HR Manager

1. Strategic HR Leadership & Talent Management :

• Workforce Planning: Translate business goals into a comprehensive manpower plan and oversee the full recruitment lifecycle for senior and critical roles.

• Onboarding & Integration: Design and lead induction programs that integrate new hires into the company culture immediately.

• Performance Management: Own the annual KPI and appraisal cycle. Train line managers on how to give effective feedback and manage underperformance.

• Learning & Development (L&D): Identify skills gaps and source training programs to elevate staff competency across the organization. Develop, Perform & Monitor the Training Program.

2. Payroll Administration & Benefits :

• Payroll Preparation: Lead the end-to-end preparation of the monthly payroll, ensuring all data (new hires, exits, promotions, leave) is captured accurately.

• Deductions & Adjustments: Manage all payroll variables, including statutory deductions (PAYE, NSSF, NHIF), loan repayments, overtime, and leave-without-pay adjustments.

• Benefits Management: Administer staff benefits such as medical insurance, pensions, and bonuses, ensuring timely enrolment and renewals.

• Finance Liaison: Submit the final verified payroll file to the Finance Department for final audit and disbursement.

• Work closely with the Finance Manager for the management of employee benefits, i.e., salary reviews, company cars, pensions, expenses…

3. Employee Relations, Culture & Compliance :

• Legal Safeguarding: Act as the primary expert on local labor laws. Ensure all contracts, handbooks, and policies are legally compliant and updated annually.

• Conflict Resolution: Lead sensitive disciplinary hearings and grievance procedures, ensuring fairness and minimizing litigation risk.

• Provide HR advice to line managers and employees on day-to day operational topics and legal questions.

• Create, develop, and monitor HR policies, procedures, and processes in line with Egis Headquarters’ guidance and recommendations.

• Engagement: Develop and track employee engagement initiatives (surveys, town halls, team building) to maintain high morale and retention.

• Organizational Culture: Act as the "culture champion," ensuring company values are reflected in every policy and internal interaction.

4. HR team Management : Manage and develop 3 team members

• Bachelor’s or Master’s degree in Human Resources, Business Administration, Law, or a related field.

• Minimum of 5 years of experience in Human Resources, Employee Relations, or related functions.

• Fluent in English.

• Good knowledge of employment legislation, particularly relating to employee relations.

• Proven experience in influencing and coaching managers on Employee Relations matters.

• Ability to respond to competing priorities and manage a diverse workload.

• Balances analysis, wisdom, experience, and perspective when making decisions.

• Makes timely, informed decisions that consider the facts, goals, constraints, and risks.

• Ability to maintain confidentiality in sensitive matters and display initiative when required.