Job opportunities at Edomias International PLC, Ethiopia

• Employment Type: Full-Time
• Salary and Benefits: Negotiable

Job Summary

The HR & Property Admin. Manager is responsible for managing and overseeing the full spectrum of human resource functions, including recruitment and selection, payroll administration, employee relations, and compliance with organizational policies and Ethiopian labor law. The role focuses on attracting and retaining top talent, ensuring accurate and timely payroll processing, and fostering a positive and compliant workplace environment.

The position also provides management on performance management, disciplinary procedures, employee engagement, and off boarding processes, while mentoring other HR staffs.

Oversees company Fleet and Store management operations, ensuring proper vehicle utilization, maintenance coordination, inventory control, cost efficiency, accurate record keeping, and compliance with safety and regulatory requirements.

Key Responsibilities

A. Strategic Human Resource Management

• Develop, implement, and periodically review HR policies, procedures, plans, and systems aligned with the company’s business strategy and outsourcing service requirements.
• Lead workforce planning, manpower budgeting, organizational staffing, and employee deployment in collaboration with management and client representatives.
• Establish effective HR systems covering recruitment, onboarding, personnel administration, performance management, training, employee engagement, and separation.
• Monitor workforce productivity, employee turnover, absenteeism, labor costs, and staffing efficiency, and recommend corrective actions.
• Ensure the availability of qualified and competent employees to meet existing and prospective client service requirements.

B. Recruitment, Selection, and Workforce Deployment

• Coordinate end-to-end recruitment, including vacancy announcements, candidate sourcing, screening, interviews, reference and background checks where applicable, and selection.
• Assess client staffing requests and establish recruitment priorities to ensure timely fulfillment of vacancies.
• Develop and maintain a reliable candidate database and talent pipeline for frequently requested positions.
• Coordinate employment contracts, onboarding, orientation, and timely deployment of employees to client sites.
• Ensure that deployed employees possess the qualifications, competencies, documentation, and job readiness required by clients.
• Monitor recruitment turnaround time, vacancy fulfillment rates, deployment delays, and recruitment costs.
• Maintain effective communication with clients and internal departments regarding staffing progress, replacements, and workforce changes.

C. Payroll, Compensation, and Benefits Administration

• Oversee accurate, complete, and timely payroll processing for employees deployed across different clients, projects, and locations.
• Verify attendance sheets, timesheets, overtime, leave, allowances, deductions, and other payroll inputs before processing.
• Coordinate with client representatives, site supervisors, and the Finance Department to validate attendance and payroll information.
• Ensure proper administration of salaries, benefits, pension contributions, tax-related deductions, and other applicable statutory obligations.
• Monitor payroll variances, employee salary complaints, payroll processing timelines, and labor cost trends.
• Maintain accurate and confidential payroll records in the company’s ERP or HR information system.
• Establish appropriate internal controls to minimize payroll errors, duplicate payments, unauthorized adjustments, and financial losses.

D. Employee Relations, Performance, and Retention

• Establish effective employee communication and grievance-handling mechanisms for both office-based and client-deployed employees.
• Address employee complaints, workplace conflicts, disciplinary matters, and employment-related concerns promptly and fairly.
• Guide managers and supervisors on employee conduct, performance improvement, disciplinary procedures, and applicable labor law requirements.
• Implement employee performance management systems aligned with job descriptions, client expectations, and measurable service delivery standards.
• Monitor absenteeism, lateness, misconduct, employee turnover, and other workforce risks that may affect client satisfaction.
• Develop practical employee engagement, recognition, retention, and welfare initiatives appropriate to the outsourcing business.
• Conduct exit interviews and analyze workforce trends to identify root causes of employee turnover and recommend improvements.
• Ensure proper employee separation, clearance, final settlement, and documentation in accordance with applicable law and company policy.

E. HR Compliance, Risk Management, and Reporting

• Coordinate with Law service to ensure compliance with applicable Ethiopian labor laws, employment contracts, company policies, and relevant statutory requirements.
• Coordinate with Operations and Law service to monitor probation periods, contract renewals, employee documentation, disciplinary records, and employment-related deadlines.
• Maintain complete, accurate, and secure employee records and ensure appropriate access controls.
• Identify employment-related legal, operational, reputational, and contractual risks and recommend mitigation measures.
• Prepare periodic HR dashboards and management reports covering headcount, recruitment, deployment, payroll, turnover, absenteeism, client complaints, and compliance.
• Coordinate internal reviews and support management in addressing audit findings and implementing corrective actions.

F. Fleet, Store, and Property Administration

• Oversee vehicle allocation, utilization, maintenance, insurance renewal, registration, fuel consumption, and regulatory compliance.
• Ensure proper supervision of drivers and compliance with vehicle-use procedures, road safety standards, and company policies.
• Maintain accurate fleet records, including mileage, fuel consumption, maintenance expenditure, service history, and driver assignments.
• Manage store operations, including receiving, inspection, recording, storage, issuance, stock reconciliation, and inventory verification.
• Ensure proper custody, allocation, maintenance, and accountability of company assets, equipment, and property.
• Coordinate with Operations and Finance to maintain optimal inventory levels and control operating costs.
• Establish procedures to prevent asset loss, inventory discrepancies, unauthorized use, and unnecessary expenditure.
• Prepare periodic reports on fleet utilization, maintenance costs, fuel consumption, inventory balances, and administrative performance.

G. Team Leadership and Continuous Improvement

• Lead, supervise, coach, and evaluate HR and administrative staff to ensure effective service delivery.
• Establish clear performance objectives, work plans, reporting standards, and accountability mechanisms for the department.
• Strengthen coordination among HR, Operations, Finance, Operations, security Service, client representatives, and site supervisors.
• Introduce practical process improvements, standardized documentation, digital recordkeeping, and performance monitoring tools.
• Promote professional ethics, accountability, confidentiality, customer service, and continuous improvement across HR and property administrative operations.

Qualifications and Experience

• Bachelor’s degree in Human Resource Management, Business Administration, Management, or a related field. A Master’s degree is an advantage.
• Minimum of 5 years in a supervisory or managerial role.
• Experience in outsourcing, manpower supply, facilities management, or other service-oriented businesses is highly desirable.
• Demonstrated experience in workforce deployment, client relationship management, payroll administration, and multi-site employee supervision is an advantage.
• Professional HR certification is an added advantage.

Required Competencies

• Knowledge of outsourcing operations and workforce management capabilities.
• Excellent client relationship management and customer service orientation.
• Good knowledge of Ethiopian labor laws and HR practices.
• Strong leadership, communication, negotiation, and problem-solving skills.
• Effective payroll, labor cost, fleet, inventory, and resource management.
• Proficiency in Microsoft Office and HRIS/ERP systems.
• High integrity, accountability, confidentiality, and results orientation.

 Salary : Attractive and Negotiable.