Leading HR in Kenya

The StandardInstitutions Are Held To.

For close to a decade, Kenya's regulators, banks and state corporations have trusted us to recruit, run and defend their HR.

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Trusted by the institutions that set the standard

Central Bank of Kenya
Kenya Bureau of Standards
Kenya Revenue Authority Staff Pension Scheme
Bata
Capital Markets Authority
Stabex International
Textbook Centre
Kenya Re
USIU-Africa
Kimisitu Sacco
Kenya Development Corporation
KeNIC
Consolidated Bank of Kenya
ICPAK
Years in Kenya
9+
Recruitment assignments
50+
People on outsourced contracts
2,300+
Eagle HR Consultants reception, Western Heights, Westlands, Nairobi

Why Eagle HR

We make HR hold up to scrutiny

Eagle HR has operated in Kenya for 9+ years. The senior client record lists 50+ recruitment assignments, 16 outsourcing clients and 12 advisory mandates.

About Eagle HR
The Eagle HR Consultants team at the Westlands office in Nairobi
We answer to auditors, not just HR managers
Work is built to hold up to board scrutiny and regulator review, because most of it already has. The named record includes the Central Bank of Kenya, KEBS, CMA, Kenya Re and KDC.
We fill the roles institutions cannot afford to fill wrong
In 2024 the firm recruited 150 graduate trainees for the Central Bank of Kenya, across several departments. Intern recruitment followed in 2025.
We do not leave after the report
From first hire to a running HR function, the same firm stays on the engagement. The firm currently runs HR outsourcing for 16 clients, with 2,300+ people on those contracts.

Services

HR built to withstand scrutiny.

Recruitment, outsourcing, training, compliance, pay, job evaluation, EOR and assessments. Each one is run to the level our regulated clients are themselves held to.

Recruitment

We fill the roles the institution cannot afford to fill wrong. Executive, board and specialist hires, screened to survive appointment scrutiny.

  • Executive and board search
  • Technical and specialist hiring
  • Shortlisting and referencing

HR outsourcing

Your full HR function, run to audit standard, without the headcount. Payroll, compliance, records and advisory, owned end to end.

The firm currently runs HR outsourcing for 16 clients, with 2,300+ people on those contracts.

  • Monthly payroll processing
  • PAYE, NSSF and SHIF filing
  • HR records and administration

Training and development

Programmes measured by what changes after them, not attendance. Built for workforce performance the board can see.

  • Leadership development
  • Skills and technical training
  • Team building

HR compliance and legal

The advisory that keeps you out of the tribunal. Statutory compliance, risk and labour-law exposure, before it becomes a case.

  • Employment contracts
  • Policy and handbook review
  • Disciplinary and exit support

Salary surveys

Market benchmarking a remuneration committee can defend. Real Kenyan comparator data, not global proxies.

  • Market benchmarking
  • Sector pay reports
  • Offer and band guidance

Job evaluation and grading

Independent job analysis and grading so that pay and titles can be explained to management, the board and staff.

  • Role sizing and grading
  • Salary structure design
  • Grade and title alignment

EOR services

Hire in Kenya without incorporating. Compliant employer-of-record cover for entry, expansion and short-term teams.

  • Compliant local contracts
  • Payroll and statutory filing
  • Onboarding and exits

Psychometric assessments

Data-driven evidence for the hire, not a hunch. Cognitive and behavioural assessment for selection and leadership.

  • Aptitude and cognitive testing
  • Personality profiling
  • Leadership assessment

Next step

Meet the Standard.

Tell us the role you cannot fill or the HR function you cannot staff. We will tell you plainly whether we are the firm for it.

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How we work

Method of engagement

Work is undertaken under a written proposal, following the sequence below.

  1. 01

    Briefing

    The organisation, deadline, prior work and required outcome are established. Eagle HR then recommends the form of engagement.

  2. 02

    Proposal

    Scope, deliverables, timetable and fees are confirmed in a written proposal. Work does not begin until those terms are agreed.

  3. 03

    Execution

    The person on the proposal remains responsible for delivery and reports progress against the agreed milestones.

  4. 04

    Close-out

    Working papers and deliverables are handed over. Any staff briefing or residual support is limited to what the proposal provides.

Sectors served

  • Banking & Financial Services
  • Government & Public Sector
  • NGOs & Development
  • Manufacturing & Engineering
  • Healthcare & Pharmaceuticals
  • Technology & IT
  • Hospitality & Leisure
  • Education & Training
  • Energy & Utilities
  • Retail & Consumer Goods

Vacancies

Current vacancies

Positions we are recruiting for on behalf of client organisations in Kenya.

No open roles right now. Check back shortly.

Looking for something else?

Further positions are added as clients brief us. Apply only where a listed vacancy matches your experience, or write to recruitment for a general enquiry.

All vacanciesEmail recruitment

Client comments

In their words

Kenya Bureau of Standards

Recruitment

“Working with Eagle HR has strengthened our workforce planning and recruitment processes. Their understanding of the public sector has delivered strong results.”
HR and Standards Division · Kenya Bureau of Standards

Events & learning

Upcoming programmes

Masterclasses and forums for the people decisions Kenyan organisations cannot afford to get wrong.

All events

Masterclass

25

Sept 2026

Virtual · Google Meet · 11:00 am to 12:00 noon · 4 sessions

The Employer's Decision Room 2026

The People Decisions Kenyan Organisations Cannot Afford to Get Wrong

Four-part paid virtual masterclass series on the employment and people-management decisions organisations have to get right.

View programme

Insights

Recent articles

Employment law, compensation and recruitment in Kenya.

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Uncategorized

Workplace Mental Health: What Managers Should Do When Performance Changes

When an employee's performance suddenly changes, discipline should not be the manager's first assumption. Learn how Kenyan employers can handle wellbeing, privacy and performance responsibly.

Read article
Uncategorized

Return-to-Work Agreement: What HR Should Do in 72 Hours

A return-to-work agreement restores operations but does not automatically restore trust. Learn what HR and management should do in the first 72 hours after an industrial dispute.

Read article
Compliance and Regulation

Employee Monitoring: Biometrics, CCTV and HR Data

Biometric attendance, CCTV and HR systems collect employee data every day. Learn what Kenyan employers should examine before workplace data begins influencing employment decisions.

Read article

Resources

Salary calculators and interview checklists

Public tools updated for current Kenyan statutory rates. They do not require a client relationship.

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Calculators

Checklists

Professional ready to discuss HR support with Eagle HR

Contact

Meet the Standard.

Tell us the role you cannot fill or the HR function you cannot staff. We will tell you plainly whether we are the firm for it.

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