Battle scars: You’ve run a large portfolio at scale, with a complex architecture. You know what breaks at 1,000 people, 5,000 people, and beyond - because you've lived through it.

The ability to speak "Finance" and "Legal": You don't just speak HR. You can sit across from our CFO to debate payroll, audit footprints, and multi-country compliance risks without skipping a beat.

Systems-first thinking: You don't look at HR as a series of administrative tasks. You see it as an interconnected engine where data integrity, localized labor laws, and smooth logistics directly unlock our global impact.

Trust and care: You care deeply about the humans at BURN, and you earn the trust of everyone around you through putting people over results.

Key responsibilities
Owned directly
People Helpdesk. Run a single front door for employee and manager HR queries, with tracking, response standards and escalation routes.
In-country HR standardisation. Replace market-by-market practice with one group process set, with country annexes only where local law differs.
Employee lifecycle
Contracting of new employees, onboarding, probation and contract management, leave management and offboarding.
Accurate, complete employee records and documentation in every market.
Performance processes, including check-ins and annual reviews, delivered on time with clean data.
Oversee employee relations, disciplinary and grievance cases, escalating disputes to in-house legal and external counsel.
Keep BURN ready for labour inspections and audits, including ISO and lender environmental and social requirements.
Employee relations and compliance
Ensure statutory employment compliance across all ten markets, working with Payroll on statutory deductions.
Engage casual workers compliantly: contract form, duration limits and statutory obligations.
Policy and documentation
Maintain the HR policy suite and its country annexes and run policy sign-off for all employees.
Work with Learning & Development so every new or changed policy comes with training
Team leadership
Lead the HR Operations Team.
Ensure markets without a dedicated HR officer still receive full HR coverage.
Essential
Degree in HR, law, business or a related field.
IHRM membership (Kenya).
8+ years of experience, including 4+ years in a leadership position.
Strong data discipline: confident in Excel and insistent on accurate employee records.
Knows when and how to leverage AI tools to automate processes and enhance output.
Deep knowledge of Kenyan employment law and working knowledge of employment law in other African markets.
Experience with manufacturing, factory or other large shift-based workforces, including casual and fixed-term workers.
A track record of handling labour inspections, HR audits and complex employee relations cases.
Experience designing and rolling out standard HR processes across countries.
Experience leading a team spread across several countries.
Fluent English and willingness to travel occasionally.
Desirable
French or Portuguese.
Experience with ISO management systems or lender environmental and social requirements.
Experience implementing an HRIS or moving HR processes onto digital platforms.
Experience in a social enterprise or high-growth company.

Start hiring with Fuzu

Recruit better talent faster - on your own or with our support.

Explore recruitment platform

Job search tips from Fuzu

Selected articles on cover letters, CV structure, and interview preparation.

Search for jobs

Human resources jobs in Nairobi, Kenya

Head of HR Operations

Top cities with open vacancies

Companies hiring now

Country / Region

Profession (Energy, utilities, environment)

Industry (Human resources)

Seniority (Human resources, Energy, utilities, environment)

Fuzu

Head of HR Operations

Job details

Description

Tags

Start hiring with Fuzu

Job search tips from Fuzu