HR Manager

Rose Avenue Consulting Group is a financial management, strategy and consulting firm that combines deep industry knowledge with specialized expertise in corporate finance, strategy and research. Together with our clients and partnering companies we address our client’s most critical issues and challenges. RACG aims to provide a globally consistent set o…

HR Manager

Job Description

• Our client, a leading company in Kenya operating in the retail development, interior solutions and shopfitting industry, is seeking to hire an HR Manager. Reporting to the Managing Director, the HR Manager shall take full ownership of the human resources and administration function and work closely with the leadership team to support the people strategy and growth of the business.

• He/she will oversee the company’s HR operations, including workforce planning, recruitment, performance management and payroll, while maintaining strong compliance controls and identifying employee relations risks. The HR Manager will lead HR policy, training and development, statutory compliance, and employee and industrial relations, as well as manage and develop the HR and administration team. They will also oversee office and facilities administration and provide commercially focused people analysis to support business decisions. The ideal candidate will be hands-on, disciplined and people-focused, with the confidence to advise and, where necessary, challenge management.

Job Responsibilities

HR Strategy, Policy & Workforce Planning (15%)

• Translate the company business plan into an annual HR plan covering workforce numbers, skills, cost and structure for office, workshop and project teams.

• Develop, review and roll out HR policies and the employee handbook, and ensure consistent application across permanent, contract and casual staff.

• Prepare and manage the annual HR and administration budget, including payroll cost projections, recruitment, training and welfare spend.

• Advise on organization structure, job design, grading, manning levels and succession for critical roles.

• Maintain and report HR analytics — headcount, turnover, absence, cost per hire, overtime and labour cost per project.

• Lead change and organizational initiatives, including restructuring, redeployment and any redundancy processes, in line with the Employment Act, 2007.

Talent Acquisition, Onboarding & Manpower Supply (15%)

• Own the end-to-end recruitment process: approve requisitions, agree selection criteria, chair interview panels and make or endorse hiring recommendations.

• Build and maintain a reliable talent pipeline for technicians, fitters, installers, site supervisors and casual crews.

• Approve employment contracts, fixed-term and casual engagement letters, ensuring every engagement is correctly classified and documented.

• Manage relationships with recruitment agencies, labour providers and training institutions.

• Ensure a structured induction for all new staff covering HSE, PPE issue, company policies, quality standards and role expectations.

• Oversee probation management and ensure confirmation or exit decisions are made and communicated on time.

Performance Management, Learning & Development (15%)

• Own the performance management cycle: set the calendar, train line managers, ensure objectives are set and reviews are completed, moderated and filed.

• Support supervisors in managing underperformance through documented performance improvement plans.

• Conduct an annual training needs analysis and deliver a costed training plan.

• Manage the NITA levy relationship and maximize recovery of eligible training reimbursements.

• Maintain the skills and certification matrix for site and workshop staff.

• Develop career paths and internal progression routes for technicians and site supervisors.

Compensation, Payroll & Benefits (15%)

• Review, verify and approve monthly payroll input before submission to Finance, and sign off the payroll reconciliation prior to release.

• Ensure accurate treatment of overtime, site allowances, per diems and casual wage sheets in line with policy and the Employment Act, 2007.

• Maintain the salary structure; benchmark pay and recommend annual review, increment and bonus proposals.

• Manage employee benefits — medical and group life cover, WIBA and any welfare schemes.

• Oversee the leave management framework and ensure leave liability is tracked and reported.

• Resolve escalated payroll and benefits queries and act as the point of contact for auditors.

Employee & Industrial Relations (15%)

• Act as the company’s principal adviser on employee relations, ensuring fair, consistent and lawful handling of all people issues.

• Chair or advise on disciplinary and grievance hearings, ensuring due process is followed.

• Represent the company before the Ministry of Labour, conciliators and the Employment and Labour Relations Court.

• Manage relations with any trade union, workers’ representatives and joint consultative forums, including a CBA where applicable.

• Coach supervisors and site managers on people management, discipline and communication.

• Drive employee engagement, internal communication and welfare initiatives.