Human Resource Manager at Langata Hospital

Langata Hospital is a privately owned Hospital within the suburbs of Langata certified to offer both inpatient and outpatient services. The Hospital is rapidly expanding and seeking to recruit a dynamic team for the following positions: Human Resource Manager

Responsibilities

HR Business partnering & support (HR Generalist)

• Manage employee life-cycle according to the HR calendars in strong coordination with top management
• Drive the HR calendar in the business. Ensure that line managers and decision makers are proactively briefed at the start of major events in the HR (for example in performance management)

Payroll Management

• Maintain payroll information by collecting, calculating, and capturing data
• Timely preparation of payroll and manage end-to-end reporting process for the business.
• Update payroll records by capturing changes in exemptions, allowances, insurance coverage, savings deductions and any other changes that may occur within the month.
• Ensure that the statutory reports such as PAYE, NSSF, NHIF, NITA , PENSION, SACCO and HELB are remitted by the end of every month and within set deadlines.
• Ensure that the company is compliant to all laws that relate to payroll processing
• Prepare and submit on a monthly basis all payroll related reports to finance.

HR & Audit Compliance

• Develop and implement policies both mandatory and based on best practice in Kenya
• Addressing adverse ratings on audit findings through implementation of action plans to address the non-compliance.
• Manage relationships with external stakeholders including Labor departments and External Regulatory bodies impacting on the management of employees.
• Ensure compliance with and adoption of applicable labor and or regulatory requirements
• Ensure that all evidence requirements for control reviews and audits are supplied timeously.
• Ensure that the teams understand the compliance requirements in the business. Create actions to address gaps. Monitor compliance training attendance monthly and ensure that teams understand the importance of completing it.

Employee and Industrial Relations

• Monitor and Manage industrial relations climate in the company to ensure workplace productivity and high motivation levels through effective communication and constant consultation with the labor office
• Provide expert guidance and support on all disciplinary matters
• Act as first level escalation point for grievances raised
• Recommends and conducts training in basics of labor law and employee relations to ensure adequate understanding.
• Continuous focus on minimizing people related risks through implementation of quality assurance and good governance.

Office Management and Admin

• Responsible for the local administration i.e. Visitors Management, Staff transport, and general office hygiene.
• Application/renewal of business licenses and business permits.
• Monitor the implementation of the performance process in the team
• Analyze management and technical development needs of the Administration team.

 Strategic HR Leadership

• Working with the top management, consider current and future business plans for expansion, market changes, process and system changes, and review the organization design.
• Engage with managers and members of the leadership team’s executives to look for opportunities to create better alignment between the operation structure of the business and the strategy of the services provided.
• Act as trusted advisor to the senior decision makers on the change approach and the risks associated
• Participate in the development and implementation of the change plans.
• Budget and Workforce Planning (Headcount and employment costs)
• Develop HR budget for the business i.e. Re-forecast process by the means of an upfront workforce planning process
• Guarantee the reliability and completeness of HR data ahead of budget process.
• Actively identify initiatives and seek approval to include in the budget.

Talent Attraction and On-boarding

• Recruit and onboard new joiners
• Conduct exit interviews for members of the business unit executive team, senior management and talent pools, whether they exit voluntarily or involuntarily. Review exit interview analysis for the business unit to determine if there are any flagged risk indicators
• On an annual basis, as part of strategic workforce planning, define the business requirements for using non-permanent resources with the business leaders and manage the process of renewing contracts and engaging new service providers.

Required Education & Experience

• Bachelor’s Degree in Human Resource Management
• Three years of experience working in a busy Hospital.
• Registered with relevant governing body.
• Ready to start immediately.

Professional Competencies

• Integrity and Trust
• Customer Focus
• Functional/Technical Skills
• Interdisciplinary Skills
• Team Oriented
• Excellent organizational and time management skills

Knowledge / Technical & Functional skills:

• Business and management experience in strategic planning.
• Strong background in implementing HR strategy, Talent planning (career management and succession planning), Organizational design, Workforce planning, Training, Employee relations, Talent acquisition
• Excellent written, verbal and interpersonal communication skills in the English language;
• Proficient in Microsoft (Outlook, Word, Excel and PowerPoint) / AMS as Langata Hospital HR ERP.