Human Resources Manager

What we are looking for

The HR Manager is the pillar of the People Operations team. Youll play a key role in shaping the employee experience from onboarding new hires to ensuring existing staff have the resources they need to succeed. This position requires a wellrounded understanding of HR functions including payroll and benefits management while also contributing to a positive and productive company culture. Overall the ideal candidate will be a highly motivated and resultsoriented HR professional with a strong foundation in HR practices and a passion for supporting the growth of a startup. They should be comfortable working independently and collaboratively taking initiative and adapting to the everchanging needs of the business.

What does the job involve

HR ADMINISTRATION

• Staff Documentation
  • Overseeing employee data management ensuring that we use the data to make educated decisions about our people strategy.
  • Ensure compliance with the staff documentation process.
  • Responding to queries for ad hoc documentation e.g. bank and visa letters
• Payroll
  • Prequalification and selection of thirdparty payroll processing service providers as necessary.
  • Working with Finance to ensure the prompt completion of payroll every month
  • Ensuring payroll inputs are collated and channeled accordingly each month.
  • Ensuring payroll system data remains accurate uptodate and that confidentiality is maintained at all times.
  • Appropriately resolving payrollrelated complaints.
  • Ensuring third party service providers adhere to the agreed Service Level Agreement.
• Leave administration
  • Manage the leave management process and ensure compliance with legal requirements.
  • Support managers to address their teams leave management.

Benefits Management

• Medical
  • Prequalification and selection of benefits service providers.
  • Working with Finance to negotiate rates and finalize the contracting process.
  • Overseeing the coordination of daytoday scheme administration including enrollments terminations and claims.
  • Monitoring and reporting utilization.
  • Acting as a point of contact for employee queries and concerns.

Employee Engagement

• Orchestrate and facilitate new staff member onboarding
• Manage the offboarding process by conducting exit interviews and ensuring a smooth handover of all tasks
• Act as the first point of contact for staff queries and concerns.
• Work with managers to resolve employee grievances.
• Convene moderate and action deliberations from disciplinary hearings.
• Promote employee wellbeing by conducting regular checkins.
• Advise management on best practices for pastoral care and management techniques.
• Deliver a consistent approach to internal communication in line with COSs strategic objectives.

Policy Development & Advisory

• Develop refine and iterate the Employee Policies and Guidelines Manual.
• Ensure all policies and procedures are reflective of changing organizational needs.
• Flag legal risks and exposure in the handling of employment matters
• Act as liaison for the business when engaging legal counsel on employment matters.

Compensation & Rewards Management

• Develop and implement the businesss compensation policy.
• Establish pay bands to guide compensation discussions with managers.
• Ensure that there is internal pay equity and adherence to statutes related to compensation in geographies where the business is present.
• Coordinate the process of new joiner pay negotiation.

Organization Development

• Ensuring that job roles are wellscoped and internal relativity between jobs is maintained.
• Ensuring that all employees have a job description and facilitating the process of review as needed.
• Establishing a reporting cadence between roles

Performance Management

• Implement and iterate the existing performance management policy.
• Establish a calendar for the implementation of halfyearly and annual reviews.
• Work with hiring managers to monitor and appropriately respond to new joiners performance during the probationary period.
• Support managers to craft performance improvement initiatives for poorly performing employees.
• Work with managers to identify high performers and devise ways of keeping them engaged.
• Mediate and resolve grievances arising from performance management initiatives.

Learning & Development

• Collaborate with leadership to identify and address training and development needs.
• Design and implement scalable professional development programs to build the careers of our amazing staff members.
• Work with the leadership team in designing systems that link learning and development programs to career growth and performance management.
• Developing departmental competency and skills framework to guide career mapping and progression.

Immigration Administration Management

• Responsible for ensuring that all expatriate hiring is done in line with the immigration requirements and all necessary documentation and permits have been acquired.
• Working with the Legal team to keep abreast with any developments on immigration law changes.

Office Management

• Coordinating the management of all tasks relating to the safety and comfort of the physical office space including cleaning maintenance and renovation.
• Management of the relationship between the business and any thirdparty service providers.

Compliance

• Ensuring internal programss processes and procedures related to staff comply with employment laws in geographies the business is present.
• Monitoring changes to the regulatory framework and advising the business as needed.
• Ensuring that all workplacerelated incidents are thoroughly investigated documented and appropriately addressed.
• Cooperation with government agency audits.
• Ensuring applicable workplace health and safety standards are adhered to and incidences appropriately addressed.

Qualifications

• Bachelors degree in Human Resources Management Business Administration or a related field (preferred).
• 57 years of experience in a generalist HR role with at least 12 years in a startup or fastgrowing company (highly preferred).
• Member of the Institute of Human Resource Management Kenya.

Desired Candidate Profile:

• HR Generalist: Experience with all aspects of the HR lifecycle from recruitment and onboarding to performance management and employee relations.
• Data Analysis: Ability to analyze and interpret HR data to inform strategic decisionmaking.
• Communication: Excellent written and verbal communication skills to effectively communicate with employees at all levels leadership and external vendors.
• Organization & Time Management: Proven ability to prioritize tasks manage multiple deadlines and work effectively in a fastpaced environment.
• Problemsolving & Initiative: Ability to identify and solve HR challenges with a proactive and resourceful approach.
• Adaptability & Learning Agility: A willingness to learn new things and adapt to the everchanging needs of a startup environment.
• Tech Savvy: Familiarity with HR technology platforms and a comfort level with learning new systems.

Benefits

TBD