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Senior Human Resources Manager Job Opportunity at HJFMRI

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Senior Human Resources Manager Job Opportunity at HJFMRI

Senior Human Resources Manager Job Opportunity at HJFMRI

Senior Human Resources Manager Job Opportunity at HJFMRI

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.


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.

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)


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