Job
Human Resources Officer - Mining Company (130K)
- Organization: Corporate Staffing
- Location: Kenya
- Category: Full-time
About this opportunity
Job Title: Human Resources Officer
Reports To: HR Manager — Parent Company
Direct Report(s): HR Assistant
Operational Line (dotted): Site Manager — Client, for attendance, rosters, site priorities and HSE
Industry: Mining
Location: West Pokot Mine Site
Gross Salary: Ksh 100,000 – 130,000
Our client, a mining company that is part of a larger investment group, is looking to hire a Human Resources Officer and operates the West Pokot Mine Site. The site workforce combines permanent staff, a large and fluctuating casual workforce, and contractors — most of them drawn from the host community.
That mix creates the site's biggest people risks: uncontrolled casual numbers, payroll leakage, community disputes over who gets hired, and disciplinary cases that end up in the Employment and Labour Relations Court because the process was not followed.
The HR Officer is the client's lead HR practitioner on site. The HR Manager at Head Office sets HR policy, approves senior decisions and owns group HR systems; the HR Officer makes that framework work at West Pokot.
The role leads site recruitment within the approved local employment framework, handles employee relations and discipline, controls payroll inputs for the whole site workforce, enforces contractor workforce compliance and advises site leadership. It supervises the HR Assistant, who handles day-to-day HR administration, attendance capture and records.
Where the HR Assistant captures and records, the HR Officer reviews, decides within delegated authority, and controls.
HR on a mine site carries real integrity and legal risk. Jobs are the most valuable thing a mine offers its host community, and there will be pressure — from individuals, leaders and colleagues — to influence who is hired, who is paid and how cases are decided.
The answer is always the same: the approved process, applied consistently and documented. Soliciting or accepting anything in exchange for employment, manipulating attendance or payroll records, or disclosing confidential employee information is gross misconduct and will be treated as such.
Layered control is deliberate.
The HR Assistant prepares attendance and casual payment worksheets; the HR Officer validates and signs them off; the Site Accountant verifies them before Head Office processes payment. No single person hires, records attendance and approves pay. Terminations, summary dismissals and any decision with significant legal exposure require the HR Manager's prior approval.
Near-term priorities include:
• Auditing every site personnel file, contract and casual register within the first 30 days and closing gaps;
• Agreeing an approved casual headcount and a weekly worksheet validation routine with the Site Manager and Site Accountant;
• Running all site recruitment through the approved local employment process, working with the Community Liaison Officer, with full documentation of every selection decision;
• Clearing any open disciplinary or grievance cases in line with the Employment Act and the Disciplinary Procedure; and
• Coaching the HR Assistant to a fully independent, audit-ready standard.
Role Purpose: To lead HR at the West Pokot Mine Site — delivering fair, compliant and well-documented recruitment, employee relations, payroll input control and contractor workforce governance; advising site leadership on people matters; and supervising the HR Assistant — so that the client's site workforce is lawfully engaged, accurately paid, well led and free of avoidable legal and community risk.
The HR Officer is personally accountable for the integrity of every site HR decision and record.
