People and Culture Manager at Integrated HR Care Company Ltd… See details on how to apply for the opportunities available at Integrated HR Care Company Ltd.

Company: Integrated HR Care Company Ltd
Location: Tanzania
State: Dar Es Salaam Jobs
Job type: Full-Time
Job category: Administrative/Secretarial Jobs in Tanzania

Job Description

Job Title: People and Culture Manager
Department: Human Resources and Administration
Location: Dar Es Salaam, Tanzania
No of direct reports: 5+
MINIMUM REQUIREMENTS
Education
Minimum; Masters Degree in Business Administration, Human Resources, Public Administration, Corporate Management or similar related field. A background in Business Management related fields will be an added advantage.

Work Experience:

At least 5 years’ working experience in Managerial position in People Management fields.
Language:
Fluent in written and spoken English and Swahili
Line Manager Chief Finance Officer
1. About the company:

Our client is a food-tech company focusing on efficient distribution of foods from farm to market. It has an extensive operations and logistics team that works around the clock to achieve the highest distribution efficiency in the industry.

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Be a part of something big, the company is growing and now is your chance to join a company where you will have influence! We are a lean company who asks a lot of its talented workforce and in return give you the opportunity to be part of a major player in the food-tech and distribution space.

2. Job Summary:
The People and Culture Manager will participate and lead the creation and implementation of medium and long-term Human Resources (HR) strategies of the business alongside directing the routine functions of the HR Department including recruitment and selection, training and development, performance management, employee relations and engagement, enforcing company policies and practices, overseeing overall compliance and other related functions.

3. Key Focus Areas for the People and Culture Manager Position
Driving Corporate Strategy
a) Workforce Planning and Talent Acquisition
Collaborating with executive leadership to align HR strategies with corporate
Conducting workforce planning to ensure the organization has the right talent to achieve strategic
Developing recruitment and selection strategies to attract and retain top

b) Change Management and Organizational Development
Designing and implementing performance-driven culture initiatives to align with the corporate

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Assessing the organization’s structure and culture to identify areas for
Facilitating communication and fostering employee engagement during times of
c) Succession Planning and Leadership Development
Identifying key positions critical to the organization’s success and creating succession
Developing leadership development programs to build a strong leadership pipeline and Collaborating with managers to create individual development plans for high-potential
Conducting talent assessments to identify high-potential employees for development

3.2. Perfomance Management System
Performance Planning and Goal Setting
Developing performance management frameworks, policies, and
Collaborating with managers to set clear and measurable performance
Ensuring alignment between individual goals and organizational
Providing guidance and training to managers and employees on effective goal
b) Performance Evaluation and Feedback
Designing and implementing performance evaluation systems, such as performance appraisals or 360-degree
Training managers on conducting objective and constructive performance
Reviewing and analyzing performance evaluation results to identify patterns or
Facilitating feedback sessions and coaching managers on delivering effective
c) Performance Improvement and Development
Identifying performance gaps and designing performance improvement
Providing guidance and resources to support employees in improving
Collaborating with managers to develop and implement training and development
Monitoring and tracking performance improvement efforts and providing ongoing
d) Recognition and Rewards
Designing and implementing employee recognition programs to acknowledge high
Developing reward systems and compensation structures aligned with performance
Ensuring fairness and equity in the distribution of rewards and
Conducting market research to stay updated on industry best practices in performance
4. 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
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
Building and maintaining relationships with external stakeholders, such as recruitment agencies and universities, to enhance the talent
4.2. 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
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
Create and implement learning and development programs to foster internal growth opportunities for
4.3. Employee Relations and Compliance
Oversee employee disciplinary meetings, terminations, and
Ensure compliance with state, local, and employment laws and regulations, reviewing policies and practices as
Stay updated on HR trends, best practices, regulatory changes, and new technologies to continuously enhance our HR
4.4. Office and Company Administration
Manage general office administrative duties to ensure smooth
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
4.5. Other Managerial Duties
Performs other managerial duties as
5. Qualifications and Experience:
5+ years of experience as a HR & Administration
MBA in HR Management or related
Great understanding of Tanzania Labor
Strong in oral and written communication in English interviewing skills.
Good interpersonal
Database management and record
Ability to maintain the highly confidential nature of the job
Demonstrate strong abilities as an organizer, relationship builder, negotiator, problem solver, public speaker, and customer services
Demonstrate resourcefulness and initiative in dealing with daily
Ability to conduct basic training for a group of employees (e.g. onboarding).
Must love working with
6. Working Conditions:
Prolonged periods of sitting at a desk and working on a
Must be able to access and navigate each department at the organization’s
Extra working hours may be required given the nature of company’s
Able to travel within Dar Es Salaam, other regions and countries where the company has
7. Knowledge, Skills and Abilities and Required Competencies:

High level of emotional intelligence and people management
Excellent verbal and written communication
Excellent interpersonal, negotiation, and conflict resolution
Excellent organizational skills and attention to
Strong analytical and problem-solving
Ability to prioritize tasks and to delegate them when
Ability to act with integrity, professionalism, and

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Thorough knowledge of employment-related laws and
Proficient with Microsoft Office or related
Proficiency with or the ability to quickly learn the organization’s Human Resources Management and Talent Management Systems like ERPNext, Odoo or any similar
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.