The HR Officer is responsible for delivering efficient and compliant human resource operations that support the achievement of Action Against Hunger Tanzania Country Office objectives. This role contributes to strengthening people management systems, workforce planning, employee experience, and HR compliance through effective implementation of HR policies, payroll administration, employee lifecycle management, staff engagement initiatives, and HR data management.

The position ensures consistent application of organizational policies and labor regulations while promoting a professional, accountable, and people-centered work environment that enables staff performance and organizational growth.

Engagement

The HR Officer works closely with the Finance and Administration Manager, technical and support department managers, regional HR teams, and all country office staff to ensure smooth delivery of HR services and compliance with organizational standards. The role regularly collaborates with Finance on payroll processing, statutory compliance, staff benefits administration, and audit requirements.

The position supports managers and employees on HR policies, performance management processes, recruitment coordination, onboarding, employee relations, learning and development initiatives, and staff welfare matters. The HR Officer also engages with external stakeholders including government labor offices, statutory bodies, insurance providers, training institutions, and recruitment partners.

Delivery

The HR Officer delivers end-to-end human resource services that support the attraction, development, engagement, and retention of a high-performing workforce. Through accurate HR data management, policy implementation, employee support, and continuous improvement of HR systems and practices, the position contributes to organizational effectiveness, employee experience, and the achievement of country office objectives.

Key Responsibilities

Objective 1: Workforce Planning and Talent Acquisition

Support the attraction, recruitment, and retention of qualified employees to meet organizational staffing needs.

Key Responsibilities

• Support workforce planning and staffing requirements across departments.
• Coordinate end-to-end recruitment and selection processes.
• Prepare vacancy announcements and recruitment documentation.
• Coordinate candidate sourcing, screening, interviews, and assessments.
• Conduct reference and background checks.
• Prepare employment contracts and offer documentation.
• Coordinate onboarding and induction processes.
• Monitor probation periods and employee confirmations.
• Maintain recruitment records and recruitment metrics.

Objective 2: Employee Lifecycle Administration

Manage employee records and HR administration processes throughout the employee lifecycle.

Key Responsibilities

• Create and maintain complete personnel files for all employees.
• Ensure all employee documentation is accurate, complete, and compliant.
• Administer contracts, contract amendments, transfers, promotions, and separations.
• Maintain employee records within HRIS and other HR systems.
• Monitor contract expiry dates and renewal schedules.
• Manage leave administration, attendance records, and timesheets.
• Coordinate onboarding and offboarding activities.
• Archive employee files in accordance with organizational requirements.

Objective 3: Compensation, Benefits and Payroll Administration

Support effective administration of compensation and employee benefits programs.

Key Responsibilities

• Prepare and coordinate monthly payroll processing.
• Verify payroll changes including new hires, salary adjustments, allowances, and terminations.
• Prepare statutory deduction schedules and payroll reports.
• Coordinate timely submission of taxes and statutory contributions.
• Administer employee medical insurance and benefits programs.
• Conduct payroll reconciliations and spot checks.
• Support salary review and compensation exercises.
• Respond to employee payroll and benefits queries.

Objective 4: Performance Management and Learning & Development

Support employee performance and professional growth through structured people management processes.

Key Responsibilities

• Coordinate performance management cycles and review processes.
• Monitor completion of probation and annual performance reviews.
• Support managers with performance management tools and processes.
• Identify employee training and development needs.
• Coordinate learning and development initiatives.
• Maintain employee training records.
• Support succession planning and talent development initiatives.
• Monitor implementation of performance improvement plans where applicable.

Objective 5: Employee Relations, Engagement and Wellbeing

Promote a positive, inclusive, and productive workplace culture.

Key Responsibilities

• Provide guidance on HR policies and procedures.
• Support resolution of employee relations issues and workplace concerns.
• Participate in disciplinary and grievance processes.
• Coordinate employee engagement and wellbeing initiatives.
• Promote safeguarding, Code of Conduct, and organizational values.
• Facilitate employee communication and feedback mechanisms.
• Support diversity, equity, inclusion, and staff welfare initiatives.
• Contribute to organizational culture and change management initiatives.

Objective 6: HR Compliance, Reporting and Systems Management

Ensure HR compliance and support data-driven decision-making through effective HR systems and reporting.

