Alongside
Contracts, handbooks and HR procedures written so they can be issued and later explained.
The documents
Contracts, handbooks and procedures are live assignments, not a separate standard. They sit on the same book as a hire or a monthly payroll.
A document that cannot be explained later is not finished. The suite is written so issuance and later defence are the same act.
Scope
The suite is recommended after the current file has been read. Not every organisation needs every document.
HR policies written to Kenyan labour law and the way the organisation actually operates, so they can be issued and later explained.
Handbooks that state culture, policy and procedure in language staff can use. Not a binder that sits in HR.
The papers statutory work requires: records, filings and the file that has to exist when audit asks.
Standard instruments for recruitment, performance and the employee lifecycle, so process does not reset with each manager.
Method
Work is undertaken under a written proposal, following the sequence below.
01
Current policies, contracts and forms are reviewed against the statute and against how the organisation actually runs.
02
Documents are written so they can be issued. Gaps are named. Nothing is copied in from a generic pack and left untested.
03
Management reviews the drafts. Feedback is documented. The same person carries it into the final versions.
04
Final documents, a communication plan and working papers are handed over. Residual support is limited to the proposal.
Client work
Kenya Revenue Authority Staff Pension Scheme: handbooks, policy manuals and standardised HR forms written so they could be issued across departments.
Client work
A documentation suite for a government institution with a complex structure, multiple departments and strict compliance requirements under Kenyan labour law.
Alongside
Other work that sits beside this assignment.
We fill the roles the institution cannot afford to fill wrong. Executive, board and specialist hires, screened to survive appointment scrutiny.
Your full HR function, run to audit standard, without the headcount. Payroll, compliance, records and advisory, owned end to end.
Programmes measured by what changes after them, not attendance. Built for workforce performance the board can see.
Client comments
Recruitment
“Working with Eagle HR has strengthened our workforce planning and recruitment processes. Their understanding of the public sector has delivered strong results.”
Contact
Tell us what has to be issued and who has to live with it. We will say what belongs in the suite.
