GERALD MALALA

• Company Overview: Garment Manufacturing Company for Exports Only.
• Reporting to the GM and Directors.
• Employee capacity is 2,600.
• Mediated conflict resolution between employees and management effectively.
• Handled sensitive employee and company information with highest level of confidentiality and discretion.
• Directed HR programs, policies and processes to improve operational efficiency.
• Resolved conflicts between different departments or personnel using sound judgment to maintain a harmonious work environment.
• Compiled reports to provide management with accurate information and comply with policies and procedures.
• Ensured compliance with local labor laws.
• Provided guidance on labor law compliance issues.
• Negotiated collective bargaining agreements with labor unions by highlighting company profit and operational outcomes.

• Company Overview: Steel Mill Manufacturing Company for local and export markets.
• Reporting to the directors.
• Employee capacity is 1,700.
• Mediated conflict resolution between employees and management effectively.
• Resolved conflicts between different departments or personnel using sound judgment to maintain a harmonious work environment.
• Compiled reports to provide management with accurate information and comply with policies and procedures.
• Ensured compliance with federal, state and local employment laws.
• Directed HR programs, policies and processes to improve operational efficiency.

• Organized local and international training initiatives, benchmarking against corporate organizations and county governments.
• Developed and implemented comprehensive staff training programs on emerging technologies.
• Led technical strategy development for consultancy projects across diverse sectors.
• Facilitated workshops and presentations to communicate complex technical concepts effectively.
• Conducted market research to identify trends in emerging technologies.
• Educated clients on best practices in technology usage through workshops and seminars.
• Researched and recommended new technologies for integration into existing systems.

Reporting to and in consultation with the Technical Director, the HR Manager is responsible for ensuring that HR objectives, policies, and procedures, which have been approved and adopted, are being consistently carried out by the line managers, as well as the implementation and promotion of Kaizen philosophy, training, and development.

Duties and Responsibilities.

• Advise the Management Team and all staff on human resource policies and procedures that support the business, assist in their implementation, and manage the human resource function.
• Draft and liaise with the Human Resources Team on the recruitment of new employees through external and internal advertisements, shortlisting, interviewing, selection, and placement/posting to ensure efficient and effective acquisition, placement, development, and retention of the required human resource capacity.
• Design and develop policies and procedures to ensure that the organization's compensation, benefits, terms, and conditions of employment are sufficient to attract, motivate, and retain the required number of staff with the right caliber and are cost-effective.
• To develop, secure approval from the Director, and implement strategies to improve operations and service delivery by providing advice and guidance on all aspects of organization development and change, with the aim of having employees who are prepared for the change and developing structures that help to achieve the corporate objectives.
• Make proposals and secure approval from the Director to requisition contracts with external consultants and other organizations to provide services to support the Human Resources function where these cannot be met by in-house resources for the implementation of HR best practices.
• Provide organizational development through structured reviews, job designing, cultural analysis, and skills gap analysis to determine organizational competencies and personnel development needs, and advise the operations director for further deliberations.
• Coordinate, supervise, and manage the daily work management; train all employees on Kaizen principles/philosophy while generating and maintaining data on employees who are trained in and are Kaizen proficient; 5S, AM/PM, material flow, focused improvement, health and safety, and training within the industry in line with the company’s strategic business plan.
• Take personal and departmental responsibility and accountability at all times without passing blame, and ensure free and fair handling of all employees’ grievances and execution of disciplinary actions as per company policy.
• Maintains professional and technical knowledge by attending educational workshops, benchmarking professional standards, reviewing professional publications, and establishing personal networks.
• Perform or undertake any other duty, task, or responsibilities consistent with skill level, knowledge, and experience, as may be assigned or directed by the Technical Director from time to time.
• Secretary at all board meetings.
• Led performance management initiatives to promote employee growth and retention.
• Directed HR programs, policies and processes to improve operational efficiency.

• Oversaw LUPRA operations at Basco Paint (K) Ltd in Nairobi.
• Coordinated recruitment and placement for LUPRA clients.
• Managed payroll processing for up to 500 employees.
• Implemented disciplinary actions to maintain workplace standards.
• Utilized HRMIS for efficient employee data management and profiling.
• Ensured statutory compliance across administrative functions.
• Directed orientation, training, and development initiatives for employees.
• Administered employee contracts, including renewals and clearances.
• Oversaw employee relations, addressing concerns promptly and fostering a positive workplace environment.
• Encouraged open communications, promoting positive and pro-employee work environment.

Reported directly to Human Resources Manager on departmental operations.

• Executed recruitment and selection processes for departmental staff to ensure optimal staffing.
• Conducted performance management appraisals for supervisors, enhancing workforce effectiveness.
• Updated and processed employment contracts, ensuring compliance and accuracy.
• Managed employee relations, welfare initiatives, project coordination, and union matters.
• Oversaw payroll system and HRIS for 1,500 employees, ensuring accuracy in payroll processing.
• Advised Management Team on human resource policies to align with business objectives.
• Facilitated onboarding activities for new hires, including orientations and necessary paperwork.

• Reported to the Finance manager.
• Administered payroll system and HRIS for 200 employees, ensuring accurate records.
• Led recruitment and performance management efforts in a workforce totaling 300.
• Planned leave schedules effectively for up to 200 employees, optimizing workforce availability.
• Evaluated employee performance through structured reward management strategies.
• Facilitated compliance with NSSF, NHIF, and PAYE for eligible employees.
• Fostered strong labor relations between management and unions, enhancing communication.
• Improved attendance rates by monitoring clocking systems rigorously.
• Secured highest production index within the company, reinforcing fair trade practices.

• Managed HRIS for employee oversight and data integrity.
• Coordinated transportation logistics to ensure timely deliveries.
• Supervised drivers' daily tasks and monitored performance.
• Authorized assignments, ensuring alignment with operational goals.
• Fostered positive employee relations and workplace harmony.
• Implemented cost-saving strategies in logistical processes.
• Resolved customer disputes related to orders and deliveries efficiently.
• Maintained comprehensive database of vehicles and drivers in fleet.

Key Duties and Responsibilities:

• Employee Records Management
• Handling employee medical claims, as well as leave, through the per-pay system.
• Handling employee relations matters via phone call on our employee relations helpline.
• Clarification and induction on human resource policies and processing employee loans.
• Managing employee records through a per-pay system.
• Upgrading the Human Resources Information System (per-pay system) and training employees to adopt it.
• Collaborated with team members to streamline procurement processes and workflows.
• Monitored supplier compliance with contractual requirements.
• Assisted in reviewing and analyzing potential vendors to determine the most suitable for procurement of goods and services.
• Assessed company operations for compliance with safety standards.

• Achieved project objectives by collaborating with cross-functional teams to meet deadlines.
• Resolved customer issues swiftly, promoting high satisfaction through knowledgeable service.
• Engaged customers effectively using interpersonal skills during face-to-face and phone interactions.
• Assisted customers with requests, enhancing overall experience and satisfaction.
• Utilized various software tools to streamline processes and optimize performance.
• Worked collaboratively with diverse coworkers to address product-related challenges.
• Completed daily duties accurately and efficiently, contributing to team success.
• Provided exceptional service with attention to detail in all customer interactions.