Human Resources Manager Job Vacancy at CARE

POSITION TITLE: Human Resources Manager

REPORTS TO: Country Director

LOCATION: Dar-es-salaam

JOB SUMMARY

The Human Resources Manager will work closely with the Country Director to ensure that CARE Tanzania has an organizational culture in which staff are actively and positively engaged in the work of the organization and the achievement of its vision and mission. The Human Resources Manager will be responsible to lead the Country Office to ensure that CARE has a positive organizational culture, where staff feel valued, engaged, listened to and proud to be part of CARE Tanzania. This position is part

of the Country Office Senior Leadership Team (SLT) and will play a vital role in facilitating change management processes for the

Country Office.

The Human Resources Manager is responsible for ensuring that the Country Office has HR up to date HR policies and procedures that are in compliance with the labour laws and industry practice, and which support CARE’s HR objectives. The position also ensures that HR operations are carried out efficiently and effectively and are in line with CARE’s established principles, policies and procedures. Other functions of this position include staff recruitment and selection, managing new staff onboarding, managing compensation and benefits, performance management, staff development and managing all employee relations issues. The position also acts as a liaison and contact person for all legal and HR compliance issues

The Human Resources Manager will work with the Regional HRBP to ensure that all People and Culture initiatives are implemented

at country office level. The incumbent shall act as CARE Tanzania’s Focal Person for Safeguarding and DEBI functions to ensure that all staff are compliant with CARE’s global policies. The incumbent shall therefore maintain active collaborative relationship with all global People and Culture functional on matters of global priority.

RESPONSIBILITIES AND TASKS

• Work with Project Management teams and Program Support teams to develop people resourcing plans; consider the implications of these plans for talent management for both CARE Tanzania and the Implementing Partner and factor these into the annual planning process
• Work with Managers to ensure CARE’s staff profile is reflective of the communities that CARE serves and to promote a culture

of Gender, Equality and Diversity in recruitment and retention processes

• Manage recruitment according to best practices, aiming to attract and recruit candidates who go on to give high performance in their roles. Manage all aspects of the recruitment process; ensuring good communication with staff, candidates and any consultants who are involved. In case of a humanitarian emergency, support the hiring manager to rapidly recruit an adequate team of staff to respond effectively and competently
• Ensure effective implementation of the process for identifying and developing talent within CARE Tanzania; including ensuring that implementation of succession plans to understudy key positions is effectively done.
• Lead the performance management process for the country in line with CARE USA’s performance management process,

ensuring that timelines for goal setting, mid-year and end of year performance review processes are adhered to.

• Provide training for all staff on the proper implementation of all aspects performance management processes, ensuring that all staff and managers can use the performance management tools.
• Support staff in their career development and ensuring that this is translated into a personal development plan for each

member of staff. Provide staff with talent development options available in line with ARE’s staff development policy.

• Ensure that all new members of staff are fully supported to deliver good performance quickly; includes sharing the job description and facilitating induction
• Manage the on-boarding and probation period of new staff; liaising with management to ensure that they are performing as expected and providing appropriate support / corrective action if not. Work with all line managers to ensure that all new staff

have clear goals, and that the performance of staff is managed in line with CARE’s onboarding strategy of 30:60:90-day cycle.

Support managers to ensure that staff performance is reviewed upon completion of the probationary period and that all necessary measures are taken for staff who fail to meet expected performance standards.

• Ensure that CARE Tanzania staff are equipped with the skills and knowledge necessary for full performance in their roles through developing and implementing an organisation wide.
• Support on provision of capacity building training, support and advice on HR related matters to CARE Tanzania’s staff so that they can engage effectively with HR Management processes
• Support in implementing a Learning & Development strategy for the organisation; ensuring that individual staff training needs are identified against a framework of good practice and that each one is provided with the required capacity building in a timely and cost-effective manner
• Liaise with the managers and Country Director to coordinate a regular program of staff training; ensuring that the personal development plan for each member of staff is implemented in a well organised manner
• Facilitate trainings according to personal expertise and availability, utilising best practice in adult learning
• Track country office training / staff development activities
• Work continually to enhance the level of customer service provided to the Program teams and Implementing partners; making suggestions for improving policies, procedures or systems as required
• Ensure that supporting documentation and logistical assistance for proposal submission is provided; includes attending pre- award workshops to fully understand requirements
• Work with the Director of HR and Operations to develop or adapt the partner capacity assessment tool; ensuring that it continues to assess up to date best practices in HR Management
• According to the schedule developed by the Project Team, carry out visits to sub grantees to review their HR processes, documentation, systems and compliance; conduct follow up visits as required
• According to each project plan, build the capacity of implementing partners to manage their own Human Resources according to best practices
• Ensure that staff receive the appropriate remuneration and benefits in a timely manner through effective implementation of

CARE Tanzania’s management of renumeration policy

• Coordinate carrying out of job evaluations of available positions and roles into CARE Tanzania’s salary structure
• Engage in periodic reviews of the external employment market to compare CARE salaries and benefits with those of peer

NGOs. Prepare a proposal to to the Country Director to respond to the survey findings, implement the approved actions. Ensure that staff are clear about management’s decision based on the market performance and the country office’s

affordability.

