HEAD OF HUMAN RESOURCES

Key Responsibilities

1.     Group HR Strategy and Governance

• Develop and implement a 3 – 5 year group HR strategy aligned with company goals.
  
• Design group-wide HR policies, grading structures and frameworks.
  

·       Advise CEO and Board on people risk,talent strategy, and workforce sustainability.

• Advise senior leadership on workforce planning, organizational design, restructuring, and change management.
  

·       Lead organizational design andrestructuring initiatives.

2.     Talentacquisition & onboarding

• Approve manpower plans for each subsidiary, oversee executive recruitment and critical roles hiring.
  
• Implement group-wide recruitment standards and employer branding.
  
• Build workforce forecasting models.
  
• Ensure efficient onboarding, role specific orientation and integration for new hires across sites.
  
• Lead change management processes during mergers, expansions, or restructuring to ensure smooth transitions.
  

3.     Performance& Talent Management

·       Design and enforce group-wide performancemanagement framework, implementperformance appraisal systems, set KPIs, and provide feedback mechanisms.

• Identify group-wide training needs and coordinate professional development programs.
  
• Design and manage training, upskilling and leadership development programs, promote internal mobility and cross company talent sharing.
  

·       Lead succession planning for critical andleadership roles.

• Monitor performance data from yearly talent review programs and provide insight into leadership.
  
• Encourage a culture of continuous learning, growth to employees and support career pathways.
  

4.     Compensation& benefits

·       Design and maintain group grading andsalary bands.

• Manage benefits programs, retirement plans, insurance and negotiate with vendors for group level efficiencies.
  
• Work closely with Chief Financial Officer/Finance Manager and finance team to administer payroll policy coordination to ensure timeliness and accuracy.
  
• Stay abreast of industry trends and best practices in compensation and benefits.
  

·       Ensure internal equity and marketcompetitiveness.

5.     HRSystems & Analytics

• Implement and manage Group HRIS.
  
• Produce monthly and quarterly HR dashboards and track.
  

                                      i.     Turnover

                                     ii.     Engagement

                                    iii.     Performance ratings

                                   iv.     Succession coverage

                                     v.     Training ROI

                                   vi.     Headcount cost ratios

• Standardize HR processes (onboarding, off boarding, promotions, transfers).
  
• Maintain headcount, budget tracking, and HR KPIs at group and business-unit level.
  
• Work with HSE teams to align HR activities with safety programs, incident reporting, and fitness for duty protocols.
  
• Champion employee wellness, mental health, and absence management programs.
  

6.     Compliance& Risk Management

• Ensure compliance with Tanzania labour laws.
  
• Oversee disciplinary and grievance frameworks.
  
• Manage investigations at executive level.
  
• Maintain central employment contract governance.
  

7.     Culture& Engagement

• Define company's core values.
  
• Lead group-level engagement surveys and town halls.
  
• Drive leadership accountability for culture.
  
• Support change management during expansion.
  

Key Performance Indicators

·       Groupemployee turnover within target range.

·       100%performance review completion

·       Successioncoverage for all critical roles

·       HRcost as % of revenue within target

·       Employeeengagement score improvement

·       Zeromaterial labour law violations

·       Time-to-fillfor critical roles.

·       Leadershipbench strength index

·       100% employees with clear KPIs andindividual development plans