Career Opportunities: PROCUREMENT CATEGORY SPECIALIST - LOGISTICS, FLEET & WAREHOUSING (997)
Role Purpose:
The Procurement Category Specialist – Logistics, Fleet and
Warehousing is responsible for developing and implementing category management
and sourcing strategies for logistics, transport, fleet, depots, warehousing,
and related supply chain services. The role is responsible for ensuring cost
optimization, supplier performance management, service reliability, risk
mitigation, and continuous improvement within the assigned category. The
position supports operational efficiency and business continuity through strategic
sourcing, contract management, supplier relationship management, and effective
stakeholder engagement.
Key Duties and Responsibilities:
Category Strategy Development
- Develop
and implement category strategies for:
o Transport and distribution services
o Fleet management and vehicle support services
o Warehousing and depot operations
o Material handling equipment
o Third-party logistics (3PL) services
o Fuel, lubricants, tyres, and fleet consumables
o Vehicle maintenance and repair services
o Freight forwarding and clearing services - Conduct
category spend analysis and identify cost-saving opportunities.
- Monitor
market trends, logistics innovations, fuel market movements, and supplier
developments.
- Develop
annual category plans aligned to business objectives.
Strategic Sourcing and Tendering
- Lead
sourcing projects, RFQs, RFPs, tenders, and negotiations for logistics,
fleet, and warehousing services.
- Prepare
tender documentation, evaluation criteria, and commercial analysis.
- Conduct
supplier evaluations and recommend supplier selections.
- Ensure
competitive sourcing and value-for-money procurement practices.
- Negotiate
pricing, service levels, KPIs, penalties, and contractual terms.
Supplier Relationship Management
- Develop
and maintain strategic relationships with transporters, fleet service
providers, and warehouse service providers.
- Conduct
supplier performance reviews against agreed KPIs and SLAs.
- Manage
supplier scorecards and corrective action plans.
- Support
supplier development and continuous improvement initiatives.
- Ensure transporters and fleet service providers comply with safety, legal, and regulatory requirements.
Contract Management
- Draft,
review, and manage contracts for logistics, fleet, and warehousing
services.
- Monitor
contract compliance and service delivery performance.
- Ensure
contracts are renewed, updated, or retendered in a timely manner.
- Track
contract obligations, pricing structures, and service commitments.
- Manage
claims, disputes, penalties, and contract variations where
necessary.
Fleet and Logistics Operational Support
- Support
operational teams in resolving logistics, transport, and fleet supply
issues.
- Coordinate
with warehouse, transport, production, and commercial teams to ensure
uninterrupted operations.
- Support
emergency sourcing and contingency planning activities.
- Participate
in fleet optimization, routing efficiency, and warehouse improvement
initiatives.
- Monitor
supplier adherence to vehicle maintenance schedules and fleet
roadworthiness requirements.
Risk Management and Compliance
- Identify
and mitigate procurement and supply risks within the category.
- Ensure
compliance with company procurement policies and procedures.
- Ensure
suppliers comply with:
o Road safety requirements
o Vehicle roadworthiness standards
o Insurance requirements
o Transport licensing and statutory obligations
o Health, Safety, Environment, and Quality (HSEQ)
requirements
- Maintain
proper procurement documentation and audit trails.
Cost Management and Reporting
- Track
procurement savings, cost avoidance, and operational efficiencies.
- Analyze
freight costs, fuel consumption trends, fleet operating costs, and
warehousing costs.
- Prepare
category performance reports and procurement dashboards.
- Support
budget planning and forecasting activities.
Job Requirements
Minimum Requirements:
a) Degree in business management, supply chain – procurement/purchasing, and
other related fields.
b) Minimum of 5 years of procurement experience, preferably in a fast-paced
manufacturing environment
c) Computer literate with a working knowledge of SAP and Microsoft
windows. Good understanding of SAP MM module an added advantage.
d) Membership of procurement professional bodies will be an added advantage
(KISM/CIPS).
Key Attributes/Competencies:
a) Negotiation skills
b) Analytical skills
c) Decision-making skills
d) Financial Acumen
e) Relationship Management skills
f) Communication skills
g) Professionalism
h) Details and results-oriented
Click the link to apply: https://lnkd.in/ddsbtaS4
Career Opportunities: FAWEMA & FAMILA SUPERVISOR (1002)
Role Purpose:
Reporting to the Head Miller the purpose of the job is to
supervise, direct and coordinate the activities of the packing section and
administer established policies and procedures to ensure efficient, effective
and profitable operations.
