Job Purpose

The Human Resources Officer is a field-based professional responsible for end-to-end HR and administrative support at the Company’s Turkana field site. The officer ensures compliant, effective, and people-centered people operations in a remote, rotational, and multicultural environment in the oil and gas sector.

Operating under the direction of the Human Resources Business Partner and in close collaboration with Department Heads, the HSE team, and the Social Performance function, the HR officer implements HR policies and procedures that align with the Company’s values, the Kenyan Employment Act 2007, and applicable international standards. The Officer acts as a trusted partner in field management and as an accessible resource for all field-based employees.

Key Responsibilities:

Recruitment, Selection & Workforce planning

• Support end-to-end recruitment processes for field-based and rotational positions, including sourcing, shortlisting, interview coordination, and selection documentation in line with the Company’s Recruitment Policy and Section 5-10 of the Employment Act, 2007.
• Coordinate the recruitment of casual and contract employees in compliance with the Employment Act, 2007 (Section 37-39) and ensure all engagements are documented in writing prior to commencement.
• Ensure all employment contracts clearly stipulate: job title and duties, remuneration and benefits, hours of work, place of work, commencement date, probationary period, and applicable terms per Section 9-10 Employment Act, 2007.
• Liaise with hiring managers and department supervisors to forecast staffing requirements and develop field workforce plans in alignment with operational schedules.
• Maintain accurate, current recruitment trackers, candidate databases, and interview records to support reporting, planning, and audit requirements.
• Ensure compliance with affirmative action, gender equity targets, and local content requirements (including preference for Turkana County and Kenyan nationals) as per relevant regulations and the Social License to Operate commitments.
• Conduct pre-employment checks including reference verification, certificate validation, and medical fitness confirmation in accordance with company policy and applicable law.

Onboarding, Induction & Employee Integration

• Design and deliver structured onboarding and site induction programs for all new employees, contractors, and visitors to the field site, in collaboration with the HSE team.
• Ensure all employees receive, acknowledge, and understand the Company’s Code of Conduct, Camp Rules, Grievance Procedures, and HR Policies prior to commencement of duties.
• Coordinate pre-mobilization medical assessments, PPE issuance, and site access administration in alignment with OSHA, 2007 and Company HSE standards.
• Provide orientation on employee rights and obligations under the Employment Act, 2007, WIBA, NSSF, SHIF, and other applicable statutes.
• Support employee integration into the multicultural field environment by facilitating communication of welfare services, employee assistance resources, and community engagement protocols.

HR Administration & Records Management

• Maintain accurate, complete, and confidential employee records (physical and digital) including contracts, personal files, performance records, disciplinary files, and leave records in accordance with the Data Protection Act, 2019 and Company policy.
• Manage leave administration (annual, sick, maternity, paternity, study, compassionate, and emergency leave) in strict compliance with the Employment Act, 2007 (Section 28-35) and Company leave policy.
• Ensure statutory maternity leave of three (3) months with full pay (Section 29, Employment Act, 2007) and paternity leave of two (2) weeks with full pay (Section 29A) are correctly administered and communicated.
• Maintain accurate Personnel on Board (POB) logs and rotation schedules in coordination with line managers and logistics, always reflecting current headcount.
• Prepare timely and accurate payroll input data for field employees including time-and-attendance, allowances, deductions, and statutory deductions (SHIF, NSSF, PAYE) for processing by the Finance/Payroll team.
• Ensure compliance with minimum wage orders, overtime entitlements (Section 27, Employment Act, 2007), and any applicable CBA provisions.
• Administer employee benefits including medical cover, group life, personal accident, and any site-specific allowances in line with contract terms.
• Process employee separations (resignation, termination, retirement, redundancy) in full compliance with Section 40-49 of the Employment Act, 2007, including notice periods, service gratuity where applicable, and certificate of service.

Employee Relations, Discipline & Grievance Handling

• Serve as the primary point of contact for field-based employee concerns, grievances, and workplace issues, always maintaining professional confidentiality.
• Administer the Company’s disciplinary and grievance procedures in strict compliance with Section 44-47 of the Employment Act, 2007, ensuring due process, fairness, and procedural justice, including: providing the employee with written notice of allegations, affording the employee reasonable opportunity to be heard (with a representative of their choice), conducting impartial investigations, and communicating outcomes in writing within stipulated timelines.
• Maintain a disciplinary and grievance register, tracking all cases, outcomes, and timelines to support audit readiness and organizational learning.
• Conduct and support workplace investigations relating to misconduct, absenteeism, performance issues, harassment, or policy violations in line with Company policy and the law.
• Collaborate with the Social Performance team to ensure appropriate HR representation in community liaison meetings and local stakeholder engagements.
• Facilitate effective two-way communication between field management and the workforce, ensuring timely dissemination of company information, policy updates, and operational developments.
• Identify early warning signs of industrial unrest, morale issues, or collective grievances and escalate appropriately to the HRBP for proactive management.
• Promote and model the Company’s values of integrity, respect, inclusion, and safety always.

