Senior Human Resources Manager at HJFMRI Tanzania

HJFM Research International

Jobs
in Tanzania 2024: New Job Vacancies at HJF Medical Research International, Inc. (HJFMRI) 2024

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HJFM Research International Tanzania Jobs 2024

Senior Human Resources Manager
Senior Human Resources Manager at HJFMRI Tanzania April 2024
Job Locations TZ-Mbeya
Program HJFMRI
ID 2023-3672
Category Human Resources
Position Type Regular Full-Time
Travel None
Work Arrangements 100% on site

Overview
Join the HJFMRI Team!
HJFMHRI
is seeking a Senior Human Resources Manager. This position manages the
HJFMRI Tanzania Human Resources function. The incumbent is responsible
for HJFMRI Tanzania human resources planning, directing, controlling,
and organizing to ensure HJFMRI Tanzania HR objectives are met in the
most compliant, efficient and effective manner possible in alignment
with local laws and HJF’s HR strategy. The position ensures that HJFMRI
Tanzania is staffed with the right talent: right skills, experiences,
and headcount to fulfill its strategic objectives. The position provides
strategic direction to HJFMRI Tanzania in human resources planning,
recruitment and selection, talent management, performance management,
function evaluation, rewards, well-being, training and development,
compliance, health, and safety, etc. The incumbent reports to the
Operations Director but works closely with Global Human Resources (GHR)
in a functional dotted line.

The Henry M. Jackson Foundation for
the Advancement of Military Medicine (HJF) is a nonprofit organization
dedicated to advancing military medicine. We serve military, medical,
academic and government clients by administering, managing and
supporting preeminent scientific programs that benefit members of the
armed forces and civilians alike. Since
its founding in 1983, HJF has served as a vital link between the
military medical community and its federal and private partners. HJF’s
support and administrative capabilities allow military medical
researchers and clinicians to maintain their scientific focus and
accomplish their research goals.

Responsibilities

• Manage the day-to-day operations of HJFMRI Tanzania Human Resources department.
• Manage
  HJFMRI Tanzania human resources planning, directing, controlling, and
  organizing to ensure HJFMRI Tanzania human resources objectives are met
  in the most efficient and effective manner possible.
• Provide
  guidance, training, coaching, and mentorship to HJFMRI Tanzania human
  resources personnel to ensure they have the requisite skills to deliver
  what is expected of them by HJFMRI Tanzania.
• In collaboration
  with GHR, develop and implement human resources strategies and
  initiatives in support of the Program (HJFMRI) business strategy.
• Conduct
  human resources data analytics and provide the HJFMRI Tanzania
  executive leadership and GHR with key HR insights to enable them to make
  informed decisions.
• In collaboration with GHR, manage the
  development and implementation of practical human resources models,
  development and execution of HR strategies, processes, as well as short
  and long-term plans including but not limited to objectives, critical
  successful factors, metrics, targets, activities, deliverables,
  timeline, tasks allocation, monitoring plans for tracking
  HJFMRI-Tanzania human resources indicators.
• In collaboration
  with GHR, manage the annual employee’s performance management cycle to
  ensure employees’ performance is tracked consistently and measurably.
• In
  collaboration with GHR and the training department, manage the
  development and implementation of staff training programs as necessary.
• Manage
  recruitments, selection, on-boarding, retention and separations in
  accordance with HJFMRI employee handbook, human resources SOPs,
  strategic objectives, Tanzania employment and labor relations Act.
• Manage
  employee relations, grievances and disciplinary actions. Ensure staff
  disputes, complaints, and grievances are well managed to foster a
  conducive working environment. Escalate through the appropriate HJFMRI
  & HJF channels and Resolve issues and disputes conclusively, provide
  internal and external counselling and ensure alignment with the
  Tanzania Employment and Labor Relations Act (ELRA), HJFMRI policies.
• Manage
  the development, implementation, and maintenance of a functional human
  resources control plan to ensure all HR stakeholders’ expectations are
  met.
• In collaboration with GHR and legal counsel, develop and /
  or review human resources policies, guidelines, procedures, and tools,
  as appropriate or needed.
• Manage all HJFMRI-Tanzania human
  resources activities including development and monitoring of short- and
  long-term human resources operational plans.
• Act as a trusted
  advisor to HJFMRI Tanzania executive leadership team and GHR; provide
  the HR best practices and contextual expertise when key HR decisions are
  being made.
• Ensure that all HJFMRI-T human resources activities
  and / or practices are in full compliance with HJF / MRI human
  resources policies, SOPs, Employment and Labor Relations Act (ELRA),
  Tanzania labor laws and donor rules and regulations.
• Manage and
  ensure the data quality and integrity of the Human Resources Information
  System to ensure real-time access to accurate staff records and
  reporting.
• Nurture a positive working environment.
• Manage
  the provision of timely, accurate, and reliable HR information/reports
  to enable HJFMRI-T executive members make informed HR decisions.
• Manage
  human resources audits including providing responses, developing, and
  implementing corrective actions to human resources related audit
  findings.
• Oversee the execution of other human resources roles as directed by the Supervisor.

Qualifications
Minimum Qualifications

• Bachelor’s degree in human resources management or related field; master’s degree in a relevant field a plus.
• At
  least ten (10) years’ relevant professional experience in human
  resources management, with at least 7 years progressive management level
  experience in a diverse industry.
• In-depth knowledge of
  Tanzania labor laws (Employment and Labor Relations Act), federal
  employment laws and human resources best practices.
• Proven experience in representing Organizations in CMA cases in Tanzania.
• Proven
  track record of delivering complex human resources initiatives or
  projects with cross organizational and functional boundaries, managing
  risks, issues, and stakeholders to deliver against timescales, budget,
  and quality targets.
• Prior large donor experience required;
  prior PEPFAR, DoD, USAID, or CDC a plus. Experience working with
  international NGOs in a cross-cultural setting is a plus.
• Demonstrate high integrity and strong values, including confidentiality.
• Thorough understanding of the Tanzanian regulatory and business environment a must.
• Analytical, problem solving and exceptional organizational skills.
• Demonstrate
  continuous effort to improve human resources operations, decrease
  turnaround times, streamline work processes, and high-quality customer
  service.
• Ability to meet and communicate schedules and deadlines.
• Demonstrate exceptional professional judgment.
• Excellent corporate level communication, relationship, and interpersonal skills.
• Ability
  to build and maintain sound relationships with stakeholders; competence
  to build and effectively manage interpersonal relationships at all
  levels of the Organization.
• Ability to multitask, successfully manage work pressure, with minimum supervision.
• Proficiency in MS Office applications.

Employment
with HJF is contingent upon successful completion of a background
check, which may include, but is not limited to, contacting your
professional references, verification of previous employment, education
and credentials, a criminal background check, and a department of motor
vehicle (DMV) check if applicable. Any qualifications to be considered
as equivalents, in lieu of stated minimums, require the prior approval
of the Chief Human Resources Officer.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The
contractor will not discharge or in any other manner discriminate
against employees or applicants because they have inquired about,
discussed, or disclosed their own pay or the pay of another employee or
applicant. However, employees who have access to the compensation
information of other employees or applicants as a part of their
essential job functions cannot disclose the pay of other employees or
applicants to individuals who do not otherwise have access to
compensation information, unless the disclosure is (a) in response to a
formal complaint or charge, (b) in furtherance of an investigation,
proceeding, hearing, or action, including an investigation conducted by
the employer, or (c) consistent with the contractor’s legal duty to
furnish information. 41 CFR 60-1.35(c)