Head of HR Operations
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BURN is seeking a Head of HR Operations to lead group-wide employee lifecycle management across its African markets. The role covers contracting, onboarding, performance systems, employee relations, exits, payroll, compliance, and reliable HR operations.
- Leads HR operations for about 2,000 employees and commission-based sales agents.
- Manages contracting, onboarding, performance, employee relations and exits across 10 markets.
- Runs the People Helpdesk with tracking, response standards and escalation routes.
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BURN is seeking a Head of HR Operations to lead group-wide employee lifecycle management across its African markets. The role covers contracting, onboarding, performance systems, employee relations, exits, payroll, compliance, and reliable HR operations.
- Leads HR operations for about 2,000 employees and commission-based sales agents.
- Manages contracting, onboarding, performance, employee relations and exits across 10 markets.
- Runs the People Helpdesk with tracking, response standards and escalation routes.
- Partners with the CFO on payroll, audit footprints and multi-country compliance risks.
- Requires senior experience managing HR systems and operations at scale.
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AI salary guide
Not enough public dataNot enough public salary data is available for this exact role. Before applying, prepare to ask about gross pay, benefits, contract length, probation period, transport and any allowances.
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- UnclearRelated work experienceThe text mentions experience, but the exact level should be confirmed at source.
- RequiredEducation or certification mentioned in the postThe captured text mentions education, a diploma, certificate, or licence.
- PreferredPractical evidence in sales, hospitality, factoryThe tags and summary point to skills connected with this role.
- RequiredAvailability to work in NairobiThe vacancy is associated with this location.
- UnclearComfort with the Full Time contract termsConfirm hours, duration, probation and benefits at the original source.
Documents to prepare
- Likely requiredUpdated CV
- Role specificCover letter or short employer message
- OptionalProfessional references
- Role specificAcademic or professional certificates
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Application tips for this job
- Place your strongest Head of HR Operations evidence in the first half of your CV.
- In your cover letter or employer message, connect your experience to BURN and the role in Nairobi.
- Add concrete examples related to sales, hospitality, factory, ideally with measurable outcomes or clear responsibilities.
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Interview preparation
- What experience makes you a strong fit for this Head of HR Operations role in sales, hospitality?
- How have you handled responsibilities similar to those in this job post?
- Are you available to work in Nairobi under the listed contract or schedule?
- Prepare examples with clear responsibilities, tools used and measurable outcomes.
- Review the source and research BURN before the interview.
Ask what the first priorities will be in the role and how success will be measured.
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Original source description
B
Head of HR Operations
Burn
Human Resources
Today
New
Nairobi
Full Time
Confidential
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Language Requirement:
English
Work Type:
Full Time
Working Hours:
8 to 5
Applicant Location:
Kenya
Job descriptions & requirements
About BURN BURN Manufacturing designs, manufactures and distributes clean cookstoves, with headquarters and a factory in Ruiru, Kenya, and operations in ten African markets. Group HR serves about 2,000 employees, and a network of commission-based sales agents. HR Operations, Payroll, Agents, Platforms, Data & Systems, and Learning & Development. This role leads HR Operations, the largest of the six.
What you need to bring to the role BURN is on a mission to bring clean, affordable cooking to millions of families – which means we don’t do calm waters. If you’re looking for a smooth cruise where you just maintain the status quo, this isn’t your ship. We need an operational leader who can hit the ground running on day one. You will have immense cultural support and room to make mistakes, and this is a seat for a seasoned expert who wants the mandate to build something that lasts. You will take fierce, day-to-day ownership of our group-wide employee lifecycle – ensuring contracting, onboarding, performance systems, employee relations, and exits run systematically, compliantly, and reliably across every market.
Our ideal candidate brings:
Battle scars: You’ve run a large portfolio at scale, with a complex architecture. You know what breaks at 1,000 people, 5,000 people, and beyond - because you’ve lived through it.
The ability to speak “Finance” and “Legal”: You don’t just speak HR. You can sit across from our CFO to debate payroll, audit footprints, and multi-country compliance risks without skipping a beat.
Systems-first thinking: You don’t look at HR as a series of administrative tasks. You see it as an interconnected engine where data integrity, localized labor laws, and smooth logistics directly unlock our global impact.
Trust and care: You care deeply about the humans at BURN, and you earn the trust of everyone around you through putting people over results.
Key responsibilities
- Owned directly
- People Helpdesk: Run a single front door for employee and manager HR queries, with tracking, response standards and escalation routes.
- In-country HR standardisation: Replace market-by-market practice with one group process set, with country annexes only where local law differs.
- Employee lifecycle: Contracting of new employees, onboarding, probation and contract management, leave management and offboarding. Accurate, complete employee records and documentation in every market. Performance processes, including check-ins and annual reviews, delivered on time with clean data. Oversee employee relations, disciplinary and grievance cases, escalating disputes to in-house legal and external counsel. Keep BURN ready for labour inspections and audits, including ISO and lender environmental and social requirements.