Training & Development

• Coordinate and support the delivery of mandatory HSE, compliance, and role-specific training in collaboration with the HSE and technical teams.
• Assist in the conduct of training needs assessments (TNAs) to identify skill gaps and development priorities within the field workforce.
• Maintain training records, attendance logs, and certification tracking for all field employees in compliance with NITA requirements and Company standards.
• Support implementation of individual development plans (IDPs) and coaching initiatives for field employees.
• Ensure that all mandatory statutory training (first aid, fire safety, OSHA) is conducted, recorded, and refreshed per legal and regulatory requirements.

HR Compliance, Reporting & Governance

• Ensure full implementation and adherence to the Company’s HR policies, procedures, and Code of Conduct across the entire field workforce, including contractors and casual workers.
• Monitor and ensure compliance with all applicable Kenyan labour laws, regulations, ministerial orders, and any applicable CBAs across all employee categories at the field site.
• Support internal HR audits, external regulatory inspections (including by the Ministry of Labour and Social Protection, DOSH, and NITA), and Third-Party social audits by maintaining complete and accurate HR documentation.
• Prepare regular HR reports and dashboards covering headcount, turnover, absenteeism, disciplinary actions, leave utilization, training completion, and other key HR metrics for submission to the HRBP.
• Ensure compliance with the Data Protection Act 2019 in all HR data processing activities, including obtaining consent, limiting data use to stated purposes, and ensuring secure storage and disposal of personal data.
• Report any suspected child labour, forced labour, human trafficking, or modern slavery to the CHRO and relevant authorities immediately upon discovery.
• Assist in emergency response coordination, workforce accountability, and mustering during field incidents per the Company’s Emergency Response Plan.
• Maintain strict confidentiality of employee personal data, medical information, remuneration details, and company proprietary information.

Other Duties

• Represent the HR function in site-level management meetings as required.
• Support the HRBP in any HR-related strategic or operational projects, including organizational restructuring, workforce transformation, or policy reviews.
• Undertake any other lawful duties as may be assigned by the HRBP or Company management from time to time, consistent with the scope and hierarchy of this role.

Qualifications

• Bachelor’s Degree in Human Resource Management, Organizational Psychology, Law, or a closely related field from a recognized university
• Certified Human Resource Professional – CHRP(K). Candidates who have not yet attained CHRP(K) must be actively pursuing it and must attain it within twelve (12) months of appointment.
• Additional professional certifications such as CIPD (Chartered Institute of Personnel and Development), SHRM-CP/SCP (Society for Human Resource Management), or equivalent international qualifications are a significant advantage.
• A minimum of five (5) years of progressively responsible experience in HR and administration, with at least two (2) years in a field-based, remote site, or rotational workforce environment. Demonstrable experience in the oil and gas, extractive industries, or large-scale infrastructure project environment is strongly preferred.

