HR MANAGER

Department

Human Resources

Reports To

General Manager

Experience Target

5–8 years

Salary Target

KES 70,000 per month

Employment Level

Leadership / HOD

JOB PURPOSE

Leads the hotel’s human resources function, ensuring effective recruitment, employee relations, training, performance management, compensation administration and compliance for a large multi-department workforce.

KEY RESPONSIBILITIES

• Manage workforce planning, recruitment, selection and onboarding across all hotel departments.
• Develop and maintain personnel records, contracts, job descriptions, policies and HR documentation.
• Oversee employee relations, grievance handling, investigations and disciplinary processes.
• Ensure compliance with Kenyan labour law, statutory employment requirements and hotel HR policies.
• Coordinate performance-management processes, probation reviews, confirmations, PIPs and succession planning.
• Oversee staff training and development programmes, including induction and service/operational training.
• Manage compensation and benefits administration and provide accurate employee data for payroll processing and review.
• Monitor attendance, leave, absenteeism, overtime, staff turnover and manpower costs.
• Supervise the HR/Training Officer and Staff Welfare/Canteen Coordinator.
• Advise the General Manager and HODs on employee relations, staffing, disciplinary and policy matters.
• Coordinate staff welfare, uniforms, canteen standards, employee engagement and communication initiatives.
• Prepare HR reports and manpower dashboards for management review.

MINIMUM REQUIREMENTS

• Bachelor’s degree in Human Resources, Business Administration or related field.
• 5+ years in HR, including at least 2 years in a managerial role; hospitality experience preferred.
• Strong knowledge of labour-law compliance, recruitment/onboarding, employee relations and disciplinary procedures.
• Experience managing training programmes, HR administration, compensation/benefits and performance management.
• Strong communication, confidentiality, documentation and conflict-resolution skills.
• HR professional certification such as IHRM/SHRM is an advantage.

KEY PERFORMANCE INDICATORS

• Vacancy fill time and quality of hire
• Staff turnover and absenteeism
• Disciplinary/grievance case turnaround
• Training completion and effectiveness
• Payroll/HR-data accuracy
• Labour-law and HR-policy compliance