HR Manager

1. Strategic HR Leadership & Talent Management : 

• Workforce Planning: Translate business goals into a comprehensive manpower plan and oversee the full recruitment lifecycle for senior and critical roles.
• Onboarding & Integration: Design and lead induction programs that integrate new hires into the company culture immediately.
• Performance Management: Own the annual KPI and appraisal cycle. Train line managers on how to give effective feedback and manage underperformance.
• Learning & Development (L&D): Identify skills gaps and source training programs to elevate staff competency across the organization. Develop, Perform & Monitor the Training Program.

2. Payroll Administration & Benefits : 

• Payroll Preparation: Lead the end-to-end preparation of the monthly payroll, ensuring all data (new hires, exits, promotions, leave) is captured accurately.
• Deductions & Adjustments: Manage all payroll variables, including statutory deductions (PAYE, NSSF, NHIF), loan repayments, overtime, and leave-without-pay adjustments.
• Benefits Management: Administer staff benefits such as medical insurance, pensions, and bonuses, ensuring timely enrolment and renewals.
• Finance Liaison: Submit the final verified payroll file to the Finance Department for final audit and disbursement.
• Work closely with the Finance Manager for the management of employee benefits, i.e., salary reviews, company cars, pensions, expenses…

3. Employee Relations, Culture & Compliance : 

• Legal Safeguarding: Act as the primary expert on local labor laws. Ensure all contracts, handbooks, and policies are legally compliant and updated annually.
• Conflict Resolution: Lead sensitive disciplinary hearings and grievance procedures, ensuring fairness and minimizing litigation risk.
• Provide HR advice to line managers and employees on day-to day operational topics and legal questions.
• Create, develop, and monitor HR policies, procedures, and processes in line with Egis Headquarters’ guidance and recommendations.
• Engagement: Develop and track employee engagement initiatives (surveys, town halls, team building) to maintain high morale and retention.
• Organizational Culture: Act as the "culture champion," ensuring company values are reflected in every policy and internal interaction.

4. HR team Management : Manage and develop 3 team members 

• Bachelor’s or Master’s degree in Human Resources, Business Administration, Law, or a related field.
• Minimum of 5 years of experience in Human Resources, Employee Relations, or related functions.
• Fluent in English.
• Good knowledge of employment legislation, particularly relating to employee relations.
• Proven experience in influencing and coaching managers on Employee Relations matters.
• Ability to respond to competing priorities and manage a diverse workload.
• Balances analysis, wisdom, experience, and perspective when making decisions.
• Makes timely, informed decisions that consider the facts, goals, constraints, and risks.
• Ability to maintain confidentiality in sensitive matters and display initiative when required.