People and Culture Manager (1 Position(s))

Job Description
The overall purpose of this position is to lead and support LHRC People & Culture strategic objectives to contribute to the achievement of the organisation’s purpose and deliver on strategic outcomes. Reporting to the Executive Director and working closely with LHRC Management Team, the People & Culture Manager is required to effectively build the people and culture capability of the organisation; lead and manage an effective human resources function to support management of the employee lifecycle; and contribute to broader organisational and strategic management as part of the LHRC Management team. The position also has a key role as ambassador for organisational culture and values, ensuring they are visible, embedded, and upheld.
Responsibility:

1.    STRATEGY & LEADERSHIP
i.    Develop and execute LHRC People and Culture strategy.
ii.    Contribute to the development and achievement of LHRC short and long-term strategy, ensuring effective inclusion of key people and culture considerations.
iii.    Read and understand the broader business environment and provide expert and informed analysis and strategic advice to ongoing operations and expected decisions.
iv.    High level analysis of key people data and trends in support of strategic priorities, advising an appropriate course of action as required.

2.    ORGANISATIONAL DEVELOPMENT & CULTURE
i.    Contribute to the development of a robust culture through role modelling LHRC values and the behaviours which drive this culture.
ii.    Design and lead initiatives including research and diagnostics to maximise the engagement of all employees and build organisational commitment to the desired culture.
iii.    Scope, develop and lead implementation of LHRC’ s Diversity & Inclusion Strategy

3. TALENT MANAGEMENT
i.    Develop a focused job design aligned to a structured Workforce Plan and Framework
ii.    Ensure best practice, innovative methods and processes relating to the recruitment, selection, and onboarding.
iii.    Development of formal induction process and procedures

4. PEOPLE DEVELOPMENT
i.    Build a culture of performance across the organisation with oversight and continued development of the Performance Review & Development plan.
ii.    In conjunction with the Management Team, ensure all Learning and Development is strategically linked to organisational needs and aligned to performance reviews and business planning processes.
iii.    Develop and update LHRC Learning Program each year after the Performance Review process.
iv.    Maximise leadership capability and embed a coaching culture in support of delivering on strategy outcomes.

5. REMUNERATION & BENEFITS
i.    Ensure the integrity of LHRC’ s Remuneration Policy
ii.    Oversee market research across all Job functions.
iii.    Ensure market driven benchmarking and transparent annual review processes.
iv.    Review and strengthen LHRC’ s Financial and non-financial Benefits offerings.

6. RISK & COMPLIANCE
i.    Ensure alignment and adherence with organisational quality assurance, governance policies, processes and standards and external legal and regulatory requirements.
ii.    Informed analysis of key people risks advising appropriate mitigation strategies in accordance with the overall risk management system.
iii.    Ensure enabling, fit for purpose HR policies and procedures are developed and embedded in day-to-day practice.
iv.    Ensure continued modern and compliant with Tanzania Employment and Labour Relations Acts.
v.    By supporting the Supervisors, ensure employee issues are dealt with in a prompt time frame so LHRC is not exposed to potential legal risk, including assisting in investigations into grievances and complaints where required.

7. HR MANAGEMENT
i.    Responsible for the effective operations of all normal People & Culture activities to support management of the employee lifecycle including
a.    Maintain employment records to meet compliance obligations.
b.    On-boarding/ off-boarding/ cross-boarding
ii.    Internal and external organisational reporting (i.e. Monthly, quarterly, and annual reporting to Business Plan KPIs, Executive Team Reporting, Board Reporting etc)
iii.    Assist the Management Team with planning, budgets, and reporting, including evaluating People & Culture results and trends.
iv.    Other responsibilities as may be required.

8. AUTHORITY
i.    Daily operational reporting and appointment of various contractors.
ii.    Authorise expenditure incorporated in the approved budget.
iii.    Recruitment and selection of staff suitable to maintain LHRC culture.
iv.    Appointment of staff and contractors to fulfill LHRC needs.

9. COMMUNICATION
Internal

i.    Foster and maintain trusted and professional relationships with the Management Team
ii.    As Management Team ex officio, develop strong partnerships with all members.
iii.    Collaborative working relationship with all Teams
iv.    Foster and maintain effective relationships with Supervisors.
v.    Member of WHS Committee
vi.    All LHRC Staff and Directors

External
a.    Foster and maintain productive relationships with government bodies and other related stakeholders including customers, suppliers, and service providers.
b.    Liaise and develop relationships with vendors in the areas of employment law, learning and development area and organisational culture.
c.    Professional relationships with prospective candidates.

Experience :
i.    Bachelor’s degree in human resources management with HR professional qualifications
ii.    5 to 7 years’ experience in HR management.
iii.    A master’s degree is an added advantage.
iv.    Experience in using any Human Resources Information System
v.    Experience in a large, global, matrixed organization and/or within a non-profit setting is a plus.
vi.    In depth knowledge of HR concepts, and the ability to ramp quickly on new topics.
vii.    Excellent written and verbal communication skills
viii.    Proven track record and fulfillment in operating with a client service approach and building and fostering positive working relationships; highly resourceful.
ix.    High data analytics skills and ability to use basic data outputs to tell a high-level story.
x.    Sensitive to and have a solid understanding of Gender Equality concepts and their impact on HR practices.
xi.    Self-motivated, ability to plan, prioritize and problem solve independently.
xii.    Flexibility, adaptability, and resilience in working in a constantly evolving environment.
xiii.    Ability to build and foster an effective and positive working relationships with colleagues and internal clients.
xiv.    Outstanding capabilities in MS Word, Excel, and PowerPoint; experience in Workday and applicant tracking systems a plus.
xv.    Ability and commitment to the highest ethical standards including maintaining the confidentiality.
Job Opening date : 02-Apr-2024
Job closing date : 15-Apr-2024

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