Human Resource Manager at Unga Holding

Role Purpose:

• The HR Manager leads the implementation of robust HR plans, the role optimizes business performance, maximizes workforce productivity across all functions in the business, and ensures world-class standards in line with HR policies and industry best practices. The role holder will delivers a seamless blend of agile operational execution and long-term strategic HR support. Additionally, the role provides strong functional leadership, mentorship, and development to the Human Resource Advisor.

Key Duties and Responsibilities:

HR Costs & Workforce Planning

• Manpower Utilization: Structure and implement productive workforce plans within budgeted costs in collaboration with departmental heads to optimize employee productivity and manpower utilization.  
• Financial Strategy: Manage the success of Human Resources financial strategies for the business unit by estimating, forecasting, and anticipating human capital requirements, market trends, and variances.  
• Budgetary Monitoring: Rigorously monitor approved staff costs and headcount budgets of the business to ensure strict alignment with establishment requirements.

HR Operations

• Plant Partnership - Work closely with Plant Managers to translate business needs into clearly articulated and actionable organization and people requirements.
• Metrics & Analytics - Analyze HR trends and metrics in partnership with the broader HR team to develop targeted solutions, programs, and strategic organizational policies.
• c.    Policy Governance - Contribute to the continuous updating of HR policies and practices, lead the training of staff on these policies, and ensure flawless implementation across all sites.
• Operational Reporting - Oversee the regular preparation and submission of relevant management reports, including weekly, monthly, quarterly, and year-end human resource reports.
• egal Compliance - Maintain deep, in-depth knowledge of legal requirements related to the day-to-day management of employees, effectively reducing legal risks and ensuring full regulatory compliance; partner with the legal department as required.  
• Workforce Discipline Tracking: Review absenteeism and timekeeping information for the supported business units, raise potential red flags with line managers, and develop targeted mitigation action plans.  
• Leave Management: In liaison with business unit and site heads, ensure that comprehensive annual leave plans are established, tracked, and strictly adhered to.  
• Organizational Projects: Proactively drive and participate in core organizational culture and performance initiatives, including Continuous Improvement (CI), Corporate Social Responsibility (CSR), Great Place to Work (IGPW), and Teambuilding events.

Learning and Development

• Capacity Building - Enhance the department’s competencies and operational capabilities through the development and implementation of L&D strategies that noticeably elevate staff performance and productivity. 
• Growth Frameworks - Maintain up-to-date and actioned Personal Development Plans (PDPs), structured onboarding plans, and drive quarterly Face-to-Face (F2F) performance and development sessions.
• Learning Program Oversight - Oversee both departmental and individual learning programs across the entire business unit.  
• Evaluation - Evaluate and monitor training programs to guarantee success and follow up closely to ensure core training objectives are met.
• Needs Assessment - Identify training needs for business units and flag individual executive coaching requirements where necessary. 
• Culture & Engagement - Participate actively in developing the employee engagement strategy, communicate the engagement calendar of activities, and ensure the successful delivery of all signature engagement activities..

Performance &Talent Management

• Framework Delivery – Drive the implementation of the company’s overarching talent management framework, ensuring robust talent acquisition, development, engagement, and retention practices.
• Performance Culture - Align staff to overarching business objectives to embed a result-oriented performance culture driven by suitable performance management practices and targeted leadership development programs.  
• Cycle Coordination - Coordinate and facilitate the entire process of performance management, ensuring timely submission of performance reports and comprehensive data analysis within the business unit/site.
• KPI Alignment - Collaborate with team leaders to ensure the achievement of learning and development KPIs as outlined in the performance management strategy.
•  Succession & Career Paths - Support the development of structured departmental succession plans and clear career paths for all critical and high-risk roles within the business.
• Performance Improvement - Provide professional support, coaching, and guidance to managers during the implementation of Performance Improvement Plans (PIP). 
• Talent Acquisition - Recruit the right talent through effective implementation of Unga hiring systems, processes, and tools to attract and select employees with highly competitive attributes and skills.  

Employee Relations

• Internal Consultancy - Function as an internal consultant to both management and employees to help them identify and resolve grievances, encourage excellent management practices, anticipate internal organizational issues, propose solutions, and balance employee perspectives.  
• Disciplinary Governance -   Facilitate a culture of fair employee relations by managing the internal disciplinary process within the strict parameters of Kenyan labor legislation and the Unga Code of Ethics and Conduct and Disciplinary Policy. 
• Union & Stakeholder Management - Establish and sustain professional, appropriate, and progressive relationships with the Union, ensuring full compliance with the Collective Bargaining Agreement (CBA) as well as company rules and regulations.  
• Function as an internal consultant to management and employees by helping them identify and resolve issues, encouraging excellent management practices, anticipating internal organization issues, proposing solutions and understanding/representing the employee perspective

Job Requirements

Minimum Requirements:

• Bachelor’s degree in Human Resource Management or a business related field 
• Minimum 8 years’ experience in HR with 3 years preferably in a similar role in a manufacturing set up
• Professional Membership (IHRM) with a valid practicing certificate
• CHRP Certification
• Good understanding of labor related laws and Industrial Relations
• Working knowledge of HRIS
• Strong verbal and written communication skills
• Strong interpersonal skills
• Proficient in use of Microsoft suites

Key Attributes/ Competencies:

• Business acumen
• Strategic mindset
• Strong stakeholder management skills
• Customer Focus
• Strong leadership, managerial Skills and ability to influence decisions
• Strong Planning and Organizing skills
• Excellent oral and written communication skills
• Coaching and counseling skills an added advantage