GROUP HR MANAGER
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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.
i. Turnover
ii. Engagement
iii. Performance ratings
iv. Succession coverage
v. Training ROI
vi. 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