirements.”
Why: It connects your experience to the job’s remittance needs.

Interview Example:
“As Manager, I processed 40 payrolls quarterly with 92% timeliness, aligning with Ruben Centre’s standards.”
Why: This story emphasizes your reliability with metrics.

How to Do It: Include a “Payroll Administration & Remittance Reliability” section in your CV. In your cover letter, connect one example to Ruben’s statutory. For interviews, practice a 30-second story. Attach a redacted payroll report.

Tip 10: Craft a Concise, Social-Justice Passion Interview Talk

Why It Works: Recruiters prioritize Managers who convey social-justice passion and alignment with Ruben’s faith-based mission. A concise, 1-minute talk linking your skills to Ruben’s goals (e.g., empowered Mukuru) makes you memorable.

CV Example (Summary Statement):
“Transformative People and Culture Manager candidate with Degree HR, 95% engagement, passionate about Ruben’s justice for Mukuru families.”
Why: This sets a strong tone, aligning your skills with Ruben’s mission.

Cover Letter Example:
“With 90% DEI success and CHRP-K rigor, I’m committed to Ruben’s inclusive culture for vulnerable children.”
Why: It conveys passion and ties your skills to Ruben’s goals.

Interview Example:
“As Manager, I built 92% high-performance teams, ready to empower Ruben’s social justice legacy.”
Why: This talk connects your experience to Ruben’s needs, showing passion and readiness.

How to Do It: Craft a 1-minute talk highlighting your HR experience, a key achievement (e.g., “92% built”), and passion for Ruben’s mission. Include it in your cover letter’s closing and rehearse for interviews. Dress in smart professional attire, arrive early, and bring a folder with your CV, CHRP-K. Reference social justice. Follow up via recruitment@rubencentre.org emphasizing Ruben’s faith-based vision.

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