Human Resource Manager

Role Purpose

The HR Manager will provide hands-on leadership of the day-to-day HR operations function, ensuring consistent, compliant, and high-quality HR service delivery across all sites. The role serves as the critical operational bridge between the Director of Human Resources, internal business stakeholders, a geographically distributed HR team and external HR consultants. The role requires an experienced HR practitioner who thrives in high-volume operational environments, can manage and develop an HR team, and brings the discipline to translate strategic HR direction into consistent on-the-ground execution.

Key responsibilities

• Oversee and manage the full cycle of day-to-day HR operations across all sites, ensuring uniform standards and timely service delivery.

• Develop, implement, and continuously improve HR operational processes, workflows, and standard operating procedures (SOPs).

• Monitor HR service delivery metrics and take corrective action where performance gaps are identified.

• Ensure HR administration — including contracts, onboarding, offboarding, employee records, and leave management — is executed accurately and on time.

• Drive the adoption of structured HR practices as the business transitions from its prior decentralised model.

• Provide day-to-day supervision, guidance, and professional development support to a geographically distributed HR team.

• Coordinate workloads, set clear priorities, and maintain accountability across field-based HR officers and administrators.

• Build team capability through coaching, regular performance reviews, and structured learning initiatives.

• Foster a culture of service excellence, consistency, and continuous improvement within the HR team.

• Act as the primary operational interface between the external HR consulting firm, the Director of Human Resources, and internal business units.

• Translate strategic HR direction and frameworks from the consulting firm into actionable plans and communicate these clearly to the HR team.

• Provide regular, structured HR operational updates to the Director of Human Resources and flag issues requiring strategic attention.

• Collaborate with site managers and departmental heads to understand workforce needs and deliver responsive HR support.

• Ensure organisational compliance with the Employment Act 2007, the Labour Relations Act, and all applicable employment regulations.

• Manage employee relations matters, including grievances, disciplinary processes, and dispute resolution, ensuring procedural fairness and legal compliance.

• Maintain up-to-date knowledge of evolving labour legislation and proactively advise management on implications for the business.

• Oversee Collective Bargaining Agreement administration where applicable, coordinating with management on compliance obligations.

• Maintain robust HR documentation, audit trails, and records management practices to support compliance and governance.

• Support the effective management of a mixed workforce (casual, fixed-term, and permanent staff), including rostering, attendance, and contract administration.

• Partner with line managers on performance management, probation reviews, and capability processes.

• Coordinate recruitment and selection processes for operational and mid-level roles, working with the external consulting firm on senior appointments.

• Oversee onboarding programmes to ensure new employees are effectively integrated into the business.

• Compile and present accurate HR operational reports covering headcount, turnover, absenteeism, disciplinary trends, and compliance status.

• Maintain and interrogate HR data systems to provide insights that inform decision-making at the Director level.

• Identify patterns and workforce risks through data analysis and recommend proactive interventions.

Professional experience and Educational Background required

• Bachelor's degree in Human Resource Management, Business Administration, or a related field. (A master’s is an added advantage.)

• Membership of the Institute of Human Resource Management (IHRM) Kenya is required.

• Minimum 6–8 years of progressive HR experience, with at least 3 years in an HR management or supervisory role.

• Demonstrable experience managing HR operations in a large-scale, multi-site or manufacturing environment — FMCG or food production background is a strong advantage.

• Proven track record managing a distributed HR team across multiple locations.

• Solid, hands-on experience navigating the Kenyan labour legislative framework, including the Employment Act 2007, the Labour Relations Act, and OSHA compliance.

• Experience working alongside or managing relationships with external HR consultants, service providers, or shared service functions.

Competencies & Attributes

• Strong operational discipline — this role demands execution rigour, follow-through, and the ability to manage high-volume HR activity without dropping standards.

• Excellent people leadership skills; able to motivate, develop, and hold a remote team accountable.

• Effective communicator and influencer — able to engage credibly with senior leadership, operational managers, and frontline staff alike.

• High level of integrity and professional discretion in handling sensitive HR matters.

• Analytical mindset — comfortable with HR data, metrics, and reporting.

• Resilient and adaptable; thrives in a dynamic, fast-paced manufacturing environment.

• Strong knowledge of HR systems and proficiency in MS Office Suite.