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