Independent Director, Human Capital, Leadership and Culture

About the role

A publicly listed Kenyan enterprise in the energy, resources and industrials sector is seeking an Independent Non-Executive Director through Deloitte East Africa. This is a full Board appointment, not a purely technical role: the Director brings an independent perspective and contributes to wider Board discussions on strategy, performance, risk and governance. The client is a sizeable organisation, and the role focuses on human capital, leadership and culture.

Key responsibilities

• Take an active part in the Board's oversight of strategy, performance, risk and governance, exercising independent judgement.
• Review the workforce strategy and judge whether executive succession, leadership pipelines and readiness for critical roles are strong.
• 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.
• Question management constructively, support high standards of governance and disclose directorships, interests and conflicts of interest.

Required profile

• Meet all statutory eligibility, independence, integrity, competence, time commitment and fitness to serve requirements for a listed issuer.
• Independence from the organisation, its management and significant shareholders, with no unresolved conflict.
• Degree in human resource management, organisational development, business, law, social sciences or a related field; a postgraduate qualification is an advantage.
• Substantial senior executive or Board-level experience in human capital, organisational development, talent, reward or enterprise leadership in a large, complex organisation.
• Demonstrated depth in at least three of: 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 committee; membership in good standing of a relevant professional body where applicable.
• Application must include examples of impact such as improved succession, remuneration governance or culture transformation, and follow the prescribed form, declarations and consents.

Applications close on 17 November 2026 via the online recruitment platform, with a structured interview and due diligence for shortlisted candidates. Confidentiality applies to applications and candidate information.