Human Resources Manager

The Human Resources Manager
is responsible for the comprehensive stabilisation, optimisation, and
continuous leadership of the HR function embedded within the Administration and operations department at Fairoils EPZ/Kutoka Ardhini. The incumbent takes full
ownership of all personnel operations to maintain an orderly, legally
compliant, and performance-driven organisation.

The role bridges
transactional HR administration and rigorous field oversight, ensuring the
active design, deployment, and enforcement of corporate policies, institutional
frameworks, and operational tools necessary to mitigate labor risks, ensure
structural accountability, and maintain high standards of workplace conduct
across all company tiers.

The following
responsibilities are not expected to all be accomplished by one person, but the
position is required to ensure they are all being done to standard via the team
and available resources as organised by the incumbent.

1.Leadership

• Personnel Oversight: Supervise, mentor, and
  systematically evaluate the performance of all personnel within the
  department.
• Structural Organization: Manage the operational layout
  of the HR function, ensuring optimal workload distribution and strict
  performance accountability among HR staff.
• Executive Advisory: Serve as the principal
  adviser to senior management on labour laws, HR strategies, industrial
  standards, workforce planning, and line manager labour planning efficiency.
• Line Manager Mentorship: Actively coach, advise, and
  mentor departmental line managers on advanced personnel management
  techniques, conflict resolution, and the objective enforcement of company
  standards.
• Succession Planning: Identify high-potential
  employees and build structured development tracks to preserve business
  continuity for business-critical roles.

2.Governance

• Policy Formulation: Draft, implement, and
  continuously update comprehensive HR policies, codes of conduct, and
  standard operating procedures to maintain clear institutional frameworks.
• Regulatory Alignment: Audit and align all internal
  policies to guarantee complete compliance with the Institute of Human
  Resource Management Kenya standards and the Kenya Employment Act.
• Compliance Training: Conduct mandatory, documented
  company-wide training and sensitisation sessions on corporate policies.
• Change Management: Develop and execute
  structured frameworks to guide personnel through organizational updates,
  policy rollouts, or operational modifications.
• Data Privacy Assurance: Ensure all stored employee
  records, medical registries, and identification credentials adhere
  strictly to the mandates of the Kenya Data Protection Act.
• Contractor Classification
  Control:
  Review and audit all vendor and consultancy agreements to ensure
  compliance with KRA guidelines, eliminating the risks associated with
  disguised employment status.

3.Accountability

• Operational Monitoring: Establish and execute
  proactive monitoring systems to ensure employee compliance with company
  procedures, safety regulations, and behaviour standards.
• Corrective Interventions: Utilise all authorized legal,
  disciplinary, and system tools to promptly address non-compliance,
  operational negligence, or insubordination.
• Standards Enforcement: Implement and enforce strict
  objective operational standards to mitigate risks associated with
  favouritism, nepotism, or biased resource allocation.
• Grooming Standard Regulations: Establish and actively
  monitor professional dress and grooming standards tailored specifically to
  administrative versus field-based positions.
• Conflict of Interest Auditing: Administer and audit
  mandatory annual conflict of interest declarations to identify and
  mitigate hidden personal, family, or financial biases.

4.Performance

• KPI Metric Alignment: Assist department heads in
  transforming operational targets into quantifiable Key Performance
  Indicators to align individual output with company goals.
• Performance Improvement Plans: Coordinate with line managers
  to identify under performance and manage structured, metrics-driven
  Performance Improvement Plans as needed.
• Annual Performance Reviews: Design, deploy, and oversee
  the execution of the annual performance appraisal cycle to track, grade,
  and record workforce capabilities.
• Disciplinary Hearings: Lead and document formal,
  legally defensible disciplinary hearings in strict accordance with Kenyan
  labor laws.
• Grievance Investigation: Establish clear investigation
  protocols and serve as the lead investigator for harassment,
  discrimination, or fraud claims within the workforce.
• Workforce Separations: Manage lawful separations,
  redundancies, and terminations to eliminate legal exposure and industrial
  relations risks.

5.Payroll

• Biometric Systems Management: Manage and verify the
  integrity of daily biometric tracking and timekeeping systems across all
  company sites.
• Timekeeping Calculations: Ensure the precise
  calculation of total hours worked, overtime allocations, casual shifts,
  and statutory leave balances.
• Overtime Auditing and
  Analysis:
  Conduct regular audits and trend analyses on overtime hours to identify
  inflation, verify pre-approval authenticity, and manage labour costs.
• Leave Request Monitoring: Monitor, track, and authorise
  leave balance requests and approval workflows within the system to ensure
  adequate station coverage.
• Leave Liability Control: Audit accumulated annual
  leave balances systematically to prevent massive financial payouts or
  concurrent, uncoordinated staff absences.
• Master Payroll Compilation: Compile, verify, and finalise
  master payroll files to ensure absolute data accuracy and prevent payroll
  inflation.
• Statutory Compliance: Partner with the Finance
  department to ensure the timely disbursement of salaries and the accurate
  filing of statutory declarations, including PAYE, SHIF, Housing Levy,
  NSSF, HELB, and NITA.

6.Staffing

• Recruitment Operations: Oversee end-to-end
  recruitment, sourcing, and interviewing pipelines to secure qualified
  talent.
• Onboarding Program
  Architecture:
  Design and deploy structured orientation frameworks to rapidly integrate
  new hires and accelerate their time-to-productivity.
• Contract Management: Draft professional employment
  contracts, offer letters, variation amendments, and administrative
  correspondence that secure the legal interests of the company.
• Contract Expiry Auditing: Actively audit and track the
  timelines of fixed-term contracts to manage renewals and prevent automatic
  permanent employment conversions under Kenyan law.
• Asset Custody Management: Establish and enforce strict
  sign-off protocols for assigning laptops, phones, tools, and equipment,
  including corresponding salary-withholding clauses during offboarding.
• Corporate Communications: Serve as the authoritative
  channel for internal personnel communications, ensuring the clear and
  uniform dissemination of directives to all staff.

7.Relations

• Industrial Relations Liaison: Serve as the principal
  company point of contact for collective bargaining agreements or
  structured labor disputes.
• Litigation Support: Coordinate directly with the
  company's external legal counsel to build airtight, evidence-backed
  defenses for ongoing labor court disputes.
• Physical Personnel Audits: Conduct unannounced,
  in-person physical verifications and headcount audits at all outer
  stations and field sites to eliminate ghost workers and fraudulent
  resource diversion.
• Casual Labor Management: Establish clear frameworks
  for hiring, tracking, rotating, and compensating casual laborers in strict
  compliance with the statutory limitations governing casual employment in
  Kenya.
• Crisis Operations Planning: Create and update protocols
  for employee safety, operational security, and resource deployment during
  civil unrest or emergency events.

8.Systems

• Digital Architecture Control: Structure, organise, and
  maintain the Google Shared Drive architecture to serve as a secure
  repository for all digital HR records, master trackers, and employee
  documentation.
• HRIS Workflow Automation: Oversee and optimise Workpay
  platforms, transitioning minor manual data entries into fully automated,
  secure custom workflows.
• PPE Inventory Control: Partner with operations and
  logistics to track, allocate, and audit the distribution, usage, and
  lifecycle wear of Personal Protective Equipment across all field stations.
• Operational Budgeting &
  Analytics:
  Formulate, track, and analyse the annual personnel budget and workforce
  analytics to evaluate historical turnover, expansion costs, and headcount
  efficiency.