Jobs at Adept Systems

The Group Human Resource Manager will be responsible for implementing HR practices, policies, and procedures that align with the organization’s business strategy and needs, with an emphasis on culture, change management, and skills development. The incumbent will manage the Human Resource department and its activities to effectively lead and advise employees and managers on all people management issues and ensure compliance with statutory and regulatory requirements, to create an environment that attracts and retains the appropriate staff.

Key Duties/ Responsibilities

• Monitor all HR activities and practices to ensure compliance with statutory requirements and company policies. Keep track of and remain abreast with the legal environment and ensure that the company complies and that all senior staff are aware of HR management requirements.
• Collaborate with department heads to align business goals with talent development strategies, creating a strong future talent pipeline.
• Manage industrial relations effectively and act as the key point of contact with the Trade Union. Offer technical support to all managers in an effort to maintain good industrial relations.
• Plan and monitor the monthly leave schedules and ensure that department heads, managers, and supervisors always provide appropriate levels of cover through effective annual leave planning.
• Address disciplinary issues in line with the provisions of the Employment Act and company policy and ensure fairness and transparency, thus minimizing litigation risks.
• Oversee grievance resolution and ensure that all pertinent issues are addressed in a fair, confidential and transparent manner where possible without becoming a legal issue. For legal disputes, support case management by providing timely information to legal counsel.
• Work with senior management to identify and develop employee capabilities necessary for performance excellence and succession planning.
• Facilitate employee learning and development by assessing capability, identifying gaps, and designing training interventions to redress them. Expected to identify business, department, and individual needs and develop and roll out the training calendar activities as required.
• Ensure all employees are contracted as per company policy and monitor to ensure timely end of probation confirmations and renewals of contracts where applicable. Develop and oversee the implementation of comprehensive induction and orientation programs for all new staff.
• Implement employee relations, social and welfare activities, and employee support programs to create a conducive and respectful workplace and good working relationships between employees.
• Establish systems for managing staff records, including personal data, annual leave and off days, sick leave, etc, ensuring that these are kept up to date and adhere to relevant statutory and regulatory requirements.

Key Outputs/Deliverables

• Effective implementation of HR policies, systems, and procedures that reflect best practice
• Optimal staff who are motivated and competent to deliver the business objective
• Robust succession plans that prepare the organization for the future.
• A disciplined and engaged workforce that delivers set targets.
• A positive industrial relations environment within the company and between the company and relevant third parties such as the Union and the Ministry of Labour
• Cost-effective employee welfare plans to motivate staff
• HR Reports for management review and decision-making

Academic and Professional Qualifications and experience required

• Bachelor’s degree in Human Resources, Social Sciences, or an equivalent field.
• Higher National Diploma in Human Resources Management or CHRP(K) qualification is desired; IHRM membership
• A minimum of Ten (10) years’ experience managing HR processes in a labour-intensive and Unionisable environment
• Proven expertise in industrial relations management and experience working in labour-intensive and unionized environments; and
• Strong knowledge and working experience with Kenyan Labour laws

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Occupancy and Revenue Generation:

• Demand Anticipation: Anticipate demand for accommodation across target universities and colleges through constant engagement with various stakeholders. Prepare promotional campaigns to ensure predictive ramp-up, stabilization, and backfilling across all properties by generating high-quality leads. The stakeholders include foundations, HELB, MoE, Commission of University Education, TVET Authority, and the Kenya Association of Technical Training Institutions (KATTI), who can influence property stabilization directly or indirectly.
• Property Stabilization: Stabilize properties within a fixed timeframe by advance planning and implementing sales initiatives that drive early bookings through the university alliance channel. This includes the execution of signed memoranda of understanding to deploy formally agreed engagements and interventions.
• Creating Promoters and Influencers: Tactically create promoters and positive influencers within the ecosystem of universities and colleges to spread awareness and promote referrals.
• High School Outreach: Reach out to high school students through various interventions, presenting the value proposition for accommodation services.

Campaign Management:

• Onboard, engage, and retain key stakeholders, influencers, and brand promoters within the university alliance ecosystem continuously.
• Align promotional and awareness campaigns for customer acquisition with the university and college calendar (intake, events – academic and non-academic).
• Deploy mutually beneficial interventions that support lead generation and enhance brand visibility for partnering universities and colleges.
• Design and implement university alliance tactics to expand the partner portfolio database.
• Continuously analyze trends based on the university calendar, property churn, occupancy, resident demographics, and referral effectiveness to refine campaigns.
• Develop and implement a comprehensive onboarding matrix for university alliances and retail partners to ensure an exceptional experience.

People and Culture:

• Foster and promote a customer-centric culture within the department to ensure an exceptional experience at every touchpoint.
• Establish and implement efficient and effective departmental systems, processes, and procedures to achieve business objectives.
• Ensure the department is adequately and optimally resourced with personnel, equipment, software, training, and other necessary facilitation to achieve business objectives.

Qualifications and Education Requirements

• Bachelor’s degree in Business Management/Administration. An MBA is preferred.
• 5-10 years of relevant work experience.
• Demonstrated leadership and supervisory skills.
• Strong analytical capabilities with proficiency in collecting, analyzing, and interpreting data.
• A customer-centric approach to understand and meet the needs of both internal and external stakeholders.
• Proficiency in Microsoft Office suite (Word, Excel, PowerPoint, Outlook) and other relevant software applications for data analysis and report generation.
• Excellent communication, negotiation, and relationship-building skills, with the ability to engage effectively with diverse stakeholders.
• Ability to thrive in a fast-paced, dynamic team environment with multiple stakeholders.