Services

The full HR function,without the headcount.

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

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Eagle HR Consultants reception, Western Heights, Westlands, Nairobi

The function

Run to audit standard.Owned end to end.

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

Payroll, compliance, records and advisory are owned as one function. The person on the proposal remains responsible for delivery.

HR administration and payroll work at Eagle HR Consultants

Scope

What the function covers

The scope is written before work starts. Many clients begin with payroll and statutory filing, then add administration.

  1. 01

    Payroll management

    Salary processing, statutory deductions, tax calculations and payslips, run on the monthly calendar agreed with you.

    • Salary processing
    • PAYE, NSSF and SHIF
    • Payslip generation
  2. 02

    HR administration

    Employee records, HR letters and the file that has to exist when management or audit asks for it.

    • Employee records
    • HR documentation
    • Leave tracking
  3. 03

    Compliance management

    Kenyan labour-law requirements, regulatory reporting and the working papers that show the filing was made.

    • Labour law
    • Statutory reporting
    • Audit support
  4. 04

    Policy development

    Policies written so they can be issued, applied and later explained. Updates follow the statute, not a marketing calendar.

    • Policy drafting
    • Implementation
    • Periodic review
Years in Kenya
9+
Outsourcing clients
16
People on those contracts
2,300+

Method

How an outsourcing engagement runs

Roles are agreed in writing. Work does not begin until that split is clear.

  1. 01

    Discovery and scoping

    Current HR set-up, headcount, locations and statutory footprint are reviewed. The exact scope of outsourcing is written down.

  2. 02

    Onboarding and transition

    Payroll, files and processes move into the operating model. A RACI is issued so your team knows who handles what.

  3. 03

    Day-to-day operations

    Payroll, administration and compliance run on the monthly calendar agreed in the proposal. Exceptions are raised, not buried.

  4. 04

    Reporting and close of period

    Dashboards, compliance summaries and working papers go to management. Residual support is limited to what the proposal provides.

Responsibilities

What we take. What stays with you.

HR outsourcing only holds if both sides know the line. The split below is typical. The proposal states the actual split.

Eagle HR typically handles

  • Monthly payroll, statutory deductions and payslips.
  • Employment contracts, HR letters and standard documentation.
  • Leave tracking and staff movements for outsourced employees.
  • PAYE, NSSF, SHIF and related statutory filing.
  • HR files for outsourced staff, retained for inspection.
  • Periodic HR and compliance reports to management.

Usually stays with you

  • Business strategy and organisation structure.
  • Final approvals on hiring, exits and promotions.
  • Day-to-day people leadership for line managers.
  • Internal culture, values and non-HR communications.
  • Budget approvals and headcount planning.

Client work

A manufacturing workforce, run as a function.

Bata Shoe Company Kenya is a long-running outsourcing client. Payroll, statutory filing and records sit with Eagle HR.

Client work

Bata Shoe Company Kenya

HR operations for a manufacturing workforce across locations in Kenya, including payroll, statutory deductions, leave and the policies that have to be applied on the floor.

5+
Years on the engagement
500+
Employees on the contract
16
Outsourcing clients in total
  • PAYE, NSSF and SHIF filing owned as part of the outsourced function
  • Payroll processing for a manufacturing workforce across locations
  • Leave management with records the client can inspect
  • HR policy development aligned to the engagement
Cost sits in a fee
Fixed HR overhead converts to a service fee that can be budgeted. Headcount on the function does not have to grow with yours.
Compliance is the operating system
Filings and working papers are retained in a form management and audit can take without rebuilding the file.
The same person stays
Escalations do not reset. The person on the proposal is the person accountable at month-end.

Questions

What organisations ask before they hand it over.

  • Do we have to outsource the entire HR function?

    No. Many clients start with payroll and statutory compliance, then add administration or documentation later. The scope is written to fit current size and internal capability.

  • How do you keep us compliant with Kenyan labour law?

    Contracts, policies and payroll are updated when the statute changes. Leadership receives compliance summaries so visibility does not depend on chasing the file.

  • What does onboarding usually take?

    For most SMEs, discovery, data collection, parallel payroll runs and go-live sit inside 4 to 8 weeks. Multi-entity organisations need a longer transition. The proposal states the timetable.

Alongside

Related work

Other work that sits beside this assignment.

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
Professional ready to discuss HR support with Eagle HR

Contact

Hand over the function, keep the standard.

Tell us headcount, locations and what still sits in-house. We will say plainly what we would take on.

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