Job Summary

The Senior Human Resource Officer coordinates the implementation of people-related services, policies, and programs through Human Resources staff; rep

  • Minimum Qualification: Bachelor
  • Experience Level: Management level
  • Experience Length: 7 years

Job Description

PRIMARY PURPOSE

The Human Resource Manager coordinates the implementation of people-related services, policies, and programs through Human Resources staff; reports to the CEO; and assists and advises company managers on Human Resources Related issues. To develop and deliver people management strategies which support overall strategic aims and objectives.

The position holder will be expected to contribute at both a strategic and operational level in order to identify HR priorities and recommend appropriate people management solutions, which support business aims, in addition to providing a client-focused HR service.

The position holder will provide expert HR professional advice and support to managers and staff on all aspects of people management, current employment legislation, and best practice. The Human Resource Manager originates and leads Human Resources practices and objectives that will provide an employee-oriented; high-performance culture that emphasizes empowerment, quality, productivity, and standards; goal attainment, and the recruitment and ongoing development of a superior workforce.

The Human Resource Manager is responsible for the development of processes and metrics that support the achievement of the organization's business goals.

 

Primary Objectives of the Human Resource Manager:

  • Health and safety of the workforce
  • Development of a superior workforce
  • Development of the Human Resources department
  • Development of an employee-oriented company culture that emphasizes on quality, continuous improvement, employee engagement, key employee retention and development, and high performance
  • Personal ongoing development

 

The major areas the Human Resource Manager will oversee include:

  • Recruiting and staffing;
  • Organizational departmental planning;
  • Performance management and improvement systems;
  • Organization development;
  • Employment and compliance with regulatory concerns regarding employees;
  • Employee onboarding, development, needs assessment, and training;
  • Policy development and documentation;
  • Employee relations;
  • Company-wide communication;
  • Compensation and benefits administration;
  • Employee safety, welfare, wellness, and health;
  • CSR
  • Employee counseling

 

1. Development of the Human Resources Department

  1. Oversee the implementation of Human Resources programs through Human Resources staff. Identify opportunities for improvement and resolve problems.
  2. Oversee and manage the work of HR staff. Promote the ongoing development of the Human Resources staff.
  3. Develop and monitor an annual budget that includes Human Resources services, employee recognition, CSRs etc
  4. Conduct a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.
  5. Lead the development of department goals, objectives, and systems. Provide leadership for Human Resources strategic planning.
  6. Establish HR departmental measurements that support the accomplishment of the company's strategic goals.
  7. Manage the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepare periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
  8. Develop and administer programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.
  9. Participate in management and company staff meetings and attend other meetings and seminars.

2. Organization Development

  1. Design, direct, and manage a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
  2. Manage employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
  3. Manage a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluate plans and changes to plans.
  4. Identify and monitor the organization's culture so that it supports the attainment of the company's goals and promote employee satisfaction.
  5. Participate in a process of organization development to plan, communicate, and integrate the results of strategic planning throughout the organization.
  6. Manage the company-wide committees including the welfare, training, environmental health and safety, activity, and culture and communications committees.
  7. Keep the GCEO and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level.

3. Manpower Planning

  1. Identify staff vacancies and recruit, interview and select applicants, Plan and conduct new employee orientation, interpreting and administering contracts, Conduct exit interviews to identify reasons for employee termination, manage talent pools and facilitate succession planning at all levels
  2. Establish and lead the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
  3. Involved in interviewing management and executive position candidates; serve as part of the interview team for position finalists.
  4. Chairs any employee selection committees or meetings

4. Performance Management

  1. Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices, Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, deployments, and performance appraisals

5. Employee Relations

  1. Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits, Perform difficult staffing duties, including dealing with understaffing, dispute resolutions, separations, and administering disciplinary procedures. Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes, Serve as a link between management and employees by handling questions, helping resolve work-related problems, handling employee relations/ i.e. industrial relations
  2. Formulate and recommend Human Resources policies and objectives for the company on all areas associated with employee relations
  3. Collaborate with management to communicate Human Resources policies, procedures, programs, and legislations.
  4. Determine and recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. Conduct periodic surveys to measure employee satisfaction and employee engagement.
  5. Coach staff in their communication, feedback, recognition, and interaction responsibilities with the employees who report to them. Ensure that the managers know how to successfully, ethically, honestly, and legally communicate with employees.
  6. Conduct investigations when employee complaints or concerns are brought forth.
  7. Monitor and advise managers and supervisors in the progressive discipline system of the company. Monitor the implementation of a performance improvement process with non-performing employees.
  8. Review, guide, and approve management recommendations for employment separations.
  9. Lead the implementation of company safety and health programs. Monitor the tracking of OSHA requirements
  10. Review employee appeals through the company complaint procedure.

6. Compensation & Benefits

  1. Analyze and recommend amends to compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements, Analyze payroll and advise where necessary
  2. Monitor and manage the wage and salary structure, pay policies, and oversee the variable pay systems within the company including bonuses and raises.
  3. Lead competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
  4. Monitors all pay practices and systems for effectiveness and cost containment.
  5. Lead participation in at least one salary survey every 3 years. Monitors best practices in compensation and benefits through research and up-to-date information on available products.

7. Staff Welfare

  1. Oversee the initiatives that promote staff satisfaction. Ensure medical cover plans for staff are up to date while engaging staff on initiatives that promote wellness and social factors affecting staff on an ongoing basis

8. Learning and Development

  1. Analyze training needs to design employee development, facilitate in-house training for staff on soft skill areas as well as technical skills required for staff performance improvements
  2. Coordinate all training programs, and assign responsibility to resources who will run the training programs. Provide necessary materials to staff including manuals, employee handbooks, policies etc.
  3. Lead the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs.
  4. Establish an in-house employee training system that addresses company training needs including training needs assessment, new employee onboarding or orientation, management development, product cross-training, the measurement of training impact, and training transfers.
  5. Responsible for the selection and contracting of external trainers in consultation with executive management
  6. Assist with the development of and monitor the spending of the corporate training budget. Maintain employee training records.

9. Corporate Social Responsibility

  1. The Human Resource Manager will be in charge of ancillary areas such as CSR. The position holder will oversee and drive such initiatives and coordinate such activities and events

The Human Resource Manager will also assumes other responsibilities as assigned by the GCEO.

 

REQUIRED QUALIFICATIONS

  • Knowledge and experience in employment law, compensation, organizational planning, recruitment, organization development, employee relations, safety, employee engagement, and employee development.
  • Above average written and spoken communication skills.
  • Outstanding interpersonal relationship and employee coaching skills
  • Demonstrate ability to lead and develop HR department staff members.
  • Demonstrate ability to serve as a knowledgeable resource to the management team that provides overall company leadership and direction.
  • Good computer skills. Must include knowledge of Word, Excel and skills in Human Resources Information Systems (HRIS)
  • General knowledge of various employment laws and practices and experience in handling labour relations matters
  • Experience in the administration of benefits and compensation programs and other Human Resources recognition and engagement programs and processes.
  • Excellent organizational management skills. Education and Experience Required for the Human Resource Manager Job
  • Minimum of a Bachelor's degree in law and Higher Diploma in Human Resources
  • A minimum of 7 years of progressive experience in Human Resources Management positions.
  • Member of IHRM
  • Specific training in labour relations, compensation, organizational planning, organization development, employee relations, safety, training preferred.
  • Active affiliation with appropriate Human Resources networks and organizations preferred.
  • Possess ongoing affiliations with HR practitioners in companies and organizations that practice effective Human Resources Management.

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