Background

Adept Systems is a Kenyan company established in 1994, providing a full range of management consultancy services in the areas of human resources.

Role Overview

The HR Manager will provide hands-on leadership of the day-to-day HR operations function, ensuring consistent, compliant, and high-quality HR service delivery across all sites. The role serves as the critical operational bridge between the Director of Human Resources, internal business stakeholders, a geographically distributed HR team and external HR consultants. The role requires an experienced HR practitioner who thrives in high-volume operational environments, can manage and develop an HR team, and brings the discipline to translate strategic HR direction into consistent on-the-ground execution.

Key Responsibilities

• Oversee and manage the full cycle of day-to-day HR operations across all sites, ensuring uniform standards and timely service delivery.
• Develop, implement, and continuously improve HR operational processes, workflows, and standard operating procedures (SOPs).
• Monitor HR service delivery metrics and take corrective action where performance gaps are identified.
• Ensure HR administration — including contracts, onboarding, offboarding, employee records, and leave management — is executed accurately and on time.
• Drive the adoption of structured HR practices as the business transitions from its prior decentralised model.
• Provide day-to-day supervision, guidance, and professional development support to a geographically distributed HR team.
• Coordinate workloads, set clear priorities, and maintain accountability across field-based HR officers and administrators.
• Build team capability through coaching, regular performance reviews, and structured learning initiatives.
• Foster a culture of service excellence, consistency, and continuous improvement within the HR team.
• Act as the primary operational interface between the external HR consulting firm, the Director of Human Resources, and internal business units.
• Translate strategic HR direction and frameworks from the consulting firm into actionable plans and communicate these clearly to the HR team.
• Provide regular, structured HR operational updates to the Director of Human Resources and flag issues requiring strategic attention.
• Collaborate with site managers and departmental heads to understand workforce needs and deliver responsive HR support.
• Ensure organisational compliance with the Employment Act 2007, the Labour Relations Act, and all applicable employment regulations.
• Manage employee relations matters, including grievances, disciplinary processes, and dispute resolution, ensuring procedural fairness and legal compliance.
• Maintain up-to-date knowledge of evolving labour legislation and proactively advise management on implications for the business.
• Oversee Collective Bargaining Agreement administration where applicable, coordinating with management on compliance obligations.
• Maintain robust HR documentation, audit trails, and records management practices to support compliance and governance.
• Support the effective management of a mixed workforce (casual, fixed-term, and permanent staff), including rostering, attendance, and contract administration.
• Partner with line managers on performance management, probation reviews, and capability processes.
• Coordinate recruitment and selection processes for operational and mid-level roles, working with the external consulting firm on senior appointments.
• Oversee onboarding programmes to ensure new employees are effectively integrated into the business.
• Compile and present accurate HR operational reports covering headcount, turnover, absenteeism, disciplinary trends, and compliance status.
• Maintain and interrogate HR data systems to provide insights that inform decision-making at the Director level.
• Identify patterns and workforce risks through data analysis and recommend proactive interventions.

Qualifications and Experience

• Bachelor's degree in Human Resource Management, Business Administration, or a related field. (A master’s is an added advantage.)
• Membership of the Institute of Human Resource Management (IHRM) Kenya is required.
• Minimum 6–8 years of progressive HR experience, with at least 3 years in an HR management or supervisory role.
• Demonstrable experience managing HR operations in a large-scale, multi-site or manufacturing environment — FMCG or food production background is a strong advantage.
• Proven track record managing a distributed HR team across multiple locations.
• Solid, hands-on experience navigating the Kenyan labour legislative framework, including the Employment Act 2007, the Labour Relations Act, and OSHA compliance.
• Experience working alongside or managing relationships with external HR consultants, service providers, or shared service functions.

• Oversee and manage the full cycle of day-to-day HR operations across all sites, ensuring uniform standards and timely service delivery.
• Develop, implement, and continuously improve HR operational processes, workflows, and standard operating procedures (SOPs).
• Monitor HR service delivery metrics and take corrective action where performance gaps are identified.
• Ensure HR administration — including contracts, onboarding, offboarding, employee records, and leave management — is executed accurately and on time.
• Drive the adoption of structured HR practices as the business transitions from its prior decentralised model.
• Provide day-to-day supervision, guidance, and professional development support to a geographically distributed HR team.
• Coordinate workloads, set clear priorities, and maintain accountability across field-based HR officers and administrators.
• Build team capability through coaching, regular performance reviews, and structured learning initiatives.
• Foster a culture of service excellence, consistency, and continuous improvement within the HR team.
• Act as the primary operational interface between the external HR consulting firm, the Director of Human Resources, and internal business units.
• Translate strategic HR direction and frameworks from the consulting firm into actionable plans and communicate these clearly to the HR team.
• Provide regular, structured HR operational updates to the Director of Human Resources and flag issues requiring strategic attention.
• Collaborate with site managers and departmental heads to understand workforce needs and deliver responsive HR support.
• Ensure organisational compliance with the Employment Act 2007, the Labour Relations Act, and all applicable employment regulations.
• Manage employee relations matters, including grievances, disciplinary processes, and dispute resolution, ensuring procedural fairness and legal compliance.
• Maintain up-to-date knowledge of evolving labour legislation and proactively advise management on implications for the business.
• Oversee Collective Bargaining Agreement administration where applicable, coordinating with management on compliance obligations.
• Maintain robust HR documentation, audit trails, and records management practices to support compliance and governance.
• Support the effective management of a mixed workforce (casual, fixed-term, and permanent staff), including rostering, attendance, and contract administration.
• Partner with line managers on performance management, probation reviews, and capability processes.
• Coordinate recruitment and selection processes for operational and mid-level roles, working with the external consulting firm on senior appointments.
• Oversee onboarding programmes to ensure new employees are effectively integrated into the business.
• Compile and present accurate HR operational reports covering headcount, turnover, absenteeism, disciplinary trends, and compliance status.
• Maintain and interrogate HR data systems to provide insights that inform decision-making at the Director level.
• Identify patterns and workforce risks through data analysis and recommend proactive interventions.

• HR Operations Management
• Process Improvement
• HR Metrics Monitoring
• HR Administration
• Team Management
• Coaching and Development
• Performance Management
• Employee Relations
• Labour Law Compliance
• Recruitment and Selection
• Onboarding
• HR Reporting
• Data Analysis

• Bachelor's degree in Human Resource Management, Business Administration, or a related field.
• Membership of the Institute of Human Resource Management (IHRM) Kenya.
• Experience managing HR operations in a large-scale, multi-site or manufacturing environment.
• Experience managing a distributed HR team.
• Experience with Kenyan labour legislation.
• Experience working with external HR consultants.