Key Duties and Responsibilities:
Production Planning
a. Participate in the daily and weekly
production planning meeting and ensure timely execution of production plans and
schedules
b. Ensure product availability and strict adherence to FG
Kanban
c. Ensure timely posting of finished products in SAP as per SLA
with key stake holders
d. Build relations with the sales team for prompt communication on
sales order
Implement Food Safety objectives
a. Enhance customer experience through
production of conforming products.
b. Maintain GMPs above 90%
c. Ensure compliance to legal/regulatory requirements.
d. Implement Quality Plan and other food safety programs
Process Optimization
a. Improve conversion efficiency for Famila
b. Reduce invisible losses by packing the correct weight
c. Reduce damages
d. Reduce product reworks
e. Improve manpower productivity
f. Ensure proper use of consumables
Maintenance Programs
a. Adopt the best industrial practice by
maintaining proper working integrity of the Fawema Packing Lines
b. Conduct routine equipment inspection
c. Conduct Autonomous Maintenance and AM awareness trainings –
Tagging and un tagging of abnormalities
d. Conduct Condition Based Maintenance activities on the Packing
Lines including flour conveying system
e. Ensure support for Planned Maintenance
f. Maintain the working integrity of MCC and PLC. Enhance employee
training on PLC
g. Maintain the working integrity of process scales
h. Ensure Interlock system for the process is working with no
bypass
i. Use available manuals for interpretation of errors
Continual Improvement Initiatives
a. Improve operational efficiencies through
PaTaMu
b. Identify process challenges & use PDCA to address
bottlenecks
c. Enhance employee competences through trainings
d. Conduct HK Reviews for reportees by reviewing strategies
against performance. Participate in the monthly HK Reviews with the Head Miller
e. Support activities around Unga’s culture code – FIRST.
f. Participate in organizing site events and initiatives as
guided.
g. Enhance employee safety through trainings
h. Ensure adherence and compliance to safety requirements
i. prompt corrective actions
j. Adhere to Product Specifications
Job Requirements
Minimum Requirements:
- Degree
in Food Science, Mechanical/Electrical Engineering or its equivalent
- Minimum
three (3) years’ experience in a Food Manufacturing Industry
- Good interpersonal
skills
- Computer
proficiency in MS. Office, spread sheets and ERP/SAP
System
- Good Supervisory skills
Key Attributes/ Competencies:
- Meticulous
attention to detail
- Ability
to work under pressure with minimal supervision
- Excellent
presentation skills
Apply now:
Career Opportunities: HUMAN RESOURCE MANAGER- (1008)
Role Purpose:
The HR Manager leads the implementation of robust HR plans,
the role optimizes business performance, maximizes workforce productivity
across all functions in the business, and ensures world-class standards in line
with HR policies and industry best practices. The role holder will delivers a
seamless blend of agile operational execution and long-term strategic HR
support. Additionally, the role provides strong functional leadership,
mentorship, and development to the Human Resource Advisor.
Key Duties and Responsibilities:
HR Costs & Workforce Planning
a. Manpower Utilization: Structure and implement productive
workforce plans within budgeted costs in collaboration with departmental heads
to optimize employee productivity and manpower utilization.
b. Financial Strategy: Manage the success of Human Resources
financial strategies for the business unit by estimating, forecasting, and
anticipating human capital requirements, market trends, and variances.
c. Budgetary Monitoring: Rigorously monitor approved staff costs
and headcount budgets of the business to ensure strict alignment with
establishment requirements.
HR Operations
a. Plant Partnership - Work closely with Plant
Managers to translate business needs into clearly articulated and actionable
organization and people requirements.
b. Metrics & Analytics - Analyze HR trends and metrics in
partnership with the broader HR team to develop targeted solutions, programs,
and strategic organizational policies.
c. Policy Governance - Contribute to the continuous updating of HR
policies and practices, lead the training of staff on these policies, and
ensure flawless implementation across all sites.
d. Operational Reporting - Oversee the regular preparation and
submission of relevant management reports, including weekly, monthly,
quarterly, and year-end human resource reports.
e. Legal Compliance - Maintain deep, in-depth knowledge of legal
requirements related to the day-to-day management of employees, effectively
reducing legal risks and ensuring full regulatory compliance; partner with the
legal department as required.
f. Workforce Discipline Tracking: Review absenteeism and
timekeeping information for the supported business units, raise potential red
flags with line managers, and develop targeted mitigation action plans.
g. Leave Management: In liaison with business unit and site heads,
ensure that comprehensive annual leave plans are established, tracked, and
strictly adhered to.
h. Organizational Projects: Proactively drive and participate in
core organizational culture and performance initiatives, including Continuous
Improvement (CI), Corporate Social Responsibility (CSR), Great Place to Work
(IGPW), and Teambuilding events.
