Head of Human Resource at SOS Children’s Villages Tanzania

SOS Children’s Villages Tanzania

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SOS Children’s Villages Tanzania Jobs 2024

SOS
Children’s Villages in Tanzania is a local non-government and
non-denominational organization affiliated to SOS Children’s Villages
International, a worldwide child care organization that work to protect
and care for children who have lost parental care, or who stand at risk
of losing the care.

Established 74 years ago, SOS Children’s
Villages, currently has Children’s Villages and other projects in 135
countries around the world. Globally, it runs two major programs i.e.,
SOS family like care and family strengthening program supporting
families in local communities. SOS Children’s Villages has been working
in the United Republic of Tanzania since 1991. Our programs are in
Zanzibar, Arusha, Dar es Salaam, Mwanza and Iringa.

To achieve
our mission and Strategy, we focus on ensuring the best care of
children, innovation, and effective collaboration with partners. Our
Core Values guiding who we are, and what we do include courage to take
action, commitment to keep our promises, trust to believe in each other,
and accountability to be reliable partners. SOS Children’s Villages in Tanzania seeks to recruit suitably qualified candidates to fill the following vacant position.

Job Title: Head of Human Resource
Duty station: National Office- Dar es Salaam
Reporting to: National Director
Contract Period: 2 years with possible extension

JOB SUMMARY
The
Head of Human Resources (HoHR) is responsible for setting the strategic
direction and growth of human resources, including workforce
development and planning. The principal objective is to elevate both
staff performance and organizational performance to the required level.
The HoHR will provide leadership and actively contribute to processes
aimed at enhancing organizational development and leadership within the
National Association. Additionally, the HoHR will lead the
implementation of the HR manual, communicate and orient staff on new HR
policies.

They are responsible for the staff training and
development function, actively seeking and implementing programs such as
workshops, courses, and seminars to help staff acquire new skills and
enhance their abilities for improved performance. In a balanced manner,
the HoHR will advocate for the team/staff concerning their genuine
concerns and relations to the organization, as well as advocate for the
organization in terms of its desired direction. The HoHR will apply the
current national labor law to the National Association staff conditions
of service and other HR policies. Moreover, the HoHR will play a key
role in staff discipline and counseling, guiding procedures and
providing up-building advice to the staff.

MAJOR RESPONSIBILITIES
Leads Human Resource Planning and Implementation of HR Policies:

• Projects
  and plans for new positions in consultation with the National Director,
  project managers, and National Office department heads.
• Announces
  vacant staff positions, manages recruitment, and oversees placement for
  approved positions, ensuring adherence to proper procedures and good HR
  practices.
• Leads staff interviews and establishes well-balanced
  interview panels, ensuring compliance with SOS policies and procedures
  in staff recruitment practices.
• Provides staff employment
  documentation (e.g., position offers, appointment letters, contracts,
  and job descriptions) based on established staff employment policies and
  procedures.
• Supervises the management of detailed, confidential
  personal information for each employee at the projects and the National
  Office. Ensures adequate records of key employee documents and advises
  project heads on possible improvements in staff personal records.
• Conducts reference checks and verifies testimonials for shortlisted and selected applicants for senior positions.
• Leads
  Human Resources reviews, development, and planning processes. Develops
  HR strategies and objectives for the National Association.

Leads Human Resource Policy Development and Review:

• Leads the development of new policies associated with HR processes and conducts reviews of such policies.
• Plans
  and facilitates regular reviews of effective HR management practices
  and policies, ensuring good participation from staff teams, management,
  and the board’s trustees.
• Advises the National Director on
  significant needed changes in HR policy and ensures compliance with both
  SOS-KDI human resource policies and Tanzanian labor legislation.
• Develops
  and monitors the application of various policies in line with the NA’s
  strategic objectives to ensure the consistent implementation of HR
  procedures and organizational compliance with recognized/good HR
  practices.

Promote Employee Relations:

• Provides clarification and guidance to line managers to implement HR
  policies, systems, and processes in line with the Human Resource manual.
• Supports
  line managers in engaging in effective and open communication in
  matters affecting staff and their relationships with their supervisors
  to maintain cohesive and supportive staff teams.
• Maintains open
  communication with project heads/facility managers on matters of staff
  indiscipline, ensuring that all such cases are well-attended to fairly
  and firmly.
• Involves in staff discipline and grievance
  proceedings (following laid-down procedures and at stages deemed
  appropriate) in conjunction with project heads. Briefs and consults the
  National Director on significant staff indiscipline cases, seeking his
  involvement and advice as deemed appropriate.
• Advises and supports project heads on opportunities for improving relations among employees and with the organization.
• Seeks opportunities for improving staff welfare and supports such genuine proposals.
• Promotes
  employee morale and productivity through programs that positively
  involve employees to sustain two-way channels of communication.

