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Open nowFirst seen 32 hours ago

Human Resource Officer

GAP RECRUITMENT SERVICES LIMITED10 open roles

Where
Nairobi, Kenya
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Your applicationOpen nowHuman Resource OfficerGAP RECRUITMENT SERVICES LIMITED · Nairobi, Kenya

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The clock on this job

Early applications get read.

13.5% of postings close within 7 days. Measured by our own scanner across the market. GAP RECRUITMENT SERVICES LIMITED postings stay open a median of 11 days.

Share of postings closed within
  1. 2.3%1 day
  2. 4.6%3 days
  3. 13.5%7 days
  4. 21.8%14 days
  5. 36.6%30 days
  6. 58.9%60 days
This job: first seen 32 hours ago

GAP RECRUITMENT SERVICES LIMITED median: 11 days open

The posting

Job Title: HUMAN RESOURCE OFFICER

Industry: Manufacturing

Location: Nairobi, Kenya

Reporting to: Director

Gross Salary: KES. 70,000 – 80,000

Application Deadline: Friday, 20 November 2026

PURPOSE OF THE ROLE

This role exists to ensure the organisation has the right people, stable industrial relations and compliant, well-run HR systems to support manufacturing performance. The Human Resource Officer owns the day-to-day HR function end to end: keeping production adequately staffed, managing union and employee relations without disruption, running accurate payroll and compliant HR operations, and building a workforce that is engaged, productive and clear on what is expected of it.

Success is measured by outcomes, not activity: no production downtime from staffing gaps, no escalated labour disputes, clean statutory compliance, payroll on time every month, and measurable improvements in retention and productivity within the first year.

THE OPPORTUNITY

Our client, a manufacturing company based in Nairobi, is hiring a Human Resource Officer to take full ownership of the day-to-day HR function. Success in this role is defined by results, not activity. Within the first 12 months, the successful candidate will have delivered the performance objectives below.

This role suits a hands-on HR professional who has already achieved measurable results in a labour-intensive manufacturing environment, particularly with blue-collar employees, Collective Bargaining Agreements (CBAs) and industrial relations, and who can point to specific outcomes they have personally delivered.

SET EXPECTATIONS

First 30 Days: Understand and Stabilise

  1. Complete a full handover of all open grievances, disciplinary cases, labour disputes and claims, and take ownership of each with a resolution plan.
  2. Meet all departmental managers, supervisors and union representatives, and map the current state of staffing, industrial relations and HR compliance.
  3. Review the last three payroll cycles and identify any accuracy, timeline or process risks.
  4. Deliver to the Director a written assessment of HR's current state, top risks and priorities for the next 60 days.

First 60 Days: Diagnose and Fix

  1. Complete a staffing gap analysis against production requirements and present a workforce plan with recruitment timelines.
  2. Establish a regular consultation rhythm with union representatives and supervisors, with no unresolved issues escalating.
  3. Resolve or bring to a clear resolution path all inherited grievances and disputes within labour law and policy timelines.
  4. Deliver payroll accurately and on time for both cycles, with any process fixes implemented.

First 90 Days: Deliver and Systematise

  1. Close all critical staffing gaps or have signed-off recruitment plans in motion for each.
  2. Complete a compliance audit of HR policies, contracts, statutory documentation and employee records, with a gap-closure plan agreed with the Director.
  3. Deliver a functioning workforce database and the first monthly HR report used in a management decision.
  4. Present the top HR-related operational challenges with practical, costed recommendations.
  5. Agree 12-month performance objectives with the Director covering the five key performance areas below.

Success at 90 days looks like: HR is stable, compliant and trusted. The Director has full visibility of the function, urgent issues are resolved or controlled, and the roadmap for the rest of the year is agreed.

KEY PERFORMANCE OBJECTIVES

1. Workforce Planning and Staffing

  • Within the first 90 days, assess current staffing levels against production requirements and deliver a workforce plan that closes all critical staffing gaps.
  • Reduce average time-to-fill for production and support roles to within agreed timelines, measured against the current baseline.
  • Build and maintain an accurate workforce database that management uses for manpower planning decisions, with data verified as complete and up to date each quarter.