Learning and Development
a. Capacity Building - Enhance the department’s
competencies and operational capabilities through the development and
implementation of L&D strategies that noticeably elevate staff performance
and productivity.
b. Growth Frameworks - Maintain up-to-date and actioned Personal
Development Plans (PDPs), structured onboarding plans, and drive quarterly
Face-to-Face (F2F) performance and development sessions.
c. Learning Program Oversight - Oversee both departmental and
individual learning programs across the entire business unit.
d. Evaluation - Evaluate and monitor training programs to
guarantee success and follow up closely to ensure core training objectives are
met.
e. Needs Assessment - Identify training needs for business units
and flag individual executive coaching requirements where necessary.
f. Culture & Engagement - Participate actively in developing
the employee engagement strategy, communicate the engagement calendar of
activities, and ensure the successful delivery of all signature engagement
activities.
Performance &Talent Management
a. Framework Delivery – Drive the
implementation of the company’s overarching talent management framework,
ensuring robust talent acquisition, development, engagement, and retention
practices.
b. Performance Culture - Align staff to overarching business
objectives to embed a result-oriented performance culture driven by suitable
performance management practices and targeted leadership development programs.
c. Cycle Coordination - Coordinate and facilitate the entire
process of performance management, ensuring timely submission of performance
reports and comprehensive data analysis within the business unit/site.
d. KPI Alignment - Collaborate with team leaders to ensure the
achievement of learning and development KPIs as outlined in the performance
management strategy.
e. Succession & Career Paths - Support the development of
structured departmental succession plans and clear career paths for all
critical and high-risk roles within the business.
f. Performance Improvement - Provide professional support,
coaching, and guidance to managers during the implementation of Performance
Improvement Plans (PIP).
g. Talent Acquisition - Recruit the right talent through effective
implementation of Unga hiring systems, processes, and tools to attract and
select employees with highly competitive attributes and skills.
Employee Relations
a. Internal Consultancy - Function as an
internal consultant to both management and employees to help them identify and
resolve grievances, encourage excellent management practices, anticipate
internal organizational issues, propose solutions, and balance employee
perspectives.
b. Disciplinary Governance - Facilitate a culture of fair
employee relations by managing the internal disciplinary process within the
strict parameters of Kenyan labor legislation and the Unga Code of Ethics and
Conduct and Disciplinary Policy.
c. Union & Stakeholder Management - Establish and sustain
professional, appropriate, and progressive relationships with the Union,
ensuring full compliance with the Collective Bargaining Agreement (CBA) as well
as company rules and regulations.
d. Function as an internal consultant to management and employees
by helping them identify and resolve issues, encouraging excellent management
practices, anticipating internal organization issues, proposing solutions and
understanding/representing the employee perspective
Job Requirements
Minimum Requirements:
a. Bachelor’s degree in Human Resource Management or a business
related field
b. Minimum 8 years’ experience in HR with 3 years preferably in a
similar role in a manufacturing set up
c. Professional Membership (IHRM) with a valid practicing
certificate
d. CHRP Certification
e. Good understanding of labor related laws and Industrial
Relations
f. Working knowledge of HRIS
g. Strong verbal and written communication skills
h. Strong interpersonal skills
i. Proficient in use of Microsoft suites
Key Attributes/ Competencies:
a. Business acumen
b. Strategic mindset
c. Strong stakeholder management skills
d. Customer Focus
e. Strong leadership, managerial Skills and ability to influence
decisions
f. Strong Planning and Organizing skills
g. Excellent oral and written communication skills
h. Coaching and counseling skills an added advantage
Apply today: Career
Opportunities: HUMAN RESOURCE MANAGER- (1008)
Career Opportunities: HUMAN RESOURCE MANAGER- PEOPLE EXPERIENCE (998)
Role Purpose:
The HR Manager – Employee Experience is responsible for
designing, implementing, and managing strategies and programs that enhance the
overall employee journey across the organization. This role ensures optimal HR
service delivery, drives engagement, strengthens organizational culture, and
aligns people strategies with business objectives while maintaining operational
excellence in HR processes
Key Duties and Responsibilities:
Employee Experience & Culture Transformation
a. Develop and implement onboarding processes
that deliver an excellent new joiner experience.
b. Drive employee engagement initiatives and monitor their
impact.
c. Lead employee communication across multiple channels to ensure
clarity and alignment.
d. Manage employee welfare programs, team-building activities, and
organizational culture initiatives.
e. Design and lead communication of all benefits updates and
culture initiatives.
f. Champion culture transformation in collaboration with value
champions by Conducting annual employee engagement surveys (EES) and manging
feedback loops with HR Managers for behavioral change from EES insights
Talent Management
a. Partner with the HR Managers and EXCO to
create and implement robust talent strategies that facilitate the delivery of
business strategic objectives.
b. Design, deliver, and operationalize a rigorous, objective
internal talent review process to build a reliable ready now talent bench.
c. Spearhead leadership development, structured coaching models,
and mentoring programs to significantly improve the depth, readiness, and
agility of the talent pipeline.
d. Systematically collect, analyze, and leverage diagnostic talent
analytics to inform precise leadership development planning and comprehensive
succession frameworks.
e. Formulate, maintain, and continuously iterate structural
retention and internal promotion programs to systematically safeguard
institutional memory and critical talent.
