HUMAN RESOURCE MANAGER

The Human Resource Manager is the Head of the Human Resource Department and is responsible for providing strategic leadership, policy direction, and operational oversight across all HR functions, including Administration, Recruitment, Training, Performance Management, Employee Relations, Compensation & Benefits, Employee Welfare, and Occupational Health & Safety.

Department

Human Resource Department

Reports To

Chief Executive Officer

Supervises

The Human Resource Manager shall provide direct leadership and supervision to the following functional areas:

· Administrative Assistants

· Chefs

· Recruitment & Onboarding

· Training & Development

· Performance Management

· Employee Relations

· Compensation & Benefits

· Welfare & Employee Engagement

· Occupational Health & Safety

JOB PURPOSE

To provide strategic leadership, direction and management of the Human Resource function by developing and implementing human resource strategies, policies and systems that attract, develop, motivate and retain competent employees while ensuring compliance with labour laws and supporting the achievement of KUPA-KENYA's strategic objectives.

The Human Resource Manager shall champion a high-performance culture, organizational effectiveness, employee engagement, leadership development, compliance and institutional growth across all operational offices.

KEY DUTIES AND RESPONSIBILITIES

A. Strategic Human Resource Leadership

The Human Resource Manager shall:

· Develop and implement the Human Resource Strategy.

· Align HR initiatives with the Strategic Plan.

· Advise the CEO and Senior Management on HR matters.

· Develop annual HR work plans and departmental budgets.

· Lead organizational restructuring initiatives.

· Develop workforce planning strategies.

· Promote organizational culture aligned to KUPA-KENYA's Vision, Mission and Core Values.

· Develop succession planning frameworks.

· Lead organizational change management initiatives.

B. Recruitment and Onboarding

Responsible for ensuring the organization recruits competent employees capable of delivering organizational objectives.

Responsibilities include:

· Develop annual manpower plans.

· Coordinate recruitment processes.

· Advertise vacancies.

· Shortlist applicants.

· Coordinate interviews.

· Conduct reference checks.

· Prepare employment contracts.

· Coordinate induction programmes.

· Ensure probation management.

· Maintain recruitment records.

· Improve employer branding.

C. Performance Management

The Human Resource Manager shall:

· Develop and implement Performance Management Systems.

· Coordinate KPI development.

· Ensure every employee has measurable KPIs.

· Coordinate probation reviews.

· Coordinate annual performance appraisals.

· Monitor departmental performance.

· Prepare performance reports.

· Administer Performance Improvement Plans (PIPs).

· Advise management on performance interventions.

· Promote accountability.

D. Training and Development

Responsible for building organizational capacity.

Duties include:

· Conduct Training Needs Assessments.

· Develop annual training plans.

· Coordinate internal and external training.

· Develop leadership programmes.

· Evaluate training effectiveness.

· Develop employee career development plans.

· Maintain training records.

E. Employee Relations

The Human Resource Manager shall:

· Promote harmonious employee relations.

· Handle grievances.

· Coordinate disciplinary processes.

· Conduct investigations.

· Advise management on labour matters.

· Promote employee engagement.

· Ensure compliance with HR policies.

· Coordinate employee communication.

· Build a positive organizational culture.

F. Compensation and Benefits

Responsible for:

· Salary administration.

· Payroll coordination.

· Benefits administration.

· Leave management.

· Staff medical schemes.

· Pension administration (where applicable).

· Staff insurance administration.

· Annual salary reviews.

· Job evaluation.

· Compensation benchmarking.

G. Employee Welfare and Engagement

The HR Manager shall:

· Coordinate employee wellness programmes.

· Develop employee engagement initiatives.

· Organize staff recognition programmes.

· Coordinate staff events.

· Promote work-life balance.

· Coordinate counselling programmes.

· Improve employee satisfaction.

H. Occupational Health and Safety

Responsible for:

· Implementing Occupational Safety and Health policies.

· Coordinating workplace inspections.

· Managing workplace safety programmes.

· Coordinating safety training.

· Ensuring compliance with OSHA.

· Investigating workplace accidents.

· Developing emergency response plans.

· Coordinating first aid programmes.

I. Administration Oversight

Provide supervision over Administrative Assistants and office support functions by ensuring:

· Efficient office administration.

· Asset management.

· Records management.

· Visitor management.

· Office cleanliness.

· Office supplies management.

· Administrative support services.

J. Kitchen and Hospitality Services

Provide oversight over Chefs by ensuring:

· Compliance with food safety standards.

· Meal planning.

· Hygiene standards.

· Kitchen efficiency.

· Budget management.

· Staff welfare through quality catering services.

K. Human Resource Policies and Compliance

Responsible for:

· Developing HR Policies.

· Reviewing HR Manual.

· Labour law compliance.

· HR audits.

· HR risk management.

· HR governance.

· Statutory compliance.

· Employment contract management.

L. HR Information Management

Responsible for:

· Maintaining employee records.

· HRIS administration.

· Employee database management.

· HR reporting.

· Staff analytics.

· HR dashboards.

· Confidentiality of employee information.

M. Leadership Responsibilities

The Human Resource Manager shall:

· Lead the HR Department.

· Supervise HR staff.

· Coach and mentor employees.

· Develop departmental KPIs.

· Conduct departmental meetings.

· Monitor departmental budgets.

· Promote continuous improvement.

QUALIFICATIONS

· Bachelor's Degree in Human Resource Management, Business Administration (HR Option), Industrial Psychology, or a related field.

· Master's Degree in Human Resource Management, Business Administration, or a related field will be an added advantage.

· Certified Human Resource Professional (CHRP-K) or Higher National Diploma in Human Resource Management.

· Membership in the Institute of Human Resource Management (IHRM) in good standing.

· Valid Practising Certificate where applicable.

EXPERIENCE

· Minimum of 7 years progressive Human Resource experience.

· At least 3 years in a senior HR leadership position.

· Demonstrated experience in organizational restructuring, performance management, industrial relations, recruitment, policy development, and change management.

· Experience supporting multi-site operations and large field teams is highly desirable.

COMPETENCIES

· Strategic leadership and people management.

· Strong knowledge of the Employment Act, 2007, Labour Relations Act, OSHA, NSSF, NHIF/SHIF, PAYE, and other relevant Kenyan labour laws.

· Excellent communication, negotiation, and conflict resolution skills.

· High integrity, confidentiality, and ethical conduct.

· Strong analytical, planning, and decision-making skills.

· Ability to lead organizational change and build high-performing teams.

· Excellent report writing and presentation skills.

· Proficiency in HR Information Systems (HRIS) and Microsoft Office applications.

PERSONAL ATTRIBUTES

· Visionary and strategic thinker.

· Results-oriented with a strong commitment to accountability.

· Professional, fair, and impartial in decision-making.

· Excellent interpersonal and stakeholder management skills.

· Resilient and adaptable in a dynamic work environment.

· Committed to continuous learning and organizational excellence.

· Demonstrates the highest standards of integrity and confidentiality.

This job description reflects the comprehensive leadership role expected of the Human Resource Manager and aligns with KUPA-KENYA's governance framework, organizational structure, and strategic growth objectives. It provides a clear basis for recruitment, performance management, and accountability.