People systems built for how your business really runs — compliant, practical and owned by your managers. ACCUREX sits among the hr consultancy firms in Kenya that build the HR function alongside the leadership running the business, with seven services under one pillar.
ACCUREX provides hr services in Kenya across seven advisory engagements: setting the HR function up, testing what already exists, writing the policies that cases are decided against, building the performance system, grading roles and pay, redesigning structure, and advising on individual cases. The seven can be bought on their own; most buyers run two or three in sequence.
The end-to-end build of an HR function for a 20-to-200-employee business: structure, policy manual, contracts, performance framework, PiPO HRIS and the HR lead. Delivered with advisory support after handover.
Point-in-time test of what the HR practices actually do, with the testing framed by Kenyan employment law, personal-data rules and the organisation's internal policies. The output is a dashboard of risks and a prioritised fix list, each item owned and dated. This is the hr audit Kenya buyers reach for before a labour-office visit or a due-diligence pack.
HR policy manuals, employee handbooks, governance packs and SOPs built against Kenyan law and recognised standards. The hr policy manual Kenya employers rely on sits here, with roll-out training and a review framework behind it.
A continuous performance cycle that joins goals, measures, check-ins and reviews, with managers trained to run it and the toolkit live on PiPO HRIS. The design is built so a first credible cycle is in the business inside 90 days.
Role evaluation, grading structures, pay-band design and benchmarking against the market. Job evaluation consultants Kenya employers engage for a defensible pay structure, and a salary survey Kenya version where the market pay data is what the board or finance director needs.
Diagnosis of the current structure against strategy, a redesign of roles and decision rights, and lawful transition planning, including redundancy under section 40 of the Employment Act.
Advice on dismissals, grievances, investigations, redundancies, union matters and conciliation at the labour office, on retainer or per case. The role is advisory; the discipline is documentation that stands up at the ELRC.
Most buyers begin at one of three doors.
PiPO HRIS carries the files across the services, so an audit, a build, a policy update and a performance cycle all draw on the same employee data, not four spreadsheets.
How ACCUREX reads Kenyan employment, data-protection and workplace statutes stays the same from one engagement to the next, so a policy, a termination letter and a payroll remittance line up with each other.
A named ACCUREX consultant owns the brief across services, including the handover to the client's HR team.
Each service closes with evidence: a dashboard, a report, a signed roadmap, an updated register or a case file.
Buyers of hr solutions in Kenya from ACCUREX range from founder-led businesses of 20 employees moving to a structured HR function, through growing SMEs and family businesses with a dispute or an audit to respond to, to corporates and SACCOs managing a restructure, a merger or a regulator review. Each engagement is chosen for the trigger that opened the door; the pillar provides what has to follow.
Seven advisory engagements: setting an HR function up, auditing one that already exists, writing policies and SOPs, building the performance system, grading roles and pay, redesigning structure and advising on individual cases. Each service has its own scope and output; the pillar makes them read as one offer.
A business with no formal HR function usually starts with HR Department Set-Up. A business that already has an HR team starts with the HR Audit, which finds the gaps and routes to policies, set-up or employee relations. The difference is whether the function exists yet or needs testing.
PiPO HRIS carries the records across every service, and ACCUREX applies one reading of the relevant Kenyan statutes — employment law, personal data protection, workplace safety, injury benefits and statutory deductions — right through the pillar. A policy and a termination letter will not then say different things about what the law requires.
Yes. An audit routinely leads into policy work and a set-up; a redesign routinely links to performance management and job evaluation. The engagement letter sets the scope of each component and the handover between them, so the sequence is explicit and the costs stay visible.
HR Outsourcing (Pillar 1) places a named ACCUREX HR professional inside the business to run the day-to-day function on fixed days. This pillar builds and tests the function itself: structure, policies, performance, pay, organisation design and case advice. The two often run together or in sequence.
A compliance reviewer signs off the statutory references and the labour-law positions in any output that will reach a staff member, a regulator or a court. The reviewer is named per engagement, and the applicable statutes and case law are confirmed against the current law before publication.
Tell us the trigger — an audit, a case, a growth stage, a merger — and the right service, or combination, will be scoped against it.
Request an HR auditTell us what you need. An ACCUREX consultant will respond with practical next steps and a clear scope.