Leads Staff Performance Management:

• Leads the implementation of the performance management policy, supports
  line managers in promoting staff performance and productivity across
  the organization through the practical application of this policy, and
  assists them in addressing situations of poor performance.
• Follows
  up on the practice of staff performance evaluations by project
  managers, ensuring that appraisals are carried out timely and
  effectively. Works with project managers on the needs for action
  reflected in reports on staff performance and supports them in
  addressing cases of persistent poor performance. The HOHR is also
  responsible for promoting a performance culture within the organization.
• Reviews and make improvements to performance management and appraisal tools.
• Leads
  the preparation and review of job descriptions, ensuring that job roles
  are distinctly defined to support organizational structures
  effectively.
• The HoHR is responsible for the process of staff recognition and awards using the established policy.

Coordinates Staff Orientations, Induction and Development:

• Develop and coordinates orientation programs for new and existing
  staff, ensuring that they receive comprehensive orientation and focused
  induction into both the organization and their roles.
• Initiates
  the assessment and planning for the development/training needs of key
  staff, coordinating training activities across the National Association
  with project managers, department heads, and the National Director. The
  Head of Human Resources (HoHR) oversees the implementation of approved
  development/training programs.
• Produces reports after each
  training event, which serve as references when evaluating training
  effectiveness and addressing post-training needs.
• Manages
  correspondence and liaises with the SOS Regional Training Centre,
  regional HR advisor, and external training organizations to address the
  organization’s development needs.

Performs Other Responsibilities:

• Provides firm support to the National Director in developing various
  management processes in promoting the objectives of the National
  Association.
• Supports the National Director in meeting the needs
  of important meetings within the National Association, such as
  developing agenda, presentations and documents for planning forums,
  board meetings etc.
• Oversee the whole working of the National Office setup and operations, ensuring good standards and overall efficiency.

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KNOWLEDGE, SKILLS, QUALIFICATIONS, ABILITIES, AND BEHAVIORAL COMPETENCES:

• Master’s degree in human resource management, Public or Business
  Administration, Industrial Relations/Psychology, or a related field,
  with a minimum of five years of directly related work experience and
  additional training/courses. Equivalent professional experience may be
  considered.
• A minimum of 7 years of progressive professional
  experience in HR, with a strong preference for experience within an
  international NGO setting in Tanzania.
• In-depth understanding of
  Tanzanian HR practices and standards, demonstrating a comprehensive
  knowledge of Tanzanian labor law and customs.
• Strong
  relationship-building skills and cross-cultural sensitivity, with the
  ability to effectively interface with internal and external stakeholders
  from diverse backgrounds.
• Sound judgment and discretion to represent the Organization in a highly professional manner.
• Proven ability to provide meaningful and comprehensive HR support to a diverse team, senior management, and the board.
• Proven
  leadership skills with a track record of successfully managing and
  leading HR teams in a dynamic and evolving organizational environment.
• Demonstrated strategic thinking and the ability to align HR strategies with organizational goals and objectives.
• Extensive
  experience in managing employee relations issues, including conflict
  resolution, performance management, and disciplinary processes.
• Excellent
  communication skills, both written and verbal, with the ability to
  convey complex HR concepts in a clear and concise manner.
• Competency in HR software/applications and proficiency in Microsoft Office Suite (MS Office/Excel/Word/PowerPoint).
• Excellent command of written and spoken English.

How to Apply
If
you believe you are the right candidate for the above position, please
send your detailed curriculum vitae (CV), and photocopies of academic
certificates. Applications should be submitted electronically through
the iCIIMS link provided. All applications should be submitted not later
than December 01st, 2024.

Applications that are late do
not have a CV or certificates attached will be disqualified. Only
shortlisted candidates will be contacted.

“SOS Children´s
Villages has zero-tolerance neither on sexual exploitation, harassment,
and abuse nor fraud and corruption, amongst other safeguarding aspects.
We also provide equal employment opportunities to all employees &
qualified applicants without regard to race, colour, religion, gender,
national origin, age, disability, marital status, or class. SOS
Children´s Villages complies with all applicable laws governing
non-discrimination in employment.”

This position involves working
with an INGO committed to children and human rights and is subject to
strict safer recruitment checks. The successful candidate will be
required to complete safer recruitment checks including police and
reference checks to help verify their suitability to work for SOS CV. In
addition to candidates’ ability to perform the duties of the post, in
the selection process the motivation and approach of the candidate to
safeguarding will also be explored.
Female candidates are highly encouraged to apply.
Go to our Homepage To Get Relevant Information.
How to Apply:
This is Full-time Job, To submit your application, please follow the link provided below.