- Employee relations and compliance: Ensure statutory employment compliance across all ten markets, working with Payroll on statutory deductions. Engage casual workers compliantly: contract form, duration limits and statutory obligations.
- Policy and documentation: Maintain the HR policy suite and its country annexes and run policy sign-off for all employees. Work with Learning & Development so every new or changed policy comes with training.
- Team leadership: Lead the HR Operations Team. Ensure markets without a dedicated HR officer still receive full HR coverage.
- Essential
- Degree in HR, law, business or a related field.
- IHRM membership (Kenya).
- 8+ years of experience, including 4+ years in a leadership position.
- Strong data discipline: confident in Excel and insistent on accurate employee records.
- Knows when and how to leverage AI tools to automate processes and enhance output.
- Deep knowledge of Kenyan employment law and working knowledge of employment law in other African markets.
- Experience with manufacturing, factory or other large shift-based workforces, including casual and fixed-term workers.
- A track record of handling labour inspections, HR audits and complex employee relations cases.
- Experience designing and rolling out standard HR processes across countries.
- Experience leading a team spread across several countries.
- Fluent English and willingness to travel occasionally.
- Desirable
- French or Portuguese.
- Experience with ISO management systems or lender environmental and social requirements.
- Experience implementing an HRIS or moving HR processes onto digital platforms.
- Experience in a social enterprise or high-growth company.
- About BURN BURN Manufacturing designs, manufactures and distributes clean cookstoves, with headquarters and a factory in Ruiru, Kenya, and operations in ten African markets. Group HR serves about 2,000 employees, and a network of commission-based sales agents. HR Operations, Payroll, Agents, Platforms, Data & Systems, and Learning & Development. This role leads HR Operations, the largest of the six.
- What you need to bring to the role BURN is on a mission to bring clean, affordable cooking to millions of families – which means we don’t do calm waters. If you’re looking for a smooth cruise where you just maintain the status quo, this isn’t your ship. We need an operational leader who can hit the ground running on day one. You will have immense cultural support and room to make mistakes, and this is a seat for a seasoned expert who wants the mandate to build something that lasts. You will take fierce, day-to-day ownership of our group-wide employee lifecycle – ensuring contracting, onboarding, performance systems, employee relations, and exits run systematically, compliantly, and reliably across every market.
- Our ideal candidate brings:
- Battle scars: You’ve run a large portfolio at scale, with a complex architecture. You know what breaks at 1,000 people, 5,000 people, and beyond - because you’ve lived through it.
- The ability to speak “Finance” and “Legal”: You don’t just speak HR. You can sit across from our CFO to debate payroll, audit footprints, and multi-country compliance risks without skipping a beat.
- Systems-first thinking: You don’t look at HR as a series of administrative tasks. You see it as an interconnected engine where data integrity, localized labor laws, and smooth logistics directly unlock our global impact.
- Trust and care: You care deeply about the humans at BURN, and you earn the trust of everyone around you through putting people over results.
Key responsibilities
- Owned directly
- People Helpdesk: Run a single front door for employee and manager HR queries, with tracking, response standards and escalation routes.
- In-country HR standardisation: Replace market-by-market practice with one group process set, with country annexes only where local law differs.
- Employee lifecycle: Contracting of new employees, onboarding, probation and contract management, leave management and offboarding. Accurate, complete employee records and documentation in every market. Performance processes, including check-ins and annual reviews, delivered on time with clean data. Oversee employee relations, disciplinary and grievance cases, escalating disputes to in-house legal and external counsel. Keep BURN ready for labour inspections and audits, including ISO and lender environmental and social requirements.
- Employee relations and compliance: Ensure statutory employment compliance across all ten markets, working with Payroll on statutory deductions. Engage casual workers compliantly: contract form, duration limits and statutory obligations.
- Policy and documentation: Maintain the HR policy suite and its country annexes and run policy sign-off for all employees. Work with Learning & Development so every new or changed policy comes with training.
- Team leadership: Lead the HR Operations Team. Ensure markets without a dedicated HR officer still receive full HR coverage.
- Essential
- Degree in HR, law, business or a related field.
- IHRM membership (Kenya).
- 8+ years of experience, including 4+ years in a leadership position.
- Strong data discipline: confident in Excel and insistent on accurate employee records.
- Knows when and how to leverage AI tools to automate processes and enhance output.
- Deep knowledge of Kenyan employment law and working knowledge of employment law in other African markets.
- Experience with manufacturing, factory or other large shift-based workforces, including casual and fixed-term workers.
- A track record of handling labour inspections, HR audits and complex employee relations cases.
- Experience designing and rolling out standard HR processes across countries.
- Experience leading a team spread across several countries.
- Fluent English and willingness to travel occasionally.
- Desirable
- French or Portuguese.
- Experience with ISO management systems or lender environmental and social requirements.
- Experience implementing an HRIS or moving HR processes onto digital platforms.
- Experience in a social enterprise or high-growth company.
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