This study examined the role of human resource practices in managing organizational growth,
using selected branches of Equity Bank in Nairobi, Kenya, as a case study. The research focused
on four key objectives: talent acquisition, leadership development, employee engagement, and
diversity and inclusivity, and how each influenced the bank’s growth. The study was guided by
the Resource-Based View (RBV) theory, which emphasizes the strategic importance of human
capital in gaining competitive advantage. A descriptive research design was adopted. Quantitative
data were collected from a sample of 150 employees using structured questionnaires, while
qualitative data were gathered through interviews with 10 Human Resource managers. The
quantitative data were analyzed using SPSS Version 26, and qualitative insights were thematically
analyzed to complement and enrich the interpretation of findings. The results revealed that
effective talent acquisition practices such as transparent recruitment processes and alignment with
strategic goals contributed significantly to organizational growth. Leadership development
initiatives were well-integrated, with regular training and clear career progression paths enhancing
employee performance. Most employees reported high levels of engagement, motivation, and clear
communication from management. Additionally, diversity and inclusivity were recognized and
valued across the organization, with policies and practices fostering a respectful and inclusive
workplace. The study concluded that human resource practices at Equity Bank played a critical
role in promoting organizational growth. One major recommendation is for the bank to strengthen
feedback mechanisms and internal communication to ensure that all staff feel heard and included
in HR-related decision-making. This would enhance transparency, employee trust, and alignment
with organizational objectives. Further research was suggested to explore comparative analyses
across different financial institutions and to assess the long-term effects of HR interventions on
organizational outcomes.