SENIOR HR OFFICER -MANUFACTURING

DUTIES AND RESPONSIBILITIES

Recruitment & Talent Acquisition

• Lead and manage the full recruitment lifecycle including job analysis, advertising vacancies, shortlisting, interviewing, selection, and onboarding.
• Partner with department heads to forecast hiring needs based on workforce planning and business growth strategies.
• Develop talent pipelines for critical roles and maintain a database of qualified candidates for future hiring needs.

Onboarding & Orientation

• Design and execute effective onboarding programs to integrate new employees into the company culture, policies, and operations.
• Coordinate documentation, orientation sessions, workstation readiness, and introduction to teams and company policies.
• Monitor and follow up on the progress and engagement of new hires during the probation period.

Performance Management

• Administer and monitor the organization’s performance appraisal system to align individual and departmental goals with company objectives.
• Provide guidance to supervisors and managers on setting SMART objectives and conducting performance reviews.

Learning & Development

• Conduct training needs assessments (TNA) across departments and design a learning calendar accordingly.
• Coordinate internal and external training programs to enhance employee skills, compliance knowledge, and leadership development.
• Monitor and evaluate training effectiveness through feedback and performance outcomes.

Employee Relations & Engagement

• Serve as the first point of contact for employee grievances and complaints, ensuring timely resolution through counselling or mediation.
• Foster a positive work environment through employee engagement programs and team-building activities.

Disciplinary & Grievance Handling

• Manage disciplinary processes including investigations, hearings, and sanctions in accordance with company policies and labor laws.
• Ensure that all cases are handled fairly, confidentially, and documented properly.
• Advise management on best practices in disciplinary actions and employee conduct management.

HR Policy & Compliance

• Develop, review, and update HR policies, procedures, and employee handbooks in line with current labor legislation and organizational needs.
• Conduct regular audits of HR practices to identify gaps and recommend corrective measures.
• Stay informed on HR legal and regulatory developments and update management accordingly.

Records & HRIS Management

• Maintain and update accurate employee records, contracts, performance data, and training history.
• Ensure confidentiality and data protection standards are adhered to in line with company policy.

Payroll & Benefits Administration

• Work closely with the payroll department to ensure timely and accurate processing of salaries, benefits, bonuses, and statutory deductions.
• Oversee the administration of employee benefits such as leave, medical schemes, pension, and other welfare programs.

Workforce Planning & Organizational Development

• Support in workforce planning, succession planning, and organizational design initiatives.
• Analyze workforce metrics such as headcount, turnover, absenteeism, and provide reports to senior management.
• Recommend improvements in HR strategies to align with operational goals and improve workforce productivity.

Health, Safety & Wellness

• Collaborate with HSE teams to ensure workplace health and safety policies are communicated and followed.
• Support employee wellness programs such as mental health awareness, EAPs (Employee Assistance Programs), and health screenings.
• Address absenteeism and burnout through proactive engagement and support programs.

HR Projects & Change Management

• Lead or support cross-functional HR projects such as HR digitization, employee engagement surveys, organizational culture change, and DEI (Diversity, Equity, Inclusion) initiatives.
• Facilitate change management processes during transitions such as restructures, system upgrades, or policy changes.

KEY REQUIREMENT SKILLS AND QUALIFICATION

• Degree in Human Resource Management, Business Administration, or related field
• At least 5 years of progressive HR experience in a busy Manufacturing, Distribution, FMCG, or similar environment
• Strong understanding of Kenyan labor laws and HR practices
• Excellent interpersonal, communication, and organizational skills
• Proficient in MS Office Suite and HRMIS systems
• Ability to work under pressure and manage multiple priorities

HOW TO APPLY

• If you meet the above qualifications, skills and experience share CV on

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• Interviews will be carried out on a rolling basis until the position is filled.
• Only the shortlisted candidates will be contacted.