Jobs at BURN

About the Role

• The Company Ombuds is BURN’s single, named point of intake and ownership for whistleblowing reports and grievances across all markets. The scope covers reports from employees, contractors, agents, suppliers, and customers. The role receives concerns, opens and manages each as a tracked case, coordinates the appropriate response, and drives every matter to a documented, fair resolution.
• The Ombuds conducts investigations directly for cases within scope, or assigns them to the relevant internal function (People, Legal, Operations, Commercial, or Risk) or to a separate investigator - and manages the case through to closure.
• The role also surfaces recurring themes and systemic risks to senior leadership and the Board, so that patterns - not just individual cases - inform improvements to policy, practice, and culture.

Key Responsibilities

Intake and case ownership

• Serve as the named, trusted point of contact to whom employees, contractors, agents, suppliers, and customers at all levels and in all markets can bring whistleblowing reports and grievances, in confidence.
• Receive, log, and formally open each matter as a case; assess urgency, risk, and the appropriate route; and acknowledge receipt to the person raising it.
• Own each case end-to-end - tracking status, timelines, and follow-through, until it reaches a documented resolution or is formally closed.
• Maintain a secure, confidential case management system and records, with strict access controls and clear data-handling standards.

Investigating and coordinating resolution

• Determine, for each case, the appropriate handling route: informal resolution, referral to management, or investigation.
• Where investigation is required, conduct the fact-finding personally or assign it to the relevant internal function or a separate confidential investigator as appropriate, remaining the custodian of the case throughout.
• Work internally with managers and functions to agree and implement remedies, corrective actions, and outcomes, keeping the case moving to closure.
• Escalate directly to the CEO or Board where a matter implicates senior management, involves serious risk, or otherwise requires independence from the ordinary line.
• Keep the person who raised the concern appropriately informed of progress and outcome, within confidentiality and legal constraints.

Systemic feedback and reporting

• Identify recurring themes, systemic issues, and emerging risks across markets, and provide anonymised, aggregated feedback to the SMT and Board.
• Publish periodic reports on case volumes, categories, resolution times, and organisational trends, protecting the confidentiality of individuals.
• Recommend improvements to policies, practices, and culture based on patterns observed, and track leadership follow-through.

Governance and awareness

• Ensure the whistleblowing and grievance channels are fit for purpose, functioning as expected, well understood across the workforce, and that employees know how to raise a concern and what to expect.
• Maintain clear protocols and referral pathways while preserving the integrity and confidentiality of the case-management function.
• Adapt intake and communication to the cultural, linguistic, and legal contexts of BURN’s markets, so the channel is trusted and accessible to factory, field, and office-based staff alike.

Investigations and risk management

• Personally conduct investigations into whistleblowing reports and grievances where appropriate, including gathering evidence and determining findings of fact.
• Assess the risk element of each case and work closely with the Risk department on matters with material risk exposure.
• Complete relevant investigative and risk-assessment training to maintain competence in case handling and fact-finding.

What the Role Is Not

• The role does not adjudicate or impose disciplinary outcomes; formal decisions remain with the appropriate authority under BURN’s policies.
• The role does not replace statutory reporting obligations in any jurisdiction, nor the authority of Legal or Internal Audit within their mandates.

Qualifications and Experience

• Bachelor’s degree required; advanced degree in law, human resources, organizational psychology, conflict resolution, or a related field preferred.
• 8+ years’ experience in employee relations, grievance or case management, ethics and compliance, mediation, or a related field, with at least 3 years in a senior or standalone capacity.
• Demonstrated experience managing sensitive cases end-to-end, including whistleblowing and grievance matters, and coordinating investigations conducted by others.
• Strong command of confidentiality management, data protection, and secure record-keeping; ability to operate with independence from the structures under review.
• Experience working across multiple countries and cultures; familiarity with African labour and workplace contexts strongly preferred.
• Fluency in English required; French and/or Swahili a significant advantage given BURN’s market footprint.

Competencies

• Unimpeachable integrity, discretion, and personal credibility at all levels, from factory floor to Board.
• Exceptional listening and facilitation skills; calm and effective in emotionally charged situations.
• Strong organization and case-management discipline; reliable follow-through on timelines and commitments.
• Sound judgement on how a matter should be routed - informal resolution, management action, or investigation - and when to escalate.
• Analytical ability to detect patterns and translate individual concerns into systemic insight.
• Cultural intelligence and humility; able to build trust across diverse workforces and hierarchical settings.

