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.