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HR & Management Consultants:

We offer an array of hr solutions tailored to accurately address all the human resource and management needs of any organization.

We have a proven track record of supporting both local and foreign employers with professional manpower, better than other recruitment agencies of our nature in Kenya.  We are diversified in the sectors and industries in which we connect Kenyan professionals with employers.

 Our recruitment and selection process entails:

  • Job advertisement
  • Interviews & screening
  • Interview scheduling for the client
  • Facilitation of reference checks & document verification
Fully Accredited and Registered With National Industrial Training Authority (NITA) – Ref No: NITA/TRN/1784


HR Outsourcing Services:

HR Outsourcing is rapidly becoming an accepted management tool for redefining and re-energizing organizations in our mean economies. The most common reasons to consider outsourcing are to improve the quality and offerings of HR service delivery, increase productivity, save money and, of course, to reduce the risk for your organization.

We are aware that dealing with staff issues is time consuming especially adhering to the labour requirements. By employing our outsourcing services, executives have more time and spare energy to devote to the essential, profitable business strategies and objectives.

 We have an in-house capacity development plan for outsourced staff so as to ensure consistent skills set as required by clients. To us they remain as core staff.

Compensation and Salary Survey Services

These surveys are conducted to help clients ensure that their compensation practices are, or remain, competitive. They generally focus on cash compensation practices – i.e., base salaries, incentive compensation, bonus arrangements, etc. – but can also include benefit and perquisite practices.




HR Audit Services:

HR is a system within a system and actions or non-actions of your HR Department affect the entire organization. The HR audit is the primary means of analyzing HR effectiveness and efficiency and objectively reporting findings to include developmental recommendations from a best practice perspective. 

The HR compliance audit also improves compliance, if indicated, and develops further infrastructure to support and grow the potential of the company’s Human Capital. An audit targets areas relative to organizational development and human resource management practices.

 The human resources audit checklist should include the following:

  1. Staffing and Hiring

  2. Benefits Administration

  3. HR Administration

  4. Employment Practices

  5. Education and Training

  6. Time Off and Leaves

  7. Health and Safety

  8. Performance Management

  9. Compensation

  10. Terminations



Job Evaluation Services:

We understands that your business can suddenly grow and you need to hand off more of the accounting work so you can focus on your clients and your marketing.

Job Evaluation is a systematic determination of the relative worth of jobs within the organization and is concerned with the value of a job to the organization. The job evaluations process determines the worth of each job, relative to other jobs, by establishing a hierarchy of positions within an organization. The entire process is based on the job description, i.e. job evaluations are typically completed after the job analysis and job descriptions are complete.

The Typical Components of our Job Evaluation Exercise

  1. Job Analysis– Job classifications, descriptions and specifications;

  2. Actual job values/worth;

  3. Salary Structure/Remuneration Scheme;

  4. Salary Survey Report containing recommendations on remuneration and benefits structure;

  5. Schemes of Service;

  6. Staff Maintenance and Retention;

  7. Performance Management and Appraisal System;

  8. A frame work for harmonization of remuneration and benefits that would guide existing and future remuneration and benefits.



A solid performance management system is a valuable process that should provide a framework for meeting or exceeding organizational goals. A performance management system must be aligned to the strategic goals, cascading across your organization and linked to actual job content and job specifications to maximize your return on investment (ROI). Without these elements built into your system, it is likely that you are not satisfied with your existing performance management system. Top management commitment is the key ingredient to successful implementation along with training and on-going evaluation of the system.

We will facilitate the development of core organizational competencies, influence SMART goal setting, and clearly articulate expectations in order to have a measurable results-oriented tool for effective implementation. Our performance management process is designed to be future-focused, support pay for performance programs, monitor milestones of goal achievement, and systematically improve the measured results of your employees and organization. Our process includes training for all levels of management and staff.