People and Culture Manager at ITM | March 2024

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Job Description


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

 Other Managerial Duties

  • Performs other managerial duties as assigned.