HR Manager

Post - Sr HR Manager

Location - Dar es salaam, Tanzania

We are looking for someone very good who can take effective control of this department and implement + maintain the necessary HR responsibilities.

POSITION PURPOSE: Organize and manage the operations of the Human Resources Department. Ensure

that the Human Resources functions guide, support and align the Company’s Culture with the

Organization’s vision & Mission. This includes responsibility for the functions of Recruitment, Induction,

Training, Development, and Separation of associates as per the HR cycle. It also involves Policy

Administration, Industrial Relations, Salary and Benefits programs, Safety, Employment Contracts,

Records, and Organizational development initiatives.

1. Recruitment and Selection:

 Maintain up-to-date recruitment progress reports, talent database, and all related staffing

communication.

 Process all recruitment requests in an effective and timely manner.

 Work with the Country Manager/Managing Director to improve recruitment in ways

to minimize future staff personnel problems and turnover.

 Manage orientation programs for staff and also present HR policies and procedures at

the staff orientation; and ensure that all staff and new hires who arrive after the

orientation are made aware of relevant policies and procedures.

2. Human Resource Information System:

 Monitor timely updates of personnel records (personal details, position, salary,

appraisal outcomes, leave records, training, and awards).

 Liaise with other departmental heads to understand all necessary aspects and needs

of HR development, and to ensure they are fully informed of HR objectives, purpose,

and achievements, and are updated on any new policies/procedures.

3. Performance Management System (PMS):

 Develop and implement an effective system of staff performance evaluation, and link

the results of that process to salary review, performance targets, promotion, training,

and, where appropriate, termination and replacement of employees.

 In conjunction with the Country Manager & Managing Director, assist in establishing

a similar process for the evaluation of staff and other heads of the department.

 Review employee bi-annual feedback and develop/amend any policies/procedures, if

deemed necessary.

4. Compensation and Benefits:

 Assist the finance department in payroll administration by providing input

concerning attendance, overtime, increments, special payments, etc.

 Provide information to all employees regarding their entitlements.

5. Training and Development:

 Generate policies and procedures for continuous identification of training needs of the

staff.

 Organize appropriate training programs for employees

 Follow up on all training activities and make suggestions for deployment to enhance

the utility of the staff.

6. Employee Relations

 Handle complaints, disputes, and grievances of all employees.

 Foster a conducive working environment through employee relations activities and

communication.

 Conduct exit interviews with employees leaving The Company and provide feedback to their

supervisors.

 Develop THE COMPANY's Welfare policy.

 Creates a work environment aligned with the Company’s culture

7. Rules and Regulations

 Review the HR Service Manual/Handbook regularly and update it with any new policies

and procedures as per the law of the country, and communicate to employees.

 Maintain awareness and knowledge of the latest HR developments (including visa

laws/salary/others), and communicate to relevant employees.

8. Any other tasks that may be assigned.

9. Reporting:

 The Human Resources Manager reports to the Country Manager or in his/her absence the

Director.

SUPPORTIVE FUNCTIONS:

Employee satisfaction and retention

 Achieve goals for candidate and Manager satisfaction

 Recruitment success (time to fill open positions, length of tenure, employee performance etc)

SPECIFIC JOB KNOWLEDGE, SKILL AND ABILITY

 Stand-Up and/or One-On-One Training

 Skilled in the use of techniques and strategies required to deliver training material in group and one-

on-one settings.

Performance Management, Supervisory

 Demonstrate ability to relate to, communicate with, and motivate employees to sustain high

performance and quality levels.

Coaching

 Develop and guide others in professional growth and performance enhancement through assuring

clarity of goals, employing reflective listening skills, and facilitating the generation of options and

action planning.

Budget Management

 Still in developing and adhering to the department budget.

 Facilitation Skills

 Maximize the effectiveness of meetings by using processes and methods (such as brainstorming,

coaching, problem-solving, and process improvement) to identify meeting goals, encourage

participation, minimize disruptive behavior, and keep focused on the task.

Planning

 Skilled in determining whether tasks should be attempted, identifying the most effective way of

completing the task, and preparing how to overcome unexpected difficulties.

 Meeting Management

 Facilitate effective meetings by clarifying and accomplishing meeting purposes and outcomes,

building agendas, identifying expectations, managing time, and dealing with differing personal

behaviors in information sharing, brainstorming, problem-solving, decision-making, and action

planning settings.