People and Culture Manager

MINIMUM REQUIREMENTSIndustry: Food Distribution Education: Master's Degree in Business Administration, Human Resources, Public Administration, Corporate Management or related fields. A background in Business Management related fields will be an added advantage. Work Experience: At least 5 years of working experience in a Managerial position in the People Management field. Language: Fluent in written and spoken English and Swahili Line Manager: Chief Finance Officer Qualifications and Experience:● 5+ years of experience as a HR & Administration Manager.● MBA in HR Management or related field.● Great understanding of Tanzania Labor Laws.● Strong in oral and written communication in English incl. interviewing skills.● Good interpersonal abilities.● Database management and record keeping.● Ability to maintain the highly confidential nature of the job requirements.● Demonstrate strong abilities as an organizer, relationship builder, negotiator, problem solver, public speaker, and customer services person.● Demonstrate resourcefulness and initiative in dealing with daily assumptions.● Ability to conduct basic training for a group of employees (e.g. onboarding).● Must love working with people.Knowledge, Skills and Abilities and Required Competencies:● High level of emotional intelligence and people management skills.● Excellent verbal and written communication skills.● Excellent interpersonal, negotiation, and conflict resolution skills.● Excellent organizational skills and attention to detail.● Strong analytical and problem-solving skills.● Ability to prioritize tasks and to delegate them when appropriate.● Ability to act with integrity, professionalism, and confidentiality.● Thorough knowledge of employment-related laws and regulations.● Proficient with Microsoft Office or related software.● Proficiency with or the ability to quickly learn the organization’s Human Resources Management and Talent Management Systems like ERPNext, Odoo or any similar systems.● Proven track record of building and leading high-performing HR teams● Ability to work effectively with Millennials and Gen Z● Experience with employee relations, conflicts, and performance management● Ability to thrive in a fast-paced environmentWorking Conditions:● Prolonged periods of sitting at a desk and working on a computer.● Must be able to access and navigate each department at the organization’s facilities.● Extra working hours may be required given the nature of EAF’s business.● Able to travel within Dar Es Salaam, other regions and countries where the company has operations.Key Focus Areas for the People and Culture Manager Position 3.1. Driving Corporate Strategy Workforce Planning and Talent Acquisition Collaborating with executive leadership to align HR strategies with corporate objectives. Conducting workforce planning to ensure the organization has the right talent to achieve strategic goals. Developing recruitment and selection strategies to attract and retain top talent. Change Management and Organizational Development Designing and implementing performance-driven culture initiatives to align with the corporate strategy. Assessing the organization's structure and culture to identify areas for improvement.  Facilitating communication and fostering employee engagement during times of change. Succession Planning and Leadership Development Identifying key positions critical to the organization's success and creating succession plans. Developing leadership development programs to build a strong leadership pipeline and collaborating with managers to create individual development plans for high-potential employees. Conducting talent assessments to identify high-potential employees for development opportunities. 3.2. Performance Management SystemPerformance Planning and Goal SettingDeveloping performance management frameworks, policies, and procedures. Collaborating with managers to set clear and measurable performance goals. Ensuring alignment between individual goals and organizational objectives. Providing guidance and training to managers and employees on effective goal setting. Performance Evaluation and Feedback Designing and implementing performance evaluation systems, such as performance appraisals or 360-degree feedback. Training managers on conducting objective and constructive performance evaluations.  Reviewing and analyzing performance evaluation results to identify patterns or trends. Facilitating feedback sessions and coaching managers on delivering effective feedback. Performance Improvement and Development Identifying performance gaps and designing performance improvement plans. Providing guidance and resources to support employees in improving performance. Collaborating with managers to develop and implement training and development programs. Monitoring and tracking performance improvement efforts and providing ongoing support.Recognition and Rewards Designing and implementing employee recognition programs to acknowledge high performance. Developing reward systems and compensation structures aligned with performance outcomes. Ensuring fairness and equity in the distribution of rewards and recognition. Conducting market research to stay updated on industry best practices in performance rewards. Duties and Responsibilities:HR Strategy and Talent Management Collaborate with the leadership team to develop and execute HR strategies that align with our talent needs, recruitment, retention, and succession planning. Provide guidance and support to our HR and Admin team across all branches and subsidiaries, senior management, and employees in handling complex and sensitive HR matters. Building and maintaining relationships with external stakeholders, such as recruitment agencies and universities, to enhance the talent pipeline. Talent Acquisition and Development Manage the end-to-end talent acquisition process, including recruitment, interviewing, and hiring of qualified candidates, particularly for managerial and professional roles. Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent Collaborate with departmental managers to identify and address skills and competencies required for various positions. Create and implement learning and development programs to foster internal growth opportunities for employees. Employee Relations and Compliance Oversee employee disciplinary meetings, terminations, and investigations. Ensure compliance with state, local, and employment laws and regulations, reviewingpolicies and practices as needed. Stay updated on HR trends, best practices, regulatory changes, and new technologies tocontinuously enhance our HR processes. Office and Company Administration Manage general office administrative duties to ensure smooth operations.  Provide guidance and support to our HR and Admin team across all branches and subsidiaries, senior management, and employees in handling complex and sensitive HRmatters.  Other Managerial DutiesPerforms other managerial duties as assigned.