- Facilitate leadership collaboration by ensuring regular and effective communication among Country Shared Leadership Team members, promoting cross-functional collaboration and shared decision-making.
- Design and implement frameworks for collective decision-making, ensuring that decisions reflect input from relevant stakeholders at all levels.
- Support the leadership team in clarifying roles, responsibilities, and areas of ownership, ensuring that authority is distributed appropriately across functions.
- Establish and coordinate cross-functional leadership circles or working groups to address specific strategic issues or projects.
- Work closely with the Country Director and Shared Leadership team to embed shared leadership values into the organizational culture through training, communication, and role modeling.
- Develop and implement leadership development programs to enhance skills related to collaboration, communication, conflict resolution, and decision-making within a shared leadership framework.
- Organize team-building exercises to foster trust, collaboration, and a sense of collective ownership within the leadership team and across departments.
- Establish and maintain effective communication platforms to promote transparency and ensure information flows across leadership levels.
- Co-develop HR strategies for Heifer International Tanzania in conjunction with the vision, mission, and values of Heifer International and agreed Heifer Africa Values.
- Co-develop Heifer International Tanzania’s annual People Work Plan and ensure implementation within the business partnering framework.
- Contribute Tanzania-specific context to inform the Africa and Global People Strategies and Policies.
- Develop solutions to diverse and complex problems within organizational policy; anticipate and pre-empt risks, mitigation, and drive a learning culture around risk for continuous innovation.
- Ensure policies and procedures are fair and compliant with Tanzanian labor law, working with local lawyers where necessary, using the Region as a sounding board.
- Maintain confidentiality in the delivery of People work aligned with current organizational needs.
- Define goals, scope, and objectives of the Community of Practice (CoP), aligning with the broader organizational strategy.
- Engage stakeholders from different departments to participate in the CoP, ensuring cross-functional collaboration.
- Identify and manage digital platforms for collaboration, knowledge sharing, and community discussions.
- Organize and lead regular CoP meetings, workshops, and knowledge-sharing sessions to encourage dialogue, learning, and problem-solving.
- Collect, document, and disseminate best practices, lessons learned, and innovative solutions.
- Develop guides, toolkits, and other resources to support CoP members’ professional development.
- Encourage peer-to-peer learning and mentoring within the CoP.
- Identify knowledge or skill gaps within the community and collaborate with Learning and Development teams to address these needs.
- Ensure “hygiene” factors are performed to a high standard and regularly reviewed.
- Implement and monitor usage of Zadock Star System (SATs).
- Provide specialist advice on employee relations issues in line with policies and laws.
- Maintain confidential records related to grievances and coordinate their resolution.
- Ensure compliance with policies, procedures, and labor laws.
- Administer staffing changes, including promotions, transfers, and terminations.
- Implement safe working practices.
- Manage and monitor expenditure against strategic and annual plans within financial guidelines.
- Ensure continuous improvement of business systems such as Agresso and Coral.
- Implement people planning, workforce planning, and succession planning.
- Manage organograms and facilitate staffing discussions.
- Coordinate succession planning and employee engagement events.
- Oversee job creation control, staffing pattern management, and benchmarking.
- Coordinate full recruitment process, ensuring fairness and transparency.
- Guide hiring managers on job reviews and JD development.
- Oversee onboarding to ensure new hires align with Heifer’s vision and values.
- Provide recruitment data, gender analysis, and metrics.
- Monitor and report on recruitment progress.
- Assess talent needs for proposals and projects.
- Recruit and develop new skills for effective program delivery.
- Promote a performance-driven culture and build performance management capability.
- Challenge senior leadership to model performance culture through actions.
- Enforce performance management processes and policies.
- Lead implementation of a performance management system aligned with organizational goals.
- Identify training needs and coordinate learning delivery.
- Coach managers to support employee development.
- Recommend learning methods and develop an annual plan.
- Provide guidance on staff capacity building and in-house training.
- Promote shared leadership and frontline integration.
- Champion staff culture initiatives for better collaboration.
- Coordinate change initiatives to foster a positive work environment.
- Advise on diversity, equity, inclusion, and belonging.
- Design and implement an organizational structure suited to program needs.
- Promote coaching and mentoring opportunities, including secondments.
- Contribute to an accountable, high-performance, and learning-oriented culture.
- Partner with the Regional People Team to maintain a positive employee relations climate.
- Engage stakeholders to identify and implement improved ways of working.
- Align goals and rewards across teams and individuals.
- Manage and implement compensation and benefits programs.
- Participate in reviews and benchmarking, working with the Regional team.
- Ensure internal equity and competitiveness in compensation.
- Advise staff on benefits entitlements.
- Collaborate with regional Compensation and Benefits leads.
- Ensure market competitiveness in pay proposals.
- Lead the implementation of the People Pillar Frontline Execution Strategy in Tanzania by embedding the Annual Africa PD Frontline Roadmap.
- Ensure all people processes and strategies incorporate frontline staff feedback and needs.
- Ensure the efficiency and effectiveness of the frontline delivery hub for smallholder farmer impact.
- As part of the Shared Leadership, build a customer orientated team by embedding “customer focus” as way of life/DNA of Heifer International Tanzania – from Small Holder Farmer to Front Line to Country Office.
- Establish, maintain, and improve active and regular working relationships with external stakeholders such as government authorities, service providers and comparable organizations etc.
- May perform other job-related duties as assigned.
- A Bachelor’s Degree in Human Resources, Business, or a related field. Continued HR education/certification is an added advantage.
- A minimum of 10 -12 years’ experience, 5 of which will be in managing HR functions in a dynamic organization.
- Experience in implementing strategy, meeting objectives, and working within a matrix structure.
- Excellent Organization Development/influencing skills, collaborative leadership, team management, active listening, negotiation, and presentation skills.
- Human Resources Certification.
- Competence to build and effectively manage interpersonal relationships at all levels of the company.
- Good analytical skills. Effective negotiator, with the ability to positively influence cross departmental and cross sector working
- In-depth knowledge of Tanzania Labor Law.
- Previous experience with an International NGO is highly valued.
- Previous experience with HRIS.
- Accountability
- Professional Excellence
- Humility
- Customer Orientation
- Empathy
- Innovation
How to Apply:
This is Full-time Job, To submit your application, please follow the link provided below.
CLICK HERE TO APPLY
