GROUP HR MANAGER

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