From the employer's hiring system · Verified employer
Independent Director, Human Capital, Leadership and Culture
Deloitte East Africa
Job at a glance
- Employer
- Deloitte East Africa
- Position
- Independent Director, Human Capital, Leadership and Culture
- Location
- Kenya
- Job type
- Contract
- Contract
- Board appointment
- Experience
- Substantial senior executive or Board-level experience
- Education
- Degree in HR, OD, business, law or related field
- Salary
- Not stated in the advert
- Application deadline
- 17 November 2026
- Posted on VacancyKE
- 2 November 2026
VacancyKE summary
Deloitte East Africa is recruiting an Independent Non-Executive Director, Human Capital, Leadership and Culture on behalf of a publicly listed Kenyan enterprise in the energy, resources and industrials sector. The role involves full Board membership with a focus on workforce strategy, executive succession, remuneration governance and organisational culture.
What stands out about this opportunity
- Full Board appointment for a listed Kenyan enterprise
- Applications close on 17 November 2026
- Requires demonstrated impact in succession, remuneration or culture transformation
- Recruited via Deloitte East Africa
Key responsibilities
- Oversee strategy, performance, risk and governance as a full Board member.
- Exercise independent judgement across all Board agenda items.
- Review workforce strategy to ensure it supports business direction and capability needs.
- Assess executive succession, leadership pipelines and readiness for critical roles.
- Examine executive and Board remuneration for fairness, transparency and performance alignment.
- Advise the Board on organisational culture, workforce transformation and strategic change impacts.
- Serve on, and where appointed chair, the relevant Board committee.
- Disclose directorships, interests and any actual or potential conflicts of interest.
Who should apply?
Senior executives or current non-executive directors with deep expertise in human capital, organisational development and Board governance within large, complex enterprises.
Key requirements
- Degree in HR, business, law or related field
- Senior executive or Board-level human capital experience
- Depth in three specified human capital areas
- Board or Board committee advisory experience
- Statutory independence and eligibility to serve
- Relevant professional body membership
Nice to have
- Relevant postgraduate qualification.
- 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.
What you should know
- Applications close on 17 November 2026.
- This is a full Board appointment, not a purely technical role.
- Candidates will be assessed against the approved role profile and Board skills requirements.
- Shortlisted candidates will take part in structured competency-based interviews and due diligence.
- The client retains responsibility for all approval and appointment decisions.
How to apply
- Submit your application through the designated online recruitment platform.
- State the position applied for and explain how your experience meets the requirements.
- Include the prescribed form, declarations, consents and an up-to-date curriculum vitae.
- Provide evidence of relevant qualifications and professional membership where applicable.
- Include brief, specific examples of at least two required impact areas (succession, remuneration governance or culture transformation).
Official source: From the employer's hiring system · apply.workable.com. VacancyKE never charges job seekers.
Original employer advertisement
Published by Deloitte East Africa on apply.workable.com. Shown for reference; the employer’s version is the official one.
The employer’s advert
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.
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.