Success looks like: No production downtime attributable to unfilled positions, and a workforce plan signed off by the Director within the first quarter.

2. Industrial Relations and Employee Management

  • Take full ownership of all open grievances, disciplinary cases and labour disputes within 30 days, and resolve each within the timelines set by labour law and company policy.
  • Establish a working relationship with union representatives and supervisors within the first 60 days, demonstrated by a functioning consultation rhythm and no escalation of unresolved issues.
  • Lead CBA implementation and compliance so that agreed terms are applied consistently, with zero successful claims arising from misapplication.
  • Analyse recurring employee relations issues within the first six months and implement corrective measures that measurably reduce grievances and workplace disruption.

Success looks like: Stable industrial relations, disputes resolved before escalation, and a documented reduction in recurring grievances year on year.

3. HR Operations, Payroll and Compliance

  • Deliver payroll accurately and on time every month, with payroll errors reduced to near zero within the first two cycles.
  • Complete a compliance audit of HR policies, contracts, statutory documentation and employee records within 90 days, and close all identified gaps within six months.
  • Produce a monthly HR report for management containing workforce data that directly supports at least one management decision per quarter.

Success looks like: Clean statutory and labour inspections, payroll processed without corrections, and management relying on your HR data to make decisions.

4. Performance Management and Employee Development

  • Roll out a functioning performance appraisal process across all departments within six months, with every employee holding documented, measurable objectives.
  • Partner with departmental managers to identify and close performance gaps, with improvement plans in place for all underperforming roles.
  • Deliver a training needs analysis and annual training plan within the first six months, including induction and job-specific training, and demonstrate measurable improvement in trained areas.

Success looks like: Every employee knows what is expected of them, appraisals are completed on schedule, and training produces visible productivity gains.

5. Employee Engagement and Organisational Effectiveness

  • Design and implement at least two engagement, welfare or retention initiatives in the first year, with measurable impact on morale, retention or productivity.
  • Identify the top HR-related operational challenges within 90 days and present practical, costed recommendations to the Director.

Success looks like: Improved retention against the current baseline and HR practices that management recognises as supporting business performance.

WHAT SUCCESS REQUIRES

Candidates will be assessed on evidence of having achieved comparable results, not on credentials alone. In practice, this will most likely mean:

  • A Bachelor's degree or Postgraduate Diploma in Human Resource Management or a related field.
  • Registered membership of the Institute of Human Resource Management (IHRM), Kenya.
  • Around 5 years of progressive HR experience, with demonstrated results in the manufacturing sector.
  • A track record of managing a blue-collar, labour-intensive workforce, with specific examples of outcomes delivered.
  • Proven results in CBA administration, union relations and industrial relations management.
  • Strong working knowledge of Kenyan labour laws, payroll administration, statutory compliance and HR policies.
  • Demonstrated achievements in performance management, job grading, compensation and benefits administration.

CORE CAPABILITIES

The interview process will ask you to provide specific, verifiable examples of how you have demonstrated:

  • Industrial Relations Expertise: Complex employee relations matters, CBA implementation and labour disputes you have personally resolved.
  • Commercial and Operational Awareness: Decisions you have made that improved workforce productivity or protected manufacturing operations.
  • Professional Maturity: Sensitive matters you have handled with sound judgement while engaging confidently with senior management.
  • Analytical and Problem-Solving Ability: HR data you have interpreted and turned into practical solutions.
  • Integrity and Confidentiality: Sensitive employee information you have handled with discretion.
  • Interpersonal Effectiveness: Productive relationships you have built across all levels of an organisation.
  • Execution and Accountability: HR outcomes you have delivered hands-on in a fast-paced manufacturing environment.

HOW TO APPLY

If you can demonstrate the results described above, submit your CV and a short cover note highlighting two or three specific HR outcomes you have personally delivered in a manufacturing environment.

Application Deadline: Interested and qualified candidates are invited to submit their CVs by latest Tuesday, 10th November, 2026 at https://gaprecruitment.careers-page.com/

Applications will be reviewed on a rolling basis, and early applications are encouraged.

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