• Carry out all administration associated with the payroll, including ensuring that accurate and complete staff data is entered into the system, generating the monthly payroll reports and paperwork and ensuring that staff are paid correctly and on time

according tom CARE Tanzania HR policy and procedures

• Implement management’s decisions on the rewards system according to the policy, while ensuring that fair and transparent procedures are administered at all times

• Liaise with the insurance providers to manage CARE Tanzania’s staff insurance schemes; ensuring that policies are renewed on time, that staff are guided in how to meet the requirements of the schemes and that all necessary administration is carried out
• Liaise with the government institutions (NSSF, WCF, HESLB) to manage CARE Tanzania’s staff welfare; ensuring that statutory deductions are accurately done and remitted on time, that staff are guided in how to meet the requirements of the schemes and that all necessary administration is carried out

• Lead the country office in ensuring that the country office in defining the organisational culture that supports staff wellbeing and keep staff fully engaged in CARE’s objectives

• Work with the Regional HRBP and Country Director to execute any Employee Engagement initiatives at the country office, develop action plans and lead in implementing them
• Conduct perioding country office pulse checks and culture surveys to check on the effectiveness of the planes actions
• Create systems and initiatives that enhance manager/staff relationships. Create systems that make staff feel heard and cared about. Conduct periodic reviews of the systems and advise the Country Director of any need for review and improvement.
• Coordinate and support the physical and emotional well-being of CARE Tanzania staff to contribute to development of a well- motivated and high-performing team
• Manage all staff grievances to ensure that the country office has a clear policy and procedure in handling grievances. Ensuring that staff are aware of CUSA’s ethics points and that they understand how to report concerns.
• Ensuring that the country office has a clear disciplinary policy which is in compliance with CARE’s policies and local labour laws. Ensure that all reported disciplinary issues are concluded within agreed timelines.

• Ensure that CARE Tanzania’s policies, procedures in the HR Manual are compliant with both the laws of Tanzania and Country

Office CARE International policies, highlighting any concerns or non-compliance to the Country Director

• Ensure that all legal/statutory requirements associated with the employment of staff by CARE Tanzania are fulfilled (including immigration requirements and contracting)
• Manage the employee HR records; ensuring that all required information is on file, retained for the statutory time period and disposed of thereafter, in compliance with CARE’s data management policies and procedures
• Support in preparation for and support audits; ensure that any corrective actions relating to HR management are closed out in a timely manner
• Prepare and share all required reports including Quarterly HR management report, HR Dashboard performance, Regional

HR Report, Leave and any other analytical reports necessary to ensure good practice in HR Management

• Lead and manage ethical misconduct investigations across the CO, ensuring that these are fair, robust, professional, and aligned with our values and policy framework, producing evidence based reports and recommendations.
• Ensure that misconduct is addressed consistently in the CO to provide a safe working environment, and that CARE management and staff are held accountable in upholding our values and policy requirements.

• Practice a behaviour that is consistent with CARE’s core values and promotion of gender, equality and diversity goals.
• Be proactive in ensuring that CARE’s core values, code of conduct and principles of gender equity, diversity (GED) and Inclusion are upheld throughout area of responsibility and provide leadership to others

• Plays a role as HR team member in identifying and implementing initiatives that enhance CARE’s commitment to gender and diversity

• Manage the staff leaves and absence system; ensuring that managers are aware of staff planned and actual leave and that corrective action is taken in case of any non-compliance with procedures
• Perform any other duties as requested by his/her supervisor

EDUCATION QUALIFICATIONS

• Degree in Human Resources Management/ organizational Behavior/ or related field from a recognized University
• Master’s Degree in related field will be added advantage.

EXPERIENCE AND SKILLS

• Minimum of 5 years senior HR Practitioner experience, including high performance in the full range of human resource management activities (recruitment and selection, performance management, development, talent management, reward, employee relations etc.)
• Proven experience of providing leadership on all HR issues at the same time balancing the strategic role with the need to deliver effective day-to-day HR administration services.
• Good knowledge and experience in the application of Tanzanian Labour laws
• Experience of managing or coordinating the learning and development function
• At least 3 years’ experience and good knowledge of an HR Information Management System
• Experience in following and maintaining workplace privacy, working understanding of human resource principles, practices, and procedures.

TECHNICAL COMPETENCIES

• Knowledge and practical skills in facilitation and implementation of workplace learning; understanding of best practice in adult learning
• Excellent report-writing, communication skills and facilitation skills, including native Kiswahili and strong English language skills.
• Excellent planning skills, organizational and time management skills and ability to meet deadlines
• Ability to work calmly under pressure to deliver and work with others and collaborate as part of a team member.
• Excellent interpersonal and customer service skills
• A high level of creativity, attention to detail and accuracy in working with numbers
• Firm belief in teamwork, gender equality and participatory approach

MODE OF APPLICATIONS:

Only a letter of application and updated CV including names of at least 3 reputable referees from previous jobs (preferable line Managers) with reliable contacts should be sent by email to Human Resources Department TZAHumanResourcesDepartment@care.org by CoB, 25th June 2024 at 1700hrs. The applicants should clearly state the Job title applied for in the subject line of the email. Only shortlisted applicants will be contacted.

CARE is an equal opportunity employer promoting gender, equity and diversity. Female and people with disability candidates are strongly encouraged to apply. Our selection process reflects our commitment to the protection of children and vulnerable adults from abuse.