Role Accountabilities
Area of Accountability: The Client's Values — Safety Non-negotiable
Typical Behaviours at The Right Level
• Takes personal responsibility for safety at all times and complies with all site HSE procedures
• Ensures no employee, casual or contractor starts work without site induction, medical clearance where required and correct PPE issue
• Supports HSE in incident investigations involving personnel and in WIBA claims administration
• Reports hazards, unsafe behaviour and fatigue or welfare concerns promptly
• Leads by example on safety and ensures the HR Assistant is inducted and compliant
Performance Indicators
• Zero workers on site without induction records
• WIBA incidents reported within statutory timelines
• Hazards and welfare concerns reported promptly
• Full compliance with site safety requirements
Area of Accountability: The Client's Values — Teamwork Always
Typical Behaviours at The Right Level
• Works closely with the Site Manager, supervisors, the Site Accountant, Security, HSE and the Community Liaison Officer
• Keeps the HR Manager informed early and fully — no surprises
• Explains HR rules to supervisors and employees in plain language so they understand why they matter
• Responds to employee and supervisor queries promptly and respectfully
• Supports colleagues during payroll cut-off, audits and high-volume recruitment periods
Performance Indicators
• Employee and supervisor queries resolved within agreed timelines
• Positive feedback from site leadership and Head Office HR
• Payroll cut-off deadlines met without escalation
• Issues raised early and resolved constructively
Area of Accountability: The Client's Values — Professionalism Always
Typical Behaviours at The Right Level
• Treats every employee fairly and consistently, regardless of position, origin or connections
• Keeps employee, payroll, medical and disciplinary information strictly confidential
• Never solicits or accepts money, gifts or favours in connection with employment, payroll or case outcomes
• Declares any conflict of interest — including relatives or associates applying for work — in writing and steps aside
• Keeps HR records accurate, complete and audit-ready at all times
Performance Indicators
• Zero integrity or confidentiality breaches
• Conflict-of-interest declarations current
• HR records audit-ready on sampling
• Zero substantiated complaints of unfair treatment
Area of Accountability: The Client's Values — Cost Consciousness Always
Typical Behaviours at The Right Level
• Asks "how much and what will we get?" before supporting any headcount, overtime or allowance request
• Controls casual labour numbers against approved requirements — no uncontrolled headcount growth
• Prevents payroll leakage through accurate attendance, overtime and leave records
• Identifies avoidable labour costs (excess overtime, idle casuals, absenteeism) and raises them early
• Uses HR resources, travel and training budgets responsibly
Performance Indicators
• Casual headcount within approved levels
• Overtime within approved budget
• Zero payments to unverified or absent workers
• Labour cost anomalies flagged monthly
Area of Accountability: Site Recruitment, Local Employment & Onboarding - 15%
Typical Behaviours at The Right Level
• Leads recruitment for site roles from approved requisitions only — advertising, shortlisting, interviews and reference and document checks
• Applies the approved local employment framework and Mining Act 2016 local employment obligations, working with the Community Liaison Officer and
• Local Community Committee while keeping selection decisions merit-based and with the client
• Documents every selection decision so that it can be defended in a dispute, audit or regulatory review
• Issues offers and contracts per the HR Manager's approval and ensures complete onboarding before the first shift
• Maintains the site recruitment tracker and talent pool
Performance Indicators
• Zero hires without an approved requisition
• Selection documentation complete for 100% of hires
• Contracts signed before start date for all staff
• Local employment reporting delivered
Reports To: HR Manager — Parent Company
Direct Report(s): HR Assistant
Operational Line (dotted): Site Manager — Client, for attendance, rosters, site priorities and HSE
Industry: Mining
Location: West Pokot Mine Site
Gross Salary: Ksh 100,000 – 130,000
Our client, a mining company that is part of a larger investment group, is looking to hire a Human Resources Officer and operates the West Pokot Mine Site. The site workforce combines permanent staff, a large and fluctuating casual workforce, and contractors — most of them drawn from the host community.
That mix creates the site's biggest people risks: uncontrolled casual numbers, payroll leakage, community disputes over who gets hired, and disciplinary cases that end up in the Employment and Labour Relations Court because the process was not followed.
The HR Officer is the client's lead HR practitioner on site. The HR Manager at Head Office sets HR policy, approves senior decisions and owns group HR systems; the HR Officer makes that framework work at West Pokot.
The role leads site recruitment within the approved local employment framework, handles employee relations and discipline, controls payroll inputs for the whole site workforce, enforces contractor workforce compliance and advises site leadership. It supervises the HR Assistant, who handles day-to-day HR administration, attendance capture and records.
Where the HR Assistant captures and records, the HR Officer reviews, decides within delegated authority, and controls.
HR on a mine site carries real integrity and legal risk. Jobs are the most valuable thing a mine offers its host community, and there will be pressure — from individuals, leaders and colleagues — to influence who is hired, who is paid and how cases are decided.
The answer is always the same: the approved process, applied consistently and documented. Soliciting or accepting anything in exchange for employment, manipulating attendance or payroll records, or disclosing confidential employee information is gross misconduct and will be treated as such.
Layered control is deliberate.
The HR Assistant prepares attendance and casual payment worksheets; the HR Officer validates and signs them off; the Site Accountant verifies them before Head Office processes payment. No single person hires, records attendance and approves pay. Terminations, summary dismissals and any decision with significant legal exposure require the HR Manager's prior approval.
