Human Resource Officer

• Human Resource Officer
• Pedigree Ltd
• Human Resources
• Yesterday
• Easy apply
• New
• Rest of Kenya
• Full Time
• Manufacturing & Warehousing
• KSh
• 105,000 - 150,000
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• Job summary
• The HR Officer will provide day-to-day HR support in a manufacturing environment, covering recruitment, employee relations, attendance, performance, training, compliance and reporting. The role requires

Experience

• supporting a shift-based, production-driven workforce and working closely with operational teams.
• Min Qualification:
• Bachelors
• Level:
• Mid level
• Length:
• 5 years
• Language Requirement:
• English
• Working Hours:
• Full Time - 8 to 5
• Applicant
• Location:
• Kenya
• Job descriptions &
• Academic
• Bachelor's Degree in Human Resources Management, Human Resource
• Management or a related field from a recognised institution – Mandatory.
• Professional HR qualification/membership is highly desirable.
• Minimum 5 years' progressive HR experience.
• At least 5 years'
• in a manufacturing, industrial,
• FMCG, processing, engineering or similar operational environment is
• mandatory.
• Demonstrable
• managing a sizeable blue-collar
• workforce.
• Strong
• in employee relations, disciplinary
• processes, recruitment, attendance management and performance management.
• working closely with Production and Operations
• teams.
• with shift workers, overtime and casual/contract
• labour will be an advantage.
• 4. TECHNICAL & PROFESSIONAL
• COMPETENCIES
• Strong knowledge of HR policies, procedures and
• employment/labour legislation.
• Excellent employee and industrial relations skills.
• HRIS and payroll systems experience.
• Strong Microsoft Office and Excel skills.
• HR reporting and data analysis.
• Recruitment and interviewing skills.
• Performance management.
• Disciplinary and grievance handling.
• Training and employee development.
• Workforce planning and analytics.
• 5. CORE PERSONAL COMPETENCIES
• The successful candidate should
• demonstrate:
• Integrity and confidentiality
• Strong interpersonal and communication skills
• Emotional intelligence
• Firm but fair approach to employee management
• Conflict resolution and problem-solving ability
• Strong organisational and administrative skills
• Attention to detail
• Ability to work under pressure
• Ability to influence managers and supervisors
• Proactive and solutions-oriented approach
• Ability to work comfortably on the factory floor
• Strong business and operational awareness
• 6. KEY PERFORMANCE INDICATORS
• Performance will be measured against:
• Timely and accurate HR administration and reporting.
• Recruitment turnaround time and quality of hires.
• Reduction in absenteeism and employee turnover.
• Effective resolution of employee grievances and disciplinary
• cases.
• Performance appraisal completion.
• Training plan implementation.
• HR and labour compliance.
• Accuracy of employee records.
• Employee engagement and retention initiatives.
• Effective workforce utilisation and HR support to Production.
• Quality and timeliness of HR advice provided to management.
• 7. WORKING RELATIONSHIPS
• The position will work closely with
• HR
• Management, Plant/General Management, Production, Operations, Finance, HSE,
• Quality Assurance/Quality Control, Maintenance, Warehouse, Procurement,
• Supervisors and factory employees
• , as well as relevant external service
• providers and regulatory bodies.
• 8. WORKING ENVIRONMENT
• This is a
• hands-on manufacturing HR
• position
• . The HR Officer is expected to regularly engage employees on the
• factory floor, understand operational challenges and provide timely HR
• solutions. The role may occasionally require attendance outside normal working
• hours to support shift operations or urgent employee relations matters.
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Requirements

• 1.
• of a
• shift-based, production-driven workforce
• .
• 2. KEY
• and
• employee standards.
• I. HR Reporting & Analytics
• Prepare and analyse regular reports
• covering:
• Headcount and employee movements.
• Recruitment and vacancies.
• Attendance and absenteeism.
• Overtime and labour costs.
• Employee turnover.
• Leave.
• Disciplinary cases and grievances.
• Training.
• Performance management.
• The HR Officer should use HR data to
• identify
• trends, highlight risks and recommend practical solutions to management.
• 3. REQUIRED QUALIFICATIONS &

