Head of Human Resources and Administration, Tanzania

Position/Employment type:

Head of Human Resources and Administration, Tanzania

Organization/Reporting line:

Reporting to HR Director, Africa with a dotted line to Country Director – GardaWorld Tanzania

Place of work/Travel:

GardaWorld Office in Dar es Salaam, Tanzania with regular travel to operational sites in Tanzania

Contact and Cooperation:

Internally:

Main cooperation with the Country Manager, Human Resources Director Africa, Business Unit Heads, and Heads of Support functions/ Departments.

Externally

HR Consultants, Legal Advisors, Government officials and agencies, Unions, and Professional Associations.

Job Summary:

The Head of Human Resources and Administration is responsible for delivery of both the strategic and operational HR initiatives in-country; they serve as a business partner to the Country Director on day-to-day tasks and work closely with the HR Director-Africa, to deliver key result areas and alignment of standards, policies and processes with best practice and legal requirements.

Key Responsibilities:

• Put in place HR strategies and plans that are aligned to and support the achievement of GW strategic goals.
• Develop, implement, and communicate HR management policies and procedures that reflect GW standards and culture, train managers and supervisory staff on their application, and revise them as necessary to ensure continued compliance with statutory requirements.
• Monitor all HR activities and practices to ensure compliance with statutory requirements and company policies.
• Manage and support vetting, selection, and recruitment of staff and work closely with the Country Director Tanzania, heads of Department, and line managers to identify and define vacancies and suitably qualified staff to fill these.
• Effectively manage service providers including agents, and consultants providing HR-related services, to ensure that the company is provided with optimal services and value for money.
• Ensure that all staff are properly contracted as per company policy and in compliance with labour laws.
• Develop effective and competitive compensation and benefits structures to attract and retain staff. Ensure alignment of employee reward to performance.
• Drive the development of a high-performing culture within GW by ensuring timely completion of goal setting, bi-annual reviews, and annual appraisals. Ensure optimal feedback processes and performance improvement planning.
• Manage disciplinary issues in line with the provisions of the Employment Acts and company policy and ensure fairness and transparency, thus minimizing instances of litigation.
• Drive grievance resolution and ensure that all pertinent issues are addressed in a fair, confidential, and transparent manner where possible without becoming a legal issue. Where disputes become legal issues supporting the cases with timely provision of information to lawyers as appropriate.
• Design career development and succession plans that address the current and future business requirements of GW and offer returns on investment.
• Facilitate employee learning and development by assessing capability, identifying gaps, and designing training interventions to redress them. Expected to identify business, department, and individual needs and develop and roll out the training calendar activities as required.
• Put in place employee welfare programs that ensure the general well-being of staff and ensure that staff are focused and supported to deliver in line with expectations.
• Put in place systems for managing staff records, including personal data, annual leave and off days, sick leave, etc, ensuring that these are kept up to date and adhere to relevant statutory and regulatory requirements.
• Ensuring the existence of harmonious Industrial Relations and acting as the key point of contact with the Trade Unions. Coordination with key government agencies for employment perspective and liaising with government bodies to ensure the successful running of labour matters.
• Administer insured staff benefits schemes including medical schemes, pension schemes, Group Personal Accident, etc.
• Manage staff capacity and skill levels within the HR department to meet current and planned outputs; and
• Implement and monitor performance management programs and support departmental staff through training, mentorship, and coaching.

Authority:

As directed and delegated by the HR Director, Africa and as per the GardaWorld Authority Matrix.

Accountability:

The Head of Human Resources, Tanzania is accountable to the Human Resource Director - Africa for their responsibilities stated in this job description. These responsibilities will be monitored and managed through the mid-year and annual performance review and supported through the monitoring of their KPI’s.

Qualifications & Experience:

• Bachelor’s degree in human resources, Social Sciences, general management, or business administration.
• Professional qualification in Human Resource Management is desirable
• At least 10 years’ experience in Human Resources Management.
• Technical skills in most if not all aspects of human resource management with a focus on Recruitment and Selection, Learning and Development, Performance Management, Compensation, and Benefits, and HR Policies.
• Solid expertise in industrial relations management and experience working in labour-intensive and unionized environments.
• Excellent communication skills, written and oral in both English and Swahili.
• Excellent interpersonal skills
• Knowledge and working experience with Tanzanian Labour laws.