Near-term priorities include:
• Auditing every site personnel file, contract and casual register within the first 30 days and closing gaps;
• Agreeing an approved casual headcount and a weekly worksheet validation routine with the Site Manager and Site Accountant;
• Running all site recruitment through the approved local employment process, working with the Community Liaison Officer, with full documentation of every selection decision;
• Clearing any open disciplinary or grievance cases in line with the Employment Act and the Disciplinary Procedure; and
• Coaching the HR Assistant to a fully independent, audit-ready standard.
Role Purpose: To lead HR at the West Pokot Mine Site — delivering fair, compliant and well-documented recruitment, employee relations, payroll input control and contractor workforce governance; advising site leadership on people matters; and supervising the HR Assistant — so that the client's site workforce is lawfully engaged, accurately paid, well led and free of avoidable legal and community risk.
The HR Officer is personally accountable for the integrity of every site HR decision and record.
Role Accountabilities
Area of Accountability: The Client's Values — Safety Non-negotiable
Typical Behaviours at The Right Level
• Takes personal responsibility for safety at all times and complies with all site HSE procedures
• Ensures no employee, casual or contractor starts work without site induction, medical clearance where required and correct PPE issue
• Supports HSE in incident investigations involving personnel and in WIBA claims administration
• Reports hazards, unsafe behaviour and fatigue or welfare concerns promptly
• Leads by example on safety and ensures the HR Assistant is inducted and compliant
Performance Indicators
• Zero workers on site without induction records
• WIBA incidents reported within statutory timelines
• Hazards and welfare concerns reported promptly
• Full compliance with site safety requirements
Area of Accountability: The Client's Values — Teamwork Always
Typical Behaviours at The Right Level
• Works closely with the Site Manager, supervisors, the Site Accountant, Security, HSE and the Community Liaison Officer
• Keeps the HR Manager informed early and fully — no surprises
• Explains HR rules to supervisors and employees in plain language so they understand why they matter
• Responds to employee and supervisor queries promptly and respectfully
• Supports colleagues during payroll cut-off, audits and high-volume recruitment periods
Performance Indicators
• Employee and supervisor queries resolved within agreed timelines
• Positive feedback from site leadership and Head Office HR
• Payroll cut-off deadlines met without escalation
• Issues raised early and resolved constructively
Area of Accountability: The Client's Values — Professionalism Always
Typical Behaviours at The Right Level
• Treats every employee fairly and consistently, regardless of position, origin or connections
• Keeps employee, payroll, medical and disciplinary information strictly confidential
• Never solicits or accepts money, gifts or favours in connection with employment, payroll or case outcomes
• Declares any conflict of interest — including relatives or associates applying for work — in writing and steps aside
• Keeps HR records accurate, complete and audit-ready at all times
Performance Indicators
• Zero integrity or confidentiality breaches
• Conflict-of-interest declarations current
• HR records audit-ready on sampling
• Zero substantiated complaints of unfair treatment
Area of Accountability: The Client's Values — Cost Consciousness Always
Typical Behaviours at The Right Level
• Asks "how much and what will we get?" before supporting any headcount, overtime or allowance request
• Controls casual labour numbers against approved requirements — no uncontrolled headcount growth
• Prevents payroll leakage through accurate attendance, overtime and leave records
• Identifies avoidable labour costs (excess overtime, idle casuals, absenteeism) and raises them early
• Uses HR resources, travel and training budgets responsibly
Performance Indicators
• Casual headcount within approved levels
• Overtime within approved budget
• Zero payments to unverified or absent workers
• Labour cost anomalies flagged monthly
Area of Accountability: Site Recruitment, Local Employment & Onboarding - 15%
Typical Behaviours at The Right Level
• Leads recruitment for site roles from approved requisitions only — advertising, shortlisting, interviews and reference and document checks
• Applies the approved local employment framework and Mining Act 2016 local employment obligations, working with the Community Liaison Officer and
• Local Community Committee while keeping selection decisions merit-based and with the client
• Documents every selection decision so that it can be defended in a dispute, audit or regulatory review
• Issues offers and contracts per the HR Manager's approval and ensures complete onboarding before the first shift
• Maintains the site recruitment tracker and talent pool
Performance Indicators
• Zero hires without an approved requisition
• Selection documentation complete for 100% of hires
• Contracts signed before start date for all staff
• Local employment reporting delivered
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