A. PAYROLL MANAGEMENT
a. Responsible for the preparation and timely submission of information that contributes to the payroll e.g. promotions, resignations, absconding, confirmation of hours etc.
b. Updates the payroll system and records all the details of new employees, transfers, promotions and exits, while ensuring accuracy of data and timeliness.
c. Ensures that all payroll changes are authorized prior to implementation in relations to Salary adjustments
d. Payment preparations for all subsidiaries as stipulated by the company plan i.e. Advance and End month payments respectively.
e. Issue payslips to all staff.
f. Preparation and submission of all statutory requirements to the relevant body while observing the deadlines date as stipulated by the law.
g. Coordinate with HELB on staff deduction and submission.
h. Review of the payroll system and update on upgrade where necessary.
B. ATTENDANCE MONITORING
a. Monitor daily attendance and advise management further on any possible trends, gaps and solutions so as to ensure 100% attendance.
b. Investigate and understand causes for staff absences.
c. Recommend solutions to resolve chronic attendance difficulties and implement.
d. Provide basic counselling to staff that have performance related obstacles. Provide advice and recommendations on disciplinary actions to the Human Resource Consultant.
e. Monitor scheduled absences such as holidays or travel and coordinate actions to ensure the staff absence has been adequately covered to ensure continuity of services.
C. RECRUITMENT AND SELECTION
a. Ensure requests made for staffing are handled within the expected turnaround time and Provide advice to the management
b. Schedule, number of candidates expected, qualification, competencies etc. Ensure notices and advertisements for vacant staff positions are done on a timely manner.
c. Prepare, develop and implement procedures and policies on staff recruitment procedures.
d. Maintaining a data base of potential candidates for any possible rump up within the business segments for future use.
D. INDUCTION AND ORIENTATION
a. Ensure all selected staff are trained well on the laid down policies and procedures requirements of the job before deployment.
b. Ensure the all new members are well trained on systems adopted by the company and a proper and continuous review is conducted to address shortcomings.
E. HR & OFFICE ADMINISTRATION
a. Developing and reviewing the organizational human resources strategy, plans, policies and procedures in compliance with the business strategy growth plan and all objectives.
b. Developing the HR budget and co-ordinating the HR initiatives for the Group and subsidiaries ensuring the activities are within budget, meet the dynamic business requirements which must be aligned to the corporate strategic mandate.
c. Developing and managing the recruitment and selection processes and channels across the Group to ensure subsidiaries are provided with qualified talent.
d. Developing effective people management policies, processes and systems including the performance appraisal, management and recognition process, which aid the businesses in managing teams and maintaining a high-performance culture.
e. Developing and enforcing policies and procedures for employee relations management, enhancing employee communications and ensuring proper management of staff amenities and occupational and health safety across the subsidiaries.
F. EMPLOYEE RELATIONS AND WELFARE
a. Handling grievances amicably from members and ensuring summaries of undertakings are documented.
b. Providing guidance on company policies and procedures and country legislation to the management and all staff members
c. Continuously ensure that the company is inline with the prevailing Labour statutes.
d. Develop staff welfare programs to ensure retention
G. TRAINING & DEVELOPMENT
a. Ensure performance improvement programs developed are adhered to and monthly review are undertaken.
b. Ensure continuous training of staff on product knowledge, competitive advantages and the company robust marketing strategies has been implemented by the relevant HODs.
c. Ensure external training is administered to staff with high potential on growth.
a) Demonstrated proficiency leadership in the group.
b) An understanding of priority-setting, resource management and the bridge-building required to develop enduring working relationships and instilling trust.
c) A confident, clear and conscientious communicator – who can work effectively with key stakeholders and members of staff at all levels of seniority
d) Excellent communication skills.
e) The position requires critical thinking skills, detail orientation and a strong professional demeanor. Confidentiality and discretion are a must
f) Excellent analytical, decision-making, and problem-solving skills.
g) Must be able to juggle multiple assignments, meet deadlines, work flexibly in a dynamic, fast-paced environment, and maintain a sense of perspective.
h) The position requires a fair-minded, people-oriented and caring individual with excellent interpersonal skills and sensitivity to diversity.
i) Must be able to balance employee needs and concerns with organization policies and business management concerns.
j) Ability to work independently with minimum supervision in a multi-cultural environment with multiple employees competing for HR attention.
k) An energetic strategic and dynamic individual who embraces change.
l) Have a sense of humor, flexibility and humility.
a) Must have a strong foundation in HR with at least 2 years of experience in a progressive HR environment.
b) Diploma or Bachelors in Business, Human Resources, Science or related field or equivalent experience.
c) Human Resources certification from the institute of Human Resources Management, Kenya is a MUST.
d) A solid understanding of labour laws and practices in Kenya.