HR Manager – Supermarkets Job Opportunity at Majid Al Futtaim

Majid Al Futtaim is seeking an experienced HR Manager – Supermarkets to lead human resource functions across supermarkets within the assigned region. The position focuses on building an effective workforce, supporting business performance, developing employees and ensuring that people management practices meet company standards and Kenyan labour requirements.

The successful candidate will work closely with branch managers and business leaders to ensure that staffing, employee performance and workplace culture support the needs of the supermarket business. With responsibility for multiple locations, the role requires a professional who understands the demands of a large operational environment and can connect human resource strategies with day-to-day business activities.

Managing People Across Multiple Supermarkets

Supermarkets depend on having the right number of employees in the right roles. Staffing shortages can affect daily operations, while poor workforce planning can lead to inefficient use of available resources.

The HR Manager will lead workforce planning across branches, ensuring that staffing levels are appropriate for business requirements. This includes overseeing manpower optimisation and employee deployment while working with branch and business leadership to identify workforce needs.

The role will also focus on productivity and resource utilisation. The HR Manager will help ensure that employees are deployed effectively and that workforce decisions support operational efficiency.

This responsibility requires an understanding of how different branches operate and how people-related decisions affect the wider business.

Connecting HR Strategy With Business Goals

The position goes beyond handling routine human resource matters. The HR Manager will partner with business leaders to translate organisational objectives into practical people strategies.

This involves understanding business priorities and determining how workforce planning, employee performance and organisational capability can support them.

The HR Manager will provide guidance on people-related decisions that influence productivity and operational effectiveness. By working closely with branch leadership, the successful candidate will help ensure that human resource activities remain aligned with the needs of the business.

The role also includes supporting organisational changes, process improvements and new store openings. During these activities, the HR Manager will help manage the people-related aspects of the transition and support the adoption of new processes.

Handling Employee Relations and Workplace Matters

Employee relations will be a central part of the position.

The HR Manager will provide strategic guidance on disciplinary cases, grievances and other employee relations matters. These issues must be handled fairly and consistently, with appropriate attention to company policies and Kenyan labour legislation.

The role requires the ability to guide business leaders through workplace matters while ensuring that established procedures are followed.

Consistent handling of employee concerns is important across a multi-branch operation. The HR Manager will therefore help promote fair people practices throughout the region.

Labour compliance will also form part of the wider responsibility. The successful candidate must ensure that HR policies and procedures are applied appropriately and that people management practices remain aligned with relevant legal requirements.

Building a Culture of Performance

The HR Manager will lead the performance management cycle across the business.

This includes supporting objective setting, performance reviews and accountability. Employees and managers should understand the expectations attached to their roles and how their performance will be assessed.

The position will work with business leaders to ensure that performance management is implemented consistently across branches.

Beyond formal reviews, the HR Manager will support people leadership and team effectiveness. This includes helping leaders develop high-performing teams, strengthening accountability and supporting succession readiness.

The aim is to build organisational capability while helping employees and managers contribute effectively to business objectives.

Improving Employee Engagement and Retention

Keeping employees engaged is another major responsibility.

The HR Manager will develop and implement initiatives designed to improve employee engagement, workplace experience, organisational culture and retention.

These initiatives should respond to the actual needs of employees and the challenges affecting the workforce. The role therefore includes using people insights to understand the factors influencing engagement and employee turnover.

By identifying key drivers of turnover and other workforce concerns, the HR Manager can work with leadership to develop suitable responses.

The position also supports a positive employee experience across the supermarket network. This involves helping create a working environment where employees can contribute effectively and where people-related concerns receive appropriate attention.

Using Workforce Data to Guide Decisions

Human resource decisions need to reflect the realities of the business. The HR Manager will use workforce data to help leaders understand what is happening across the organisation.

Relevant information includes headcount, employee turnover, absenteeism, productivity and broader employee trends.

These insights can help identify staffing pressures, workforce changes and areas where management attention may be needed.

The role will use this information to support informed business decisions and improve workforce effectiveness. Data will also help the HR Manager assess people-related challenges and determine where changes to existing practices may be appropriate.

Supporting Organisational Growth and Change

As the supermarket business develops, the HR Manager will partner with leadership on organisational changes, new store openings and other transformation initiatives.

These activities may require adjustments to staffing, employee responsibilities, management arrangements or established processes.

The HR Manager will support the people transition and help ensure that employees and leaders are prepared for changes affecting their work.

The position also involves supporting process improvements and encouraging the adoption of new ways of working where required.

Qualifications and Experience

Applicants should have a Bachelor's degree in Human Resources Management, Business Administration or a related field.

A professional HR qualification such as CHRP-K, SHRM-CP, SHRM-SCP or an equivalent qualification is required. Membership in a recognised HR professional body, such as IHRM, is an added advantage.

A Master's degree in Human Resources, Business Administration or a related field will also be an advantage.

The role requires 10–15 years of progressive HR experience. Experience in a large, multi-site and high-volume operational environment is preferred, particularly within retail, FMCG, hospitality or a similar industry.

Candidates should have strong experience in employee relations, performance management, labour compliance and workforce productivity.

Working at Majid Al Futtaim

Majid Al Futtaim presents the opportunity to work in an organisation focused on creating memorable customer experiences and developing its regional business.

The company highlights a friendly working environment, a shared sense of enthusiasm for its future and the opportunity to work alongside more than 45,000 colleagues from diverse backgrounds.

For an experienced HR professional, the HR Manager – Supermarkets position offers responsibility for workforce strategy, employee relations, performance, engagement and organisational development across multiple branches.

The successful candidate will play a key role in ensuring that people practices support both employee development and the operational needs of the supermarket business.

Application

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