Vacancies at HF Group

Principle Accountabilities
HR Technology & Systems Management

• Administer, configure, and optimize HR systems including HRIS, LMS, and performance management tools.
• Manage system workflows, role-based access, and integrations across platforms.
• Lead HR tech initiatives such as new module deployments, upgrades, and system testing.
• Ensure data accuracy, consistency, and compliance across all HR platforms.
• Act as the primary liaison between HR, IT, and system vendors.

  HR Digital Transformation

• Drive the HR digital roadmap and modernization strategy.
• Recommend HR technology improvements aligned to organizational needs.
• Document workflows, SOPs, and user guidelines for HR systems.
• Provide training, change management, and system support to HR and employees.

Automation Enablement

• Identify HR processes suitable for automation using AI and RPA tools.
• Implement intelligent solutions such as AI-powered recruitment, chatbots, predictive analytics, and skills-based matching.
• Integrate AI capabilities with existing HR systems and workflows.
• Evaluate emerging HR-AI technologies and recommend adoption.

Data Analytics & Workforce Insights

• Ensure all staff loan application are compliant with loan policy i.e., performance, meets Debt ratio threshold, CRB checks etc.
• Input staff loans in the system i.e., car, mortgage, plot loans, unsecured loans etc.
• Streamline the staff process providing recommendations on process improvement.

Compliance, Risk & Data Security

• Ensure compliance with data protection regulations.
• Maintain system security, access controls, and audit trails.
• Support audits related to HR technology and data.
• Promote best practices in data privacy and cybersecurity.

Principal Outputs

• High HR system uptime and platform reliability.
• Increased process efficiency through automation.
• High user adoption and satisfaction for HR systems.
• Improved data accuracy and reduced reporting turnaround times.
•  Successful implementation of digital transformation initiatives.
• Reduction in manual HR workload and operational inefficiencies.

Key Competencies and Skills

Technical Competencies

• Strong analytical and numerical skills.
• High attention to detail with a commitment to accuracy.
• Proficiency in HRIS platforms (e.g., Workday, SAP SuccessFactors, Oracle, BambooHR, Zoho People).
• Strong understanding of AI tools (Microsoft Copilot, Azure AI, Power Automate, UiPath).
• Advanced data analytics capabilities: Power BI, Excel, SQL; Python/R is an added advantage.
• Knowledge of API integrations, SSO, workflow automation, and cloud‑based systems.
• Deep understanding of HR processes across the employee lifecycle.

Minimum Qualifications, Knowledge and Experience
Qualifications – Academic and Professional

• Bachelor’s degree in HR, IT, Statistics, Data Analytics, Computer Science, or related field.
• Experience working with AI, automation, or digital HR tools.
• Certifications in HRIS systems, data analytics, or AI/ML fundamentals are an added advantage.
•  3–5 years’ experience in HR systems, HR digital transformation, HR operations, or HR analytics.

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Principle Accountabilities
Payroll and Staff Changes

• Manage processing of terminal dues for exiting staff.
• File and maintain payroll and HR correspondence records.
• Process all payroll changes to ensure accuracy and completeness.
• Prepare payroll approval documents for review and sign‑off.
• Update staff changes in the HR system, including promotions, salary reviews, and other adjustments.
• Process monthly payments for interns.
• Prepare HR-related correspondence such as recommendation letters, certificates of service, etc.

Records Management

• Prepare visa letters, NSSF letters, and tax-related documents (e.g., P9 forms).
• Ensure all staff documents are correctly filed and up to date.
• Follow up with staff to ensure completeness of documentation.
• Retrieve documents from staff files upon request.
• Ensure files of exited staff are separated from active staff files.
• Maintain the HR file registry securely, ensuring it remains locked and protected.

 Staff Loans Processing

• Review all staff loan applications for compliance with policy requirements (performance, debt ratio threshold, CRB checks, etc.).
• Input staff loans into the system (car loans, mortgages, plot loans, unsecured loans, etc.).
• Enhance the staff loan process and make recommendations for process improvements.

Administration and General Support

• Manage administrative tasks including ordering stationery and submitting invoices to Finance for payment.
• Organize divisional meetings and ensure smooth coordination, including preparation and filing of signed minutes.
• Circulate pension discharge vouchers for signature and ensure timely processing.
• Support HRBPs and the HR Director in implementing HR strategic initiatives including Culture, EVP, HR Roadshows, etc.

Reporting & Continuous Improvement

• Compile and validate HR metrics and raw data for dashboards and management reports.
• Proactively identify and propose at least two process improvement or automation initiatives annually.

Key Competencies and Skills

Technical Competencies

• Exceptional organizational, communication, and multitasking skills.
• Strong attention to detail and commitment to data accuracy and integrity.
• Proactive problem‑solving mindset focused on continuous improvement. 
• Strong compliance orientation and customer service mindset.
• Strong analytical and numerical skills.
• High level of confidentiality and integrity.

HR Core Competencies

• Personal effectiveness and professional credibility.
• Influencing and negotiating skills.
• Process discipline, integrity, and quality orientation.
• Organizational savviness and business acumen, with strong communication and stakeholder engagement skills.

Minimum Qualifications, Knowledge and Experience

• Bachelor’s degree in HR, Business Administration, Finance, or a related field.
• Knowledge and experience in HRIS and payroll systems.
• Strong understanding of Kenyan labor laws and tax regulations.
• Certified Human Resources Professional (CHRP) Level II or higher is preferred
• Proficiency in Excel and People Analytics
• 2–3 years of experience in compensation and benefits or HR operations.