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About the Role

• BURN is looking for a Payroll Consultant to ensure a smooth, accurate, and timely payroll delivery throughout the engagement. This is a delivery-focused role rather than a development role, with responsibility for accurate payroll processing, timely statutory filings, and a clean handover at the end of the assignment.

Please note this is a 3 month contract role. 

Key Responsibilities

• Run the full monthly payroll cycle end-to-end for our workforce, meeting internal and statutory deadlines 
• Collect, verify and process daily, weekly and monthly timesheets, including production and shift-based staff 
• Enter and maintain payroll data for new hires, leavers, promotions, transfers and salary changes 
• Calculate and remit statutory deductions and returns such as PAYE, SHIF, NSSF, NITA, Housing Levy, HELB 
• Process and distribute payslips, and respond to employee payroll queries promptly and discreetly 
• Investigate and resolve payroll discrepancies, escalating anything material 
• Take a structured handover at the start of the assignment and give one at the end

Skills & Experience

• Diploma or degree in Accounting, Finance, Human Resources or a related field 
• At least three years running payroll in Kenya, with full ownership of a monthly cycle 
• Working knowledge of Kenyan statutory deductions and returns, and of the Employment Act 2007 
• Strong Excel skills 
• Demonstrable accuracy under deadline pressure, and absolute discretion with confidential data 
• Availability to start immediately and commit for the full three months 
• CPA (part-qualified or above) 
• Payroll experience in manufacturing or another high-headcount, multi-shift environment 
• Experience with casual, contract or seasonal worker payroll 

Qualified Female Candidates encouraged to apply.

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About the Role

• BURN is seeking a commercially driven leader to build and own its Commercial Electric Business Unit — a pan-African business line delivering electric cooking solutions to restaurants and institutions. This is a full P&L ownership role: define the strategy, shape product-market fit, build the go-to-market engine, and scale revenue across multiple markets. The ideal candidate combines B2B sales leadership with entrepreneurial general management — someone who has built or scaled a business unit from the ground up and thrives in high-growth, multi-market environments.

Key Responsibilities

Business Unit Leadership & Strategy

• Own the Commercial Electric BU P&L — revenue targets, margins, budgets, and unit economics across all markets.
• Develop and execute the pan-African go-to-market strategy for restaurants, institutional kitchens, and catering segments, prioritising markets by grid reliability, tariffs, and demand.
• Define the commercial model — direct sales, financing/leasing (cook-to-own, PAYGo), carbon-financed subsidies, and channel partnerships — to unlock adoption at scale.

Sales & Business Development

• Build and manage a pipeline of institutional clients: restaurant chains, hotels, schools, hospitals, government feeding programmes, and large catering operators.
• Lead high-value negotiations and close flagship anchor accounts in priority markets.
• Establish partnerships with utilities, energy access programmes, DFIs, and financiers to de-risk customer acquisition and enable asset financing.

Product & Market Fit

• Act as the voice of the commercial customer: channel field insights on power ratings, durability, kitchen workflows, and after-sales needs into BURN's product and engineering teams.
• Oversee pilots and demonstrations with key accounts, converting proof-of-concept deployments into commercial contracts.

Team & Operations

• Recruit, lead, and develop a high-performing pan-African commercial team (sales, key accounts, technical support).
• Work with country teams to build installation, maintenance, and after-sales capabilities appropriate for commercial-grade usage.
• Establish KPIs, reporting rhythms, and forecasting discipline for the BU, with regular reporting to the SMT.

Carbon & Impact

• Collaborate with BURN's carbon team to structure carbon revenue streams from institutional electric cooking projects, ensuring MRV requirements are embedded in the commercial model.

Skills & Experience

• 8+ years of commercial leadership experience, including at least 3 years in B2B sales, key account management, or business unit leadership.
• Proven track record building or scaling a business line, product category, or market entry — ideally in energy, appliances, FMCG/HORECA, foodservice equipment, or e-mobility.
• Experience selling to institutions and/or the hospitality sector (restaurants, hotels, schools, hospitals, government) strongly preferred.
• Demonstrated P&L ownership with strong commercial and financial acumen (pricing, unit economics, financing models).
• Multi-country Africa experience with the cultural agility to operate across diverse markets.
• Understanding of electric cooking, energy access, carbon finance, or utility partnerships is a strong advantage.
• Exceptional negotiation, communication, and stakeholder management skills up to C-suite and government level.
• Willingness to travel extensively (up to 50%).
• Fluency in English required; French, Swahili, or Portuguese an advantage.