Job Openings at Unga Holding

Role Purpose:

The HR Manager – Employee Experience is responsible for designing, implementing, and managing strategies and programs that enhance the overall employee journey across the organization. This role ensures optimal HR service delivery, drives engagement, strengthens organizational culture, and aligns people strategies with business objectives while maintaining operational excellence in HR processes

Key Duties and Responsibilities:

Employee Experience & Culture Transformation

• Develop and implement onboarding processes that deliver an excellent new joiner experience. 
•  Drive employee engagement initiatives and monitor their impact. 
• Lead employee communication across multiple channels to ensure clarity and alignment. 
• Manage employee welfare programs, team-building activities, and organizational culture initiatives. 
• Design and lead communication of all benefits updates and culture initiatives. 
• Champion culture transformation in collaboration with value champions by Conducting annual employee engagement surveys (EES) and manging feedback loops with HR Managers for behavioral change from EES insights 

Talent Management

• Partner with the HR Managers and EXCO to create and implement robust talent strategies that facilitate the delivery of business strategic objectives.
• Design, deliver, and operationalize a rigorous, objective internal talent review process to build a reliable ready now talent bench.
• Spearhead leadership development, structured coaching models, and mentoring programs to significantly improve the depth, readiness, and agility of the talent pipeline.
•  Systematically collect, analyze, and leverage diagnostic talent analytics to inform precise leadership development planning and comprehensive succession frameworks.
• Formulate, maintain, and continuously iterate structural retention and internal promotion programs to systematically safeguard institutional memory and critical talent.

Performance Management 

• End-to-end management of the corporate performance management lifecycle, overseeing governance, sensitization campaigns, timelines, and performance reporting.
• Direct the development, continuous review, and optimization of the Unga Performance Management System (Hoshin Kanri - HK), ensuring airtight alignment between individual performance metrics and overall business objectives.
•  Partner directly with HR Managers to cultivate a high-performance culture by facilitating goal-cascading and removing operational bottlenecks.
• Lead structured education campaigns to ensure total workforce alignment, fairness, visibility, and transparency across the entire performance management structure.

Strategic Sourcing & Talent Acquisition

• Serve as a strategic talent consulting partner to hiring managers, co-developing high-impact sourcing strategies and talent channels to secure exceptional candidates.
• Support and streamline workforce planning to ensure timely recruitment of appropriate and adequate manpower in line with organizational blueprints.
• Deploy data-led attraction strategies to secure high-caliber external professionals while carefully balancing the internal-to-external recruitment mix to support internal mobility.

Total Compensation, Benefits & Rewards

• Shape a fair, clear, and inspiring compensation system that recognizes hard work and rewards the critical technical skills that push our business forward.
• Propose agile, progressive reward models and strategic benefits partnerships that give our teams great value and keep us competitive, while staying smart with our budget.
• Conduct structured, data-driven salary benchmarking exercises via standard market surveys to secure equity, compliance, and top-market competitiveness.
• Collaborate dynamically with Sales and Finance leaders to govern, iterate, and incentivize growth through the Sales Commission Plan structure.
• Oversee the administration and high-tier vendor management of the Group Medical and Pension schemes to ensure maximum returns and employee security.
• Build fun, value-driven recognition programs that highlight and celebrate the positive everyday behaviors that define our culture.
• Drive corporate Job Evaluation exercises to guarantee robust internal and external parity, building an equitable foundation for reward structures.

Policy Development, Governance & Risk

• Drive total compliance, legal safety, and alignment with statutory legislative environments through rigorous, continuous reviews of HR policies and standard operating procedures (SOPs).
• Provide expert advisory and procedural partnership to the business in enforcing fair, legally compliant, and corrective disciplinary processes.
• Maintain and update the ER/IR and labour dispute register 
• Drive policy changes to be in line with best practice and legal compliance 
• Design and lead communication of all benefits updates and culture initiatives. 
• Proactively audit HR environment to identify new and emerging risks and implement strategies to mitigate.

HR Analytics & Reporting

• Coordinate the centralized HR budgeting process, tracking operational expenditures (OPEX) and cost management metrics.
• Create comprehensive, executive-ready financial reports details on HR cost variations, fiscal leakages, and savings options.
• Establish an analytical framework to monitor, review, and report on critical HR performance metrics including productivity, labor efficiency index, and optimal staff utilization models.
• Maintain an active pulse on industry macro-trends, submitting proactive briefs to the Group HR Director to continuously modernize company policies and frameworks.
• Any other duty assigned.

Job Requirements

Minimum Requirements:

• A Bachelor’s degree in Human Resource Management/Social Sciences or a related field.
• A relevant Masters’ degree is an added advantage.
• A professional qualification in HR with Membership to a relevant professional body.
• Valid IHRM practicing certificate 
• Minimum 7 years of progressive HR experience, with at least 3 years in mid-to-senior management 
• Hands on experience in a majority of HR key areas such as recruitment, culture transformation, remuneration and benefits, performance management, etc
• Proficient in use of HRMIS & Microsoft suites
• Good analytical skills
• Good negotiation and communication skills

Key Attributes/ Competencies:

• Commercial acumen
• Lead change
• Advance strategy
• Drive execution
• Develop self and others

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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