MINIMUM REQUIREMENTS

Industry: Food Distribution

• Education: Master’s Degree in Business Administration, Human Resources, Public Administration, Corporate Management or related fields. A background in Business Management related fields will be an added advantage.
• Work Experience: At least 5 years of working experience in a Managerial position in the People Management field.
• Language: Fluent in written and spoken English and Swahili
• Line Manager: Chief Finance Officer

Qualifications and Experience:

● 5+ years of experience as a HR & Administration Manager.

● MBA in HR Management or related field.

● Great understanding of Tanzania Labor Laws.

● Strong in oral and written communication in English incl. interviewing skills.

● Good interpersonal abilities.

● Database management and record keeping.

● Ability to maintain the highly confidential nature of the job requirements.

● Demonstrate strong abilities as an organizer, relationship builder, negotiator, problem solver, public speaker, and customer services person.

● Demonstrate resourcefulness and initiative in dealing with daily assumptions.

● Ability to conduct basic training for a group of employees (e.g. onboarding).

● Must love working with people.

Knowledge, Skills and Abilities and Required Competencies:

● High level of emotional intelligence and people management skills.
● Excellent verbal and written communication skills.
● Excellent interpersonal, negotiation, and conflict resolution skills.
● Excellent organizational skills and attention to detail.
● Strong analytical and problem-solving skills.
● Ability to prioritize tasks and to delegate them when appropriate.
● Ability to act with integrity, professionalism, and confidentiality.
● Thorough knowledge of employment-related laws and regulations.
● Proficient with Microsoft Office or related software.
● Proficiency with or the ability to quickly learn the organization’s Human Resources Management and Talent Management Systems like ERPNext, Odoo or any similar systems.
● Proven track record of building and leading high-performing HR teams
● Ability to work effectively with Millennials and Gen Z
● Experience with employee relations, conflicts, and performance management
● Ability to thrive in a fast-paced environment

Working Conditions:
● Prolonged periods of sitting at a desk and working on a computer.
● Must be able to access and navigate each department at the organization’s facilities.
● Extra working hours may be required given the nature of EAF’s business.
● Able to travel within Dar Es Salaam, other regions and countries where the company has operations.

Key Focus Areas for the People and Culture Manager Position 

3.1. Driving Corporate Strategy

• Workforce Planning and Talent Acquisition
• Collaborating with executive leadership to align HR strategies with corporate objectives.
• Conducting workforce planning to ensure the organization has the right talent to achieve strategic goals.
• Developing recruitment and selection strategies to attract and retain top talent.
• Change Management and Organizational Development
• Designing and implementing performance-driven culture initiatives to align with the corporate strategy.
• Assessing the organization’s structure and culture to identify areas for improvement. 
• Facilitating communication and fostering employee engagement during times of change.
• Succession Planning and Leadership Development
• Identifying key positions critical to the organization’s success and creating succession plans.
• Developing leadership development programs to build a strong leadership pipeline and collaborating with managers to create individual development plans for high-potential employees.
• Conducting talent assessments to identify high-potential employees for development opportunities.

3.2. Performance Management System

Performance Planning and Goal Setting

Developing performance management frameworks, policies, and procedures.

• Collaborating with managers to set clear and measurable performance goals.
• Ensuring alignment between individual goals and organizational objectives.
• Providing guidance and training to managers and employees on effective goal setting.

Performance Evaluation and Feedback

• Designing and implementing performance evaluation systems, such as performance appraisals or 360-degree feedback.
• Training managers on conducting objective and constructive performance evaluations. 
• Reviewing and analyzing performance evaluation results to identify patterns or trends. Facilitating feedback sessions and coaching managers on delivering effective feedback.

Performance Improvement and Development

• Identifying performance gaps and designing performance improvement plans.
• Providing guidance and resources to support employees in improving performance.
• Collaborating with managers to develop and implement training and development programs.

• Monitoring and tracking performance improvement efforts and providing ongoing support.

Recognition and Rewards

• Designing and implementing employee recognition programs to acknowledge high performance.
• Developing reward systems and compensation structures aligned with performance outcomes.
• Ensuring fairness and equity in the distribution of rewards and recognition.

• Conducting market research to stay updated on industry best practices in performance rewards.

 Duties and Responsibilities:

HR Strategy and Talent Management

• Collaborate with the leadership team to develop and execute HR strategies that align with our talent needs, recruitment, retention, and succession planning.
• Provide guidance and support to our HR and Admin team across all branches and subsidiaries, senior management, and employees in handling complex and sensitive HR matters.
• Building and maintaining relationships with external stakeholders, such as recruitment agencies and universities, to enhance the talent pipeline.
• Talent Acquisition and Development
• Manage the end-to-end talent acquisition process, including recruitment, interviewing, and hiring of qualified candidates, particularly for managerial and professional roles.
• Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent
• Collaborate with departmental managers to identify and address skills and competencies required for various positions.
• Create and implement learning and development programs to foster internal growth opportunities for employees.

Employee Relations and Compliance

• Oversee employee disciplinary meetings, terminations, and investigations.
• Ensure compliance with state, local, and employment laws and regulations, reviewing
  policies and practices as needed.
• Stay updated on HR trends, best practices, regulatory changes, and new technologies tocontinuously enhance our HR processes.

Office and Company Administration

• Manage general office administrative duties to ensure smooth operations.
•  Provide guidance and support to our HR and Admin team across all branches and subsidiaries, senior management, and employees in handling complex and sensitive HR
  matters.

 Other Managerial Duties

• Performs other managerial duties as assigned.