Key Responsibilities

• Monitor compliance with labor legislation and organizational policies.
• Prepare monthly HR reports and workforce analytics.
• Maintain HR dashboards and workforce metrics.
• Support HR audits and compliance reviews.
• Monitor implementation of audit recommendations and action plans.
• Support safeguarding compliance monitoring and reporting.
• Contribute to HR policy development and review.
• Support implementation and optimization of HRIS and digital HR systems.

Physical Demands

While performing the duties of this job, the employee is required to sit for long periods and to concentrate on work, including typing, and turn out heavy volumes of work accurately, within short time frames under stressful situations in the context of a moderately noisy office with many interruptions. Must be able to proofread own work accurately so that only minor corrections are needed on an infrequent basis.

To travel to the field, the employee must attest to a level of physical fitness capable of enduring physically difficult, highly stressful situations which may include the necessity to walk long distances, to eat a limited diet and/or to reside in potentially uncomfortable housing or tents. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

Working Conditions, Travel and Environment

The duties of the job require regular job attendance of at least five days per week. Must be available to work outside normal office hours or on weekends as required. Must be able to travel as required for standard domestic and international business purposes. While performing the duties of this job in the field, the employee may be exposed to precarious settings under high security risks and/or very basic living conditions and outside weather conditions, as well as infectious diseases.

Required Qualifications

Degree in Human Resources Management, Business Administration, Commerce, Organization Development or relevant field.
At least 3+ years’ experience in a similar role (International NGO experience is an added advantage).
Experience using HRIS and payroll software.
Ability to process payroll accurately and maintain employee records.
Knowledge of statutory deductions and payroll compliance.
Proficiency in HR reporting and database management.

Required Skills & Experience

Professional Certification in Human Resource Management.
Excellent people management, analytical, problem-solving, negotiation, interpersonal and communication skills.
Demonstrated ability to work effectively in an individual capacity and as part of a team, and an ability to multitask.
Confidentiality, accountability, integrity, and ability to handle sensitive situations.
Fluent in both spoken and written English and Swahili.
Proven competency in the use of computer applications.

• Support workforce planning and staffing requirements across departments.
• Coordinate end-to-end recruitment and selection processes.
• Prepare vacancy announcements and recruitment documentation.
• Coordinate candidate sourcing, screening, interviews, and assessments.
• Conduct reference and background checks.
• Prepare employment contracts and offer documentation.
• Coordinate onboarding and induction processes.
• Monitor probation periods and employee confirmations.
• Maintain recruitment records and recruitment metrics.
• Create and maintain complete personnel files for all employees.
• Ensure all employee documentation is accurate, complete, and compliant.
• Administer contracts, contract amendments, transfers, promotions, and separations.
• Maintain employee records within HRIS and other HR systems.
• Monitor contract expiry dates and renewal schedules.
• Manage leave administration, attendance records, and timesheets.
• Coordinate onboarding and offboarding activities.
• Archive employee files in accordance with organizational requirements.
• Prepare and coordinate monthly payroll processing.
• Verify payroll changes including new hires, salary adjustments, allowances, and terminations.
• Prepare statutory deduction schedules and payroll reports.
• Coordinate timely submission of taxes and statutory contributions.
• Administer employee medical insurance and benefits programs.
• Conduct payroll reconciliations and spot checks.
• Support salary review and compensation exercises.
• Respond to employee payroll and benefits queries.
• Coordinate performance management cycles and review processes.
• Monitor completion of probation and annual performance reviews.
• Support managers with performance management tools and processes.
• Identify employee training and development needs.
• Coordinate learning and development initiatives.
• Maintain employee training records.
• Support succession planning and talent development initiatives.
• Monitor implementation of performance improvement plans where applicable.
• Provide guidance on HR policies and procedures.
• Support resolution of employee relations issues and workplace concerns.
• Participate in disciplinary and grievance processes.
• Coordinate employee engagement and wellbeing initiatives.
• Promote safeguarding, Code of Conduct, and organizational values.
• Facilitate employee communication and feedback mechanisms.
• Support diversity, equity, inclusion, and staff welfare initiatives.
• Contribute to organizational culture and change management initiatives.