Human Resources Officer - Mining Company (130K)

Job Title: Human Resources Officer
Reports To: HR Manager — Parent Company
Direct Report(s): HR Assistant
Operational Line (dotted): Site Manager — Client, for attendance, rosters, site priorities and HSE
Industry: Mining
Location: West Pokot Mine Site
Gross Salary: Ksh 100,000 – 130,000
Our client, a mining company that is part of a larger investment group, is looking to hire a Human Resources Officer and operates the West Pokot Mine Site. The site workforce combines permanent staff, a large and fluctuating casual workforce, and contractors — most of them drawn from the host community.
That mix creates the site's biggest people risks: uncontrolled casual numbers, payroll leakage, community disputes over who gets hired, and disciplinary cases that end up in the Employment and Labour Relations Court because the process was not followed.
The HR Officer is the client's lead HR practitioner on site. The HR Manager at Head Office sets HR policy, approves senior decisions and owns group HR systems; the HR Officer makes that framework work at West Pokot.
The role leads site recruitment within the approved local employment framework, handles employee relations and discipline, controls payroll inputs for the whole site workforce, enforces contractor workforce compliance and advises site leadership. It supervises the HR Assistant, who handles day-to-day HR administration, attendance capture and records.
Where the HR Assistant captures and records, the HR Officer reviews, decides within delegated authority, and controls.
HR on a mine site carries real integrity and legal risk. Jobs are the most valuable thing a mine offers its host community, and there will be pressure — from individuals, leaders and colleagues — to influence who is hired, who is paid and how cases are decided.
The answer is always the same: the approved process, applied consistently and documented. Soliciting or accepting anything in exchange for employment, manipulating attendance or payroll records, or disclosing confidential employee information is gross misconduct and will be treated as such.
Layered control is deliberate.
The HR Assistant prepares attendance and casual payment worksheets; the HR Officer validates and signs them off; the Site Accountant verifies them before Head Office processes payment. No single person hires, records attendance and approves pay. Terminations, summary dismissals and any decision with significant legal exposure require the HR Manager's prior approval.
Near-term priorities include:

• 
  
• Auditing every site personnel file, contract and casual register within the first 30 days and closing gaps;
  
• Agreeing an approved casual headcount and a weekly worksheet validation routine with the Site Manager and Site Accountant;
  
• Running all site recruitment through the approved local employment process, working with the Community Liaison Officer, with full documentation of every selection decision;
  
• Clearing any open disciplinary or grievance cases in line with the Employment Act and the Disciplinary Procedure; and
  
• Coaching the HR Assistant to a fully independent, audit-ready standard.
  

Role Purpose: To lead HR at the West Pokot Mine Site — delivering fair, compliant and well-documented recruitment, employee relations, payroll input control and contractor workforce governance; advising site leadership on people matters; and supervising the HR Assistant — so that the client's site workforce is lawfully engaged, accurately paid, well led and free of avoidable legal and community risk.
The HR Officer is personally accountable for the integrity of every site HR decision and record.
Role Accountabilities
Area of Accountability: The Client's Values — Safety Non-negotiable
Typical Behaviours at The Right Level

• 
  
• Takes personal responsibility for safety at all times and complies with all site HSE procedures
  
• Ensures no employee, casual or contractor starts work without site induction, medical clearance where required and correct PPE issue
  
• Supports HSE in incident investigations involving personnel and in WIBA claims administration
  
• Reports hazards, unsafe behaviour and fatigue or welfare concerns promptly
  
• Leads by example on safety and ensures the HR Assistant is inducted and compliant
  

Performance Indicators

• 
  
• Zero workers on site without induction records
  
• WIBA incidents reported within statutory timelines
  
• Hazards and welfare concerns reported promptly
  
• Full compliance with site safety requirements
  

Area of Accountability: The Client's Values — Teamwork Always
Typical Behaviours at The Right Level

• 
  
• Works closely with the Site Manager, supervisors, the Site Accountant, Security, HSE and the Community Liaison Officer
  
• Keeps the HR Manager informed early and fully — no surprises
  
• Explains HR rules to supervisors and employees in plain language so they understand why they matter
  
• Responds to employee and supervisor queries promptly and respectfully
  
• Supports colleagues during payroll cut-off, audits and high-volume recruitment periods
  

Performance Indicators

• 
  
• Employee and supervisor queries resolved within agreed timelines
  
• Positive feedback from site leadership and Head Office HR
  
• Payroll cut-off deadlines met without escalation
  
• Issues raised early and resolved constructively
  

Area of Accountability: The Client's Values — Professionalism Always
Typical Behaviours at The Right Level

