ROLE: HR Manager
LOCATION: Tanzania
REPORTS TO: Direct report to Country Manager
TYPE: Full-time, permanent

THE ROLE

The HR Manager is responsible for partnering with the Country Manager and local leadership team to drive business performance through the delivery of the local people plan, which aims to continually improve and promote employee engagement, ensure BIMA is seen as an employer of choice in the local market, optimize BIMA’s business performance, and support all employees in reaching their full potential.

The HR Manager will achieve this by being a strategic partner to the Country Manager, leading all aspects of the local HR function, and ensuring shared ownership of all aspects of the people lifecycle (talent attraction, hiring, performance and development, and retention) is agreed with business stakeholders. Promoting a positive culture will be prioritized by local leadership.

RESPONSIBILITIES (ROLE SPECIFIC)

• Develop and Maintain the Local People Plan based on Global HR and Business Strategy: Work with the business to improve productivity and achieve business and individual goals by continually evaluating the effectiveness of all aspects of the people lifecycle. Identify people goals and priorities with the Country Manager and quickly translate them into a local People Plan.
• Implementing Global HR Best Practice: Provide input into the BIMA Global HR Team and HR community on existing practices and lead Global HR projects as agreed. Ensure the implementation of global standards and frameworks, distinguishing between global consistency and local initiatives.
• Coach to the Local Leadership Team: Provide data, insights, and feedback to the Country Manager and leadership team to build their leadership skills. Partner with the Country Manager on people management skills, building manager-employee relationships through constructive feedback and coaching conversations.
• Employee Engagement: Work with the local leadership team and Global HR Team to execute employee surveys, share outputs transparently, and plan to drive improvement in employee engagement.
• Talent Attraction and Recruitment: Manage the hiring process aligned with Globally-agreed standards, understanding the required talent profiles, attracting and recruiting this talent, and clarifying hiring standards and responsibilities.
• Talent Performance and Development: Optimize onboarding and development of employees, aligning with Globally-agreed standards, and ensuring clear feedback and performance management processes are in place. Promote development plans and ensure managers are trained in performance management.
• Talent Retention: Provide clear attrition data, ensure the business uses this data to manage retention, and balance managing underperformance with retaining talent. Partner with the Country Manager to ensure retention planning aligns with Globally agreed approaches.
• Employment Risk Management: Ensure compliance with local employment legislation, government requirements, and local practices and policies. Deliver an accurate, efficient, and compliant payroll process.
• Local Market Reward Insight: Build a clear understanding of the local pay and benefits landscape and work with the Country Manager to feed into the pay review process orchestrated by Global HR. Identify and implement approved local recognition schemes.
• Stewardship of the Diversity Agenda: Ensure the business case for diversity is understood by local leadership, actively pursuing this agenda with a focus on diversity and female hires in leadership roles. Fulfill role in the RUN program with local Ambassadors, mentors, and Global HR.
• Management of the Local HR Function and Budget: Identify and implement the most appropriate local HR team structure to deliver HR priorities. Develop the HR Team and ensure execution on all HR agenda aspects, including pay and benefits administration, recruitment, and reporting. Manage the HR budget.
• HR Information System: Support the deployment of the Global HRIS, ensuring effective local training and management. Develop local HR information/dashboards to aid decision-making and drive the HR plan locally.
• Employee Relations: Ensure a quick, fair, and effective approach to managing people issues, building credibility with employees, upholding BIMA’s values, and managing risks in line with local employment laws.

THE PERSON

• Bachelor in HR or Business Administration.
• 6-8 years of HR experience, ideally in a company with mature HR processes and practices. Proven knowledge across all HR aspects including recruitment, training and development, employee engagement and retention, employee relations, and reward management.
• Experience managing a full range of HR services in a fast-moving business. Professional certification in HR is expected or in progress.
• Strong emotional intelligence, ability to challenge constructively, and hold others to high standards in people management. Excellent interpersonal skills and judgment in managing sensitive situations.
• Proven ability to lead and influence with knowledge and passion.
• Working knowledge of national employment laws and practices.
• Credibility to be seen as a credible HR partner to the Country Manager and Leadership team, with coaching skills to build capability.
• Active affiliation with local HR networks and organizations.
• Project management skills, business understanding, and linking HR plans to business outcomes.
• Comfortable with data and using it to drive HR discussions with leadership.
• International experience or experience working across cultures is desirable.
• Passion for the BIMA purpose and mission.
• Continuous self and team development with a growth mindset.
• Ability to work independently, manage multiple priorities, and be proactive and organized. Comfortable with ambiguity.
• Strong belief in fairness, confidentiality, and holding others accountable to preserve and advance BIMA values.

To apply, drop your CV via careers.tz@milvik.se