Performance Management
a. End-to-end management of the corporate
performance management lifecycle, overseeing governance, sensitization
campaigns, timelines, and performance reporting.
b. Direct the development, continuous review, and optimization of
the Unga Performance Management System (Hoshin Kanri - HK), ensuring airtight
alignment between individual performance metrics and overall business
objectives.
c. Partner directly with HR Managers to cultivate a
high-performance culture by facilitating goal-cascading and removing
operational bottlenecks.
d. Lead structured education campaigns to ensure total workforce
alignment, fairness, visibility, and transparency across the entire performance
management structure.
Strategic Sourcing & Talent Acquisition
a. Serve as a strategic talent consulting
partner to hiring managers, co-developing high-impact sourcing strategies and
talent channels to secure exceptional candidates.
b. Support and streamline workforce planning to ensure timely
recruitment of appropriate and adequate manpower in line with organizational
blueprints.
c. Deploy data-led attraction strategies to secure high-caliber
external professionals while carefully balancing the internal-to-external
recruitment mix to support internal mobility.
Total Compensation, Benefits & Rewards
a. Shape a fair, clear, and inspiring
compensation system that recognizes hard work and rewards the critical
technical skills that push our business forward.
b. Propose agile, progressive reward models and strategic benefits
partnerships that give our teams great value and keep us competitive, while
staying smart with our budget.
c. Conduct structured, data-driven salary benchmarking exercises
via standard market surveys to secure equity, compliance, and top-market
competitiveness.
d. Collaborate dynamically with Sales and Finance leaders to
govern, iterate, and incentivize growth through the Sales Commission Plan
structure.
e. Oversee the administration and high-tier vendor management of
the Group Medical and Pension schemes to ensure maximum returns and employee
security.
f. Build fun, value-driven recognition programs that highlight and
celebrate the positive everyday behaviors that define our culture.
g. Drive corporate Job Evaluation exercises to guarantee robust
internal and external parity, building an equitable foundation for reward
structures.
Policy Development, Governance & Risk
a. Drive total compliance, legal safety, and
alignment with statutory legislative environments through rigorous, continuous
reviews of HR policies and standard operating procedures (SOPs).
b. Provide expert advisory and procedural partnership to the business
in enforcing fair, legally compliant, and corrective disciplinary processes.
c. Maintain and update the ER/IR and labour dispute register
d. Drive policy changes to be in line with best practice and legal
compliance
e. Design and lead communication of all benefits updates and
culture initiatives.
f. Proactively audit HR environment to identify new and emerging
risks and implement strategies to mitigate.
HR Analytics & Reporting
a. Coordinate the centralized HR budgeting
process, tracking operational expenditures (OPEX) and cost management metrics.
b. Create comprehensive, executive-ready financial reports details
on HR cost variations, fiscal leakages, and savings options.
c. Establish an analytical framework to monitor, review, and
report on critical HR performance metrics including productivity, labor
efficiency index, and optimal staff utilization models.
d. Maintain an active pulse on industry macro-trends, submitting
proactive briefs to the Group HR Director to continuously modernize company
policies and frameworks.
e. Any other duty assigned.
Job Requirements
Minimum Requirements:
a. A Bachelor’s degree in Human Resource
Management/Social Sciences or a related field.
b. A relevant Masters’ degree is an added advantage.
c. A professional qualification in HR with Membership to a
relevant professional body.
d. Valid IHRM practicing certificate
e. Minimum 7 years of progressive HR experience, with at least 3
years in mid-to-senior management
f. Hands on experience in a majority of HR key areas such as
recruitment, culture transformation, remuneration and benefits, performance
management, etc
g. Proficient in use of HRMIS & Microsoft suites
h. Good analytical skills
i. Good negotiation and communication skills
Key Attributes/ Competencies:
a. Commercial acumen
b. Lead change
c. Advance strategy
d. Drive execution
e. Develop self and others
Apply today: Career Opportunities: HUMAN RESOURCE MANAGER- PEOPLE EXPERIENCE (998)