• 
  
• Treats every employee fairly and consistently, regardless of position, origin or connections
  
• Keeps employee, payroll, medical and disciplinary information strictly confidential
  
• Never solicits or accepts money, gifts or favours in connection with employment, payroll or case outcomes
  
• Declares any conflict of interest — including relatives or associates applying for work — in writing and steps aside
  
• Keeps HR records accurate, complete and audit-ready at all times
  

Performance Indicators

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• Zero integrity or confidentiality breaches
  
• Conflict-of-interest declarations current
  
• HR records audit-ready on sampling
  
• Zero substantiated complaints of unfair treatment
  

Area of Accountability: The Client's Values — Cost Consciousness Always
Typical Behaviours at The Right Level

• 
  
• Asks "how much and what will we get?" before supporting any headcount, overtime or allowance request
  
• Controls casual labour numbers against approved requirements — no uncontrolled headcount growth
  
• Prevents payroll leakage through accurate attendance, overtime and leave records
  
• Identifies avoidable labour costs (excess overtime, idle casuals, absenteeism) and raises them early
  
• Uses HR resources, travel and training budgets responsibly
  

Performance Indicators

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• Casual headcount within approved levels
  
• Overtime within approved budget
  
• Zero payments to unverified or absent workers
  
• Labour cost anomalies flagged monthly
  

Area of Accountability: Site Recruitment, Local Employment & Onboarding - 15%
Typical Behaviours at The Right Level

• 
  
• Leads recruitment for site roles from approved requisitions only — advertising, shortlisting, interviews and reference and document checks
  
• Applies the approved local employment framework and Mining Act 2016 local employment obligations, working with the Community Liaison Officer and
  
• Local Community Committee while keeping selection decisions merit-based and with the client
  
• Documents every selection decision so that it can be defended in a dispute, audit or regulatory review
  
• Issues offers and contracts per the HR Manager's approval and ensures complete onboarding before the first shift
  
• Maintains the site recruitment tracker and talent pool
  

Performance Indicators

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• Zero hires without an approved requisition
  
• Selection documentation complete for 100% of hires
  
• Contracts signed before start date for all staff
  
• Local employment reporting delivered on schedule
  

Area of Accountability: Employee Relations, Discipline & Grievances - 20%
Typical Behaviours at The Right Level

• 
  
• Acts as the first point of contact for employee relations matters on site
  
• Investigates misconduct, runs disciplinary hearings and documents outcomes in line with the Employment Act and the Disciplinary Procedure
  
• Obtains the HR Manager's approval before any termination, summary dismissal or decision with significant legal exposure
  
• Handles grievances promptly and fairly and escalates collective issues early
  
• Advises supervisors on absenteeism, conduct and performance issues so that action is consistent and defensible
  

Performance Indicators

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• 100% of disciplinary cases with complete, procedurally fair records
  
• Zero terminations without HR Manager approval
  
• Grievances acknowledged within 48 hours and resolved within policy timelines
  
• Zero lost ELRC cases attributable to site procedural failure
  

Area of Accountability: Payroll Inputs & Casual Workforce Control - 15%
Typical Behaviours at The Right Level

• 
  
• Reviews and signs off the HR Assistant's attendance, overtime, leave and casual payment worksheets before they go to the Site Accountant and Head Office
  
• Reconciles headcount, joiners, leavers and rate changes every pay cycle
  
• Ensures casual engagement follows approved requisitions, rates and the Employment Act provisions on casual employment and conversion
  
• Investigates and reports ghost-worker risks, duplicate entries and irregular overtime immediately
  
• Resolves employee pay queries with the Head Office payroll team
  

Performance Indicators

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• Validated worksheets submitted by cut-off every cycle
  
• Zero ghost or duplicate workers paid
  
• Headcount reconciled to the HR register every cycle
  
• Pay queries resolved within one pay cycle
  

Area of Accountability: Contractor Workforce Compliance - 10%
Typical Behaviours at The Right Level

• 
  
• Verifies that contractors' workers are lawfully engaged, inducted and covered by WIBA insurance and statutory registration before site access
  
• Maintains records of contractor personnel on site with Security
  
• Prevents unauthorised or informal labour on site
  
• Escalates contractor non-compliance to the Site Manager and HR Manager
  

Performance Indicators

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• 100% of contractor workers verified before site access
  
