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 and restructuring initiatives.
2. Talent acquisition & 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 performance management framework, implement performance 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 and leadership 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 and salary 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 market competitiveness.
5. HR Systems & Analytics
   • Implement and manage Group HRIS.
   • Produce monthly and quarterly HR dashboards and track.
   • Turnover
   • Engagement
   • Performance ratings
   • Succession coverage
   • Training ROI
   • 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

• Group employee turnover within target range.
• 100% performance review completion
• Succession coverage for all critical roles
• HR cost as % of revenue within target
• Employee engagement score improvement
• Zero material labour law violations
• Time-to-fill for critical roles.
• Leadership bench strength index
• 100% employees with clear KPIs and individual development plans