Job Purpose

• The Human Resources Officer will provide
• effective day-to-day HR support to the manufacturing operation, ensuring that
• the organisation maintains an engaged, productive, disciplined and compliant
• workforce.
• The role will focus on
• HR operations,
• employee relations, recruitment, attendance and workforce management,
• performance management, training, employee engagement, HR compliance and
• reporting
• , while working closely with Production and other operational
• departments.
• The successful candidate must be
• comfortable working in a factory environment and understand the HR

Responsibilities

• A. HR Operations & Administration
• Manage day-to-day HR activities and maintain accurate employee
• records and personnel files.
• Manage employee lifecycle processes including recruitment,
• onboarding, confirmation, transfers, promotions, contract renewals and
• exits.
• Ensure HR policies, procedures and processes are effectively
• implemented.
• Maintain accurate employee headcount and HR records.
• Prepare regular HR reports and workforce statistics for
• management.
• Maintain confidentiality and proper control of employee
• information.
• B. Recruitment & Workforce Planning
• Coordinate recruitment for production, technical, supervisory
• and administrative positions.
• Work with Production and Department Heads to identify manpower
• requirements.
• Source, screen and interview candidates and coordinate
• reference/background checks.
• Coordinate offers, contracts and onboarding.
• Maintain talent pipelines for critical positions.
• Monitor the use of casual, temporary and contract labour and
• advise management on workforce requirements.
• C. Employee & Industrial Relations
• Act as a first point of contact for employee grievances,
• complaints and workplace concerns.
• Support investigations and disciplinary processes in accordance
• with company policy and employment legislation.
• Advise supervisors and managers on employee relations and
• disciplinary matters.
• Monitor workplace relations and proactively identify potential
• conflicts.
• Support management in maintaining positive employee-management
• relations.
• Where applicable, support matters relating to trade unions and
• collective agreements.
• D. Attendance, Leave & Workforce
• Discipline
• Monitor attendance, punctuality, absenteeism and employee
• timekeeping.
• Analyse absenteeism trends and recommend corrective measures.
• Monitor leave utilisation and ensure proper approval and
• documentation.
• Monitor overtime and ensure appropriate authorisation.
• Work with supervisors to address attendance and workforce
• discipline issues.
• Support effective management of shift workers.
• E. Performance Management & Training
• Coordinate the performance appraisal process and ensure timely
• completion.
• Support managers in setting employee objectives and KPIs.
• Assist in managing poor performance and Performance Improvement
• Plans.
• Identify training and development needs in collaboration with
• departmental managers.
• Coordinate induction, training programmes and maintain training
• records.
• Support employee development and succession initiatives.
• F. Employee Engagement & Culture
• Support initiatives that promote a positive, collaborative and
• performance-oriented workplace culture.
• Coordinate employee engagement, recognition and welfare
• initiatives.
• Maintain effective communication between employees and
• management.
• Identify employee morale and engagement issues and recommend
• appropriate interventions.
• Support initiatives aimed at improving employee retention and
• reducing avoidable turnover.
• G. Compliance & HR Advisory
• Ensure HR practices comply with applicable employment and
• labour legislation and company policies.
• Maintain proper documentation for disciplinary, grievance,
• recruitment and termination processes.
• Support HR audits and statutory compliance requirements.
• Keep management informed of significant HR and employee
• relations issues.
• Advise supervisors and managers on HR policies, procedures and
• employee matters.
• H. Manufacturing HR & Operational
• Support
• Work closely with Production, Operations, HSE, Quality,
• Maintenance and other departments.
• Understand production schedules and their impact on manpower
• requirements.
• Support effective deployment and utilisation of the workforce.
• Monitor labour productivity, overtime, absenteeism and employee
• turnover.
• Participate in operational meetings and provide HR input where
• required.
• Support change management arising from new equipment,
• automation, restructuring or changes in production processes.
• Promote compliance with factory rules, HSE