• Contractor personnel register current
  
• Zero unauthorised workers found on site
  
• Non-compliance escalated within 24 hours
  

Area of Accountability: HR Compliance, Records & Audit - 10%
Typical Behaviours at The Right Level

• 
  
• Maintains complete, confidential personnel files for all site employees in line with the Employment Act and the Data Protection Act 2019
  
• Ensures site compliance with the Employment Act, Labour Relations Act, OSHA, WIBA and company HR policies
  
• Maintains statutory registers and displays required by law
  
• Supports internal audits and labour inspections and closes findings on time
  

Performance Indicators

• 
  
• 100% of personnel files complete on sampling
  
• Zero repeat audit findings on site HR
  
• Statutory registers and displays current
  
• Zero data protection breaches
  

Area of Accountability: HR Advisory, Performance, Training & Workforce Planning - 10%
Typical Behaviours at The Right Level

• 
  
• Advises the Site Manager and supervisors on HR policy and people decisions
  
• Coordinates site performance reviews, probation reviews and confirmation in line with the Performance Management Procedure
  
• Identifies training needs with supervisors and coordinates training logistics and records
  
• Forecasts workforce and casual labour requirements with site leadership
  
• Participates in site leadership meetings with HR updates and risks
  

Performance Indicators

• 
  
• Probation reviews completed before expiry for all staff
  
• Performance reviews completed per HR calendar
  
• Training records current
  
• Workforce forecast submitted monthly
  

Area of Accountability: Supervision & Development of the HR Assistant - 10%
Typical Behaviours at The Right Level

• 
  
• Allocates, reviews and signs off the HR Assistant's work daily
  
• Sets objectives, holds regular one-on-ones and contributes to formal performance reviews
  
• Trains and coaches on HR procedures, systems, confidentiality and integrity standards
  
• Plans cover so that site HR runs without gaps during rosters and leave
  
• Addresses performance or conduct issues promptly and in line with HR policy
  

Performance Indicators

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• HR Assistant's objectives set and reviewed on schedule
  
• Measurable improvement in the HR Assistant's accuracy and independence
  
• Zero site HR coverage gaps
  
• Review sign-off evidenced on worksheets and files
  

Area of Accountability: Reporting & HR Analytics - 10%
Typical Behaviours at The Right Level

• 
  
• Delivers weekly and monthly site HR reports to the HR Manager — headcount, casuals, turnover, absenteeism, recruitment, ER cases and risks
  
• Provides site inputs for the monthly payroll analysis and governance report
  
• Tracks local employment statistics for regulatory and community reporting
  
• Prepares ad hoc analysis as requested by the HR Manager or Site Manager
  

Performance Indicators

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• Weekly and monthly reports delivered on time
  
• Payroll report inputs accurate and on schedule
  
• Local employment data available on demand
  
• Ad hoc requests delivered within agreed timelines
  

Qualifications & Experience

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• Bachelor's degree in Human Resource Management or a related field — required
  
• Certified Human Resource Professional (CHRP-K) — required
  
• Member of the Institute of Human Resource Management (IHRM) with a valid HRMPEB practising certificate, as required under the Human Resource
  
• Management Professionals Act 2012 — required
  
• Minimum 4 years' HR generalist experience, of which at least 2 years in mining, construction, agriculture, manufacturing or another site with a large casual workforce
  
• At least 1 year supervising or formally mentoring HR or administrative staff
  
• Proven experience investigating misconduct and running disciplinary hearings that meet Employment Act procedural requirements
  
• Hands-on experience preparing and controlling payroll inputs, including attendance-based casual payments
  
• Experience running community-based recruitment and handling community stakeholders
  
• Sound working knowledge of the Employment Act, Labour Relations Act, OSHA, WIBA, the Data Protection Act and Mining Act 2016 local employment provisions
  
• Proficiency in HRIS or payroll systems and advanced Microsoft Excel
  
• Demonstrated high integrity and discretion. A valid Certificate of Good Conduct is a condition of appointment
  
• Confident communicator in English and Kiswahili, able to hold the line on process with site leadership and community stakeholders
  
• Willing to reside at the West Pokot Mine Site on the approved roster
  

How to Apply
If you are up to the challenge and possess the necessary qualifications and experience, please send your CV, quoting only the job title in the email subject (HRO – West Pokot), to jobs@corporatestaffing.co.ke before 18th October 2026
NB: Only shortlisted candidates will be contacted. If you do not receive any communication from us within two weeks of your application, kindly consider your application unsuccessful. We appreciate your interest and thank you for applying