Independent Director, Human Capital, Leadership and Culture

About Our Client Our client is a sizeable publicly listed enterprise in Kenya’s broader energy, resources and industrials sector. It is seeking an Independent Non-Executive Director who can ask searching questions, bring an independent perspective and help the Board make sound long-term decisions. The Independent Director Role This is a full Board appointment, rather than a purely technical role. Alongside strong human capital and organisational leadership credentials, the successful candidate will be expected to contribute to wider Board discussions on strategy, performance, risk and governance. Selection will take account of the approved role requirements, the Board’s committee needs and the relevant independence criteria. Key Board Responsibilities - Take an active part in the Board’s oversight of strategy, performance, risk and governance. - Exercise independent judgement and avoid relationships or interests that could compromise, or appear to compromise, objectivity. - Contribute across the Board agenda, not only on human capital, leadership and culture matters. - Question and challenge management constructively, while respecting the distinction between oversight and executive responsibility. - Support high standards of governance, accountability, disclosure and confidentiality in line with applicable legal and listing requirements. - Disclose directorships, interests, shareholdings, related-party relationships and any actual, potential or perceived conflict of interest. - Have enough time to prepare properly, attend Board and committee meetings, complete induction and keep up with relevant developments. Role Purpose The Board is looking for an experienced people and organisational leader who can explain complex workforce issues clearly and keep the discussion focused on business performance. The Director will help the Board understand the choices, risks and priorities connected with workforce strategy, executive succession, leadership capability, remuneration and culture. Key Responsibilities - Review the organisation’s workforce strategy and test whether it supports the business direction and future capability needs. - Help the Board judge whether executive succession, leadership pipelines and readiness for critical roles are strong enough. - Examine executive and Board remuneration arrangements, including fairness, transparency, market positioning and alignment with performance and risk. - Help the Board understand organisational culture, workforce transformation and the people implications of major strategic change. - Be ready to serve on, and where appointed chair, the relevant Board committee. Requirements Eligibility Requirements - Meet all statutory requirements relating to eligibility, independence, integrity, competence, time commitment and fitness to serve as a director of a listed issuer. - Be independent of the organisation, its management and significant shareholders, with no unresolved conflict that could affect objective judgement. - Hold a relevant degree and any professional qualification specified for the role. - Have a strong professional and regulatory record and be willing to complete comprehensive due diligence. - Communicate clearly, exercise sound judgement and work collaboratively enough to influence decisions and build consensus. - Bring experience and perspectives that add to the diversity of the Board. Experience and Qualifications - A degree in human resource management, organisational development, business, law, social sciences or a related field; a relevant postgraduate qualification is an advantage. - Substantial senior executive or Board-level experience in human capital, organisational development, talent, reward, enterprise leadership or a closely related field within a sizeable and complex organisation. - Demonstrated depth in at least three of the following: workforce strategy, executive succession, leadership development, remuneration governance, strategic workforce planning, culture change, organisational transformation or talent risk. - Experience advising, serving on or being accountable to a Board or relevant Board committee. - Membership in good standing of a relevant recognised professional body, where applicable to the candidate’s discipline and jurisdiction. Evidence of Impact Your application should include brief, specific examples of at least two of the following: - Strengthened executive succession, leadership pipelines or critical-role readiness. - Improved remuneration governance, workforce capability or talent outcomes. - Led or oversaw a material culture or workforce transformation with measurable results. Added Advantage - Previous service as a member or chair of a human resources, nominations or remuneration committee. - Experience in a sizeable, regulated or operationally complex organisation. - Experience in Board effectiveness, evaluation and succession. How to Apply Applications close on 17 November 2026 and must be submitted through the designated online recruitment platform. Please state the position applied for and explain, in practical terms, how your experience meets the requirements. Include the prescribed form, declarations and consents, an up-to-date curriculum vitae, and evidence of relevant qualifications and professional membership where applicable. Candidates will be assessed against the approved role profile and Board skills requirements. The process will also consider eligibility, integrity, independence, time commitment, conflicts of interest and fitness to serve. Shortlisted candidates will take part in structured competency-based interviews and due diligence. The client retains responsibility for all approval and appointment decisions. Confidentiality: Applications and candidate information will be kept confidential and handled in line with applicable data-protection and privacy requirements.