• Support end-to-end recruitment processes for field-based and rotational positions, including sourcing, shortlisting, interview coordination, and selection documentation in line with the Company’s Recruitment Policy and Section 5-10 of the Employment Act, 2007.
• Coordinate the recruitment of casual and contract employees in compliance with the Employment Act, 2007 (Section 37-39) and ensure all engagements are documented in writing prior to commencement.
• Ensure all employment contracts clearly stipulate: job title and duties, remuneration and benefits, hours of work, place of work, commencement date, probationary period, and applicable terms per Section 9-10 Employment Act, 2007.
• Liaise with hiring managers and department supervisors to forecast staffing requirements and develop field workforce plans in alignment with operational schedules.
• Maintain accurate, current recruitment trackers, candidate databases, and interview records to support reporting, planning, and audit requirements.
• Ensure compliance with affirmative action, gender equity targets, and local content requirements (including preference for Turkana County and Kenyan nationals) as per relevant regulations and the Social License to Operate commitments.
• Conduct pre-employment checks including reference verification, certificate validation, and medical fitness confirmation in accordance with company policy and applicable law.
• Design and deliver structured onboarding and site induction programs for all new employees, contractors, and visitors to the field site, in collaboration with the HSE team.
• Ensure all employees receive, acknowledge, and understand the Company’s Code of Conduct, Camp Rules, Grievance Procedures, and HR Policies prior to commencement of duties.
• Coordinate pre-mobilization medical assessments, PPE issuance, and site access administration in alignment with OSHA, 2007 and Company HSE standards.
• Provide orientation on employee rights and obligations under the Employment Act, 2007, WIBA, NSSF, SHIF, and other applicable statutes.
• Support employee integration into the multicultural field environment by facilitating communication of welfare services, employee assistance resources, and community engagement protocols.
• Maintain accurate, complete, and confidential employee records (physical and digital) including contracts, personal files, performance records, disciplinary files, and leave records in accordance with the Data Protection Act, 2019 and Company policy.
• Manage leave administration (annual, sick, maternity, paternity, study, compassionate, and emergency leave) in strict compliance with the Employment Act, 2007 (Section 28-35) and Company leave policy.
• Ensure statutory maternity leave of three (3) months with full pay (Section 29, Employment Act, 2007) and paternity leave of two (2) weeks with full pay (Section 29A) are correctly administered and communicated.
• Maintain accurate Personnel on Board (POB) logs and rotation schedules in coordination with line managers and logistics, always reflecting current headcount.
• Prepare timely and accurate payroll input data for field employees including time-and-attendance, allowances, deductions, and statutory deductions (SHIF, NSSF, PAYE) for processing by the Finance/Payroll team.
• Ensure compliance with minimum wage orders, overtime entitlements (Section 27, Employment Act, 2007), and any applicable CBA provisions.
• Administer employee benefits including medical cover, group life, personal accident, and any site-specific allowances in line with contract terms.
• Process employee separations (resignation, termination, retirement, redundancy) in full compliance with Section 40-49 of the Employment Act, 2007, including notice periods, service gratuity where applicable, and certificate of service.
• Serve as the primary point of contact for field-based employee concerns, grievances, and workplace issues, always maintaining professional confidentiality.
• Administer the Company’s disciplinary and grievance procedures in strict compliance with Section 44-47 of the Employment Act, 2007, ensuring due process, fairness, and procedural justice, including: providing the employee with written notice of allegations, affording the employee reasonable opportunity to be heard (with a representative of their choice), conducting impartial investigations, and communicating outcomes in writing within stipulated timelines.
• Maintain a disciplinary and grievance register, tracking all cases, outcomes, and timelines to support audit readiness and organizational learning.
• Conduct and support workplace investigations relating to misconduct, absenteeism, performance issues, harassment, or policy violations in line with Company policy and the law.
• Collaborate with the Social Performance team to ensure appropriate HR representation in community liaison meetings and local stakeholder engagements.
• Facilitate effective two-way communication between field management and the workforce, ensuring timely dissemination of company information, policy updates, and operational developments.
• Identify early warning signs of industrial unrest, morale issues, or collective grievances and escalate appropriately to the HRBP for proactive management.
• Promote and model the Company’s values of integrity, respect, inclusion, and safety always.
• Coordinate and support the delivery of mandatory HSE, compliance, and role-specific training in collaboration with the HSE and technical teams.
• Assist in the conduct of training needs assessments (TNAs) to identify skill gaps and development priorities within the field workforce.
• Maintain training records, attendance logs, and certification tracking for all field employees in compliance with NITA requirements and Company standards.
• Support implementation of individual development plans (IDPs) and coaching initiatives for field employees.
• Ensure that all mandatory statutory training (first aid, fire safety, OSHA) is conducted, recorded, and refreshed per legal and regulatory requirements.
• Ensure full implementation and adherence to the Company’s HR policies, procedures, and Code of Conduct across the entire field workforce, including contractors and casual workers.
• Monitor and ensure compliance with all applicable Kenyan labour laws, regulations, ministerial orders, and any applicable CBAs across all employee categories at the field site.
• Support internal HR audits, external regulatory inspections (including by the Ministry of Labour and Social Protection, DOSH, and NITA), and Third-Party social audits by maintaining complete and accurate HR documentation.
• Prepare regular HR reports and dashboards covering headcount, turnover, absenteeism, disciplinary actions, leave utilization, training completion, and other key HR metrics for submission to the HRBP.
• Ensure compliance with the Data Protection Act 2019 in all HR data processing activities, including obtaining consent, limiting data use to stated purposes, and ensuring secure storage and disposal of personal data.
• Report any suspected child labour, forced labour, human trafficking, or modern slavery to the CHRO and relevant authorities immediately upon discovery.
• Assist in emergency response coordination, workforce accountability, and mustering during field incidents per the Company’s Emergency Response Plan.
• Maintain strict confidentiality of employee personal data, medical information, remuneration details, and company proprietary information.
• Represent the HR function in site-level management meetings as required.
• Support the HRBP in any HR-related strategic or operational projects, including organizational restructuring, workforce transformation, or policy reviews.
• Undertake any other lawful duties as may be assigned by the HRBP or Company management from time to time, consistent with the scope and hierarchy of this role.

• HR policy implementation
• Recruitment and selection
• Workforce planning
• Employee relations
• Disciplinary procedures
• Grievance handling
• HR administration
• Records management
• Leave administration
• Payroll input
• Benefits administration
• Employee onboarding and induction
• Training coordination
• HR compliance
• Reporting
• Data protection
• Confidentiality
• Communication
• Collaboration
• Problem-solving
• Interpersonal skills
• Cultural sensitivity
• Oil and gas industry knowledge (preferred)
• Extractive industries knowledge (preferred)
• Large-scale infrastructure project knowledge (preferred)

• Bachelor’s Degree in Human Resource Management, Organizational Psychology, Law, or a closely related field from a recognized university
• Certified Human Resource Professional – CHRP(K) (or actively pursuing and must attain within twelve (12) months of appointment)
• Additional professional certifications such as CIPD, SHRM-CP/SCP, or equivalent international qualifications are a significant advantage.