HR MANAGER

JOB PURPOSE

Leads the hotel’s human resources function, ensuring effective recruitment, employee relations, training, performance management, compensation administration and compliance for a large multi-department workforce.

KEY RESPONSIBILITIES

·        Manage workforce planning, recruitment, selection and onboarding across all hotel departments.

·        Develop and maintain personnel records, contracts, job descriptions, policies and HR documentation.

·        Oversee employee relations, grievance handling, investigations and disciplinary processes.

·        Ensure compliance with Kenyan labour law, statutory employment requirements and hotel HR policies.

·        Coordinate performance-management processes, probation reviews, confirmations, PIPs and succession planning.

·        Oversee staff training and development programmes, including induction and service/operational training.

·        Manage compensation and benefits administration and provide accurate employee data for payroll processing and review.

·        Monitor attendance, leave, absenteeism, overtime, staff turnover and manpower costs.

·        Supervise the HR/Training Officer and Staff Welfare/Canteen Coordinator.

·        Advise the General Manager and HODs on employee relations, staffing, disciplinary and policy matters.

·        Coordinate staff welfare, uniforms, canteen standards, employee engagement and communication initiatives.

·        Prepare HR reports and manpower dashboards for management review.

MINIMUM REQUIREMENTS

·        Bachelor’s degree in Human Resources, Business Administration or related field.

·        5+ years in HR, including at least 2 years in a managerial role; hospitality experience preferred.

·        Strong knowledge of labour-law compliance, recruitment/onboarding, employee relations and disciplinary procedures.

·        Experience managing training programmes, HR administration, compensation/benefits and performance management.

·        Strong communication, confidentiality, documentation and conflict-resolution skills.

·        HR professional certification such as IHRM/SHRM is an advantage.

KEY PERFORMANCE INDICATORS

·        Vacancy fill time and quality of hire

·        Staff turnover and absenteeism

·        Disciplinary/grievance case turnaround

·        Training completion and effectiveness

·        Payroll/HR-data accuracy

·        Labour-law and HR-policy compliance