Senior HR Specialist

Keep Zembo’s HR machine running day-to-day by ensuring policies, processes, and initiatives are properly rolled out, documented, and complied with. They own the embedding of HR across the org — making it simple, consistent, and trusted.

Requirements

• Bachelor’s degree in Human Resource Management, Business Administration, or related field.
  

• 5+ years of progressive HR experience, with at least 2 years in a generalist or compliance-focused role.
  

• Strong knowledge of HR policies, labor laws, and employee relations practices.
  

• Proven experience leading onboarding, disciplinaries, and performance processes.
  

• Demonstrated ability to roll out HR initiatives and ensure adoption across teams.
  

• Excellent documentation and SOP/policy writing skills.
  

• Proficiency with HR systems (HRIS), Google Workspace, and collaboration tools (Slack, etc.)
  

• Strong communication and facilitation skills — able to train and embed processes.
  

• Detail-oriented, organized, and proactive in maintaining compliance.
  

• Rollout & Embedding
  

  • Translate HR strategies & systems into day-to-day practice.
    

  • Ensure managers & staff understand and follow HR processes (onboarding, expense claims, leave, performance cycles, etc).
    

  • Run trainings/briefings to land new initiatives.
    

• Compliance & Employee Relations
  

  • Enforce policies, lead disciplinary processes, and advise managers on compliance.
    

  • Maintain fairness, transparency, and legal alignment.
    

  • Monitor compliance (leave tracking, contract updates, etc).
    

• Onboarding & Offboarding
  

  • Manage structured onboarding to set expectations, introduce competencies, and embed culture.
    

  • Capture offboarding insights → feed back into workforce planning.
    

• Documentation & Systems
  

  • Own HR documentation (policies, SOPs, employee files).
    

  • Ensure Deel + Google Sheet + other tools are updated, accurate, and usable.
    

  • Create clear guides (e.g., “How to submit expenses”) and keep them current.
    

• Training & Development Support
  

  • Coordinate training initiatives (internal & external).
    

  • Track completion and tie them back to competencies.
    

• Engagement & Communication
  

  • Keep HR comms clear, simple, and embedded in day-to-day workflows.
    

  • Support engagement initiatives (surveys, check-ins, team sessions).