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