Job Vacancies at Victory Farms

As a strategic leader, the Senior HR Manager will spearhead the development and execution of HR initiatives aligned with organizational goals. This role demands a seasoned professional with a deep understanding of HR functions, including recruitment, employee relations, payroll management & compensation, performance management, and compliance. The successful candidate will be responsible for managing a diverse workforce, enforcing HR policies, and fostering a positive and inclusive work culture. Strong analytical skills and a data-driven approach are essential for driving operational efficiency and measuring HR performance.

Roles & Responsibilities:

Senior Human Resource Manager

• Strategic Leadership: Develop and implement HR strategies that support business objectives, foster a high-performance culture, and ensure compliance with the Kenyan Employment and labour laws.
• Operational Excellence: Oversee the full spectrum of HR functions including talent acquisition, employee relations, performance management, compensation and benefits, and training and development.
• Workforce Management: Manage a diverse workforce, balancing the needs of permanent and casual staff while ensuring fair and equitable treatment.
• Policy Enforcement: Maintain the highest level of HR integrity by strictly enforcing company policies, particularly those related to casual hiring.
• Data-Driven Decision Making: Leverage HR analytics and metrics to inform strategic decisions and optimize HR processes.
• Culture Building: Foster a positive and inclusive work environment that aligns with the company’s values and attracts top talent.
• Systems Management: Oversee the implementation and maintenance of HR system and databases
• Health Insurance: Manage staff health policies, including medical insurance contracts and statutory obligations
• Legal Compliance: Ensure strict compliance with Data Protection Act in all HR and administrative processes as well as compliance with labor laws, collaborating closely with the legal team on disciplinary matters.
• HR Audit: Prepare for and support regular HR and administration audits and actively participate in safeguarding and risk management committee.
• Communication: Facilitate employee communication and services while advising on disciplinary, grievance, and conflict resolution procedures.
• Compensation Management: Participate in compensation reviews and benchmarking, driving internal equity by following the applicable compensation policies and advising management on compensation levels based on internal equity and external competitiveness analysis.
• Learning & Development: Manage and coordinate the delivery of learning solutions across the business as well as provide advice and coaching to line managers in accordance with established HR policies and procedures to enable people management topics.

Skills and qualifications:

• Bachelor’s degree in a relevant field such as in Human Resource Management or a related discipline. Master’s degree in Human Resource Management, Business Administration, or a related field will be an added advantage.
• CHRP-K or Post graduate diploma in Human Resources Management qualification.
• A minimum of Ten (10) years of progressively responsible experience in human resource management with at least Five (5) years in senior management.
• Must be a registered member of IHRM.
• Strong ability to enforce HR policies and maintain high standards of HR practice.
• Proven experience managing and working in an HR management capacity with large multi-cultural teams
• Demonstrated proficiency in all core HR functions including recruitment, talent management, employee relations, performance management, compensation and benefits, and compliance

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As the HR Business Partner at Victory Farms you will serve as a strategic partner to business leaders, providing end-to-end HR support to drive organizational effectiveness, workforce planning, and employee engagement. In this role you will ensure alignment between HR initiatives and business objectives while fostering a positive and productive work environment.

Key Responsibilities

Strategic HR Partnership & Workforce Planning

• Partner with Heads of Departments (HODs) and managers to align HR strategies with business goals.
• Lead the headcount planning and approval process. This will include; Compiling staffing needs based on business demands, preparing and presenting staffing proposals for leadership review and ensuring proper documentation and approvals for implementation.
• Conduct HR reviews with HODs/managers, including; aanalysing staff costs, including casual labour utilization and ccollaborating on improvement initiatives and setting performance targets.

Talent Acquisition & Onboarding

• Work with hiring managers to review hiring needs and develop accurate job descriptions.
• Conduct second-level CV screening to ensure quality shortlisting.
• Provide interview support, including structuring assessments and participating in interviews where necessary.
• Champion the onboarding process to ensure seamless integration and experience for new hires.

Performance Management & Employee Relations

• Guide the performance management cycle, including setting KPIs, review timelines, and feedback mechanisms.
• Facilitate performance improvement plans (PIPs), coaching sessions, and growth paths for underperforming staff.
• Manage the disciplinary process i.e: Draft show-cause letters, coordinate disciplinary hearings, and implement outcomes in accordance with policy and ensure fair, consistent, and legally compliant resolutions.
• Promote a positive workplace culture through engagement initiatives, and monthly HR-employee feedback forums.
• Act as the first point of contact for all employee relations matters; mediate conflicts and manage grievances professionally.

HR Compliance & Policy Implementation

• Ensure compliance with all local labor laws, health and safety standards, and employment regulations
• Maintain up-to-date employee records and ensure HRIS accuracy
• Regularly review and update HR policies to ensure relevance and compliance.
• Support HR audits and internal control requirements.

Learning, Development & Culture

• Collaborate with the L&D team to ensure learning programs are aligned with department and business goals.
• Work with department heads to identify skill gaps and feed into the L&D needs analysis process.
• Champion the implementation and adoption of learning initiatives across business units.
• Be a visible ambassador of the company’s values and drive initiatives that promote a positive, inclusive culture.

Skills and Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field. Masters Degree in a related field will be an added advantage.
• Minimum 5 years in HR, preferably as an HR Business Partner or HR Generalist in a fast-paced environment.
• Strong knowledge of labour laws and maintain high standards of HR practice.
• Excellent communication, negotiation, and conflict resolution skills.
• Proficiency in HRIS and Microsoft Office.
• Analytical mindset with the ability to interpret workforce data.
• Strong stakeholder management skills.