People Manager
2025-05-08T19:14:40+00:00
Heifer International
https://cdn.greattanzaniajobs.com/jsjobsdata/data/employer/comp_1641/logo/Heifer%20International.png
https://www.heifer.org/
FULL_TIME
Dodoma
Dodoma
00000
Tanzania
Nonprofit, and NGO
Human Resources
2025-06-08T17:00:00+00:00
Tanzania
8
The role enhances the Country’s locally led delivery of the people strategic strands of three aims: Staff feel motivated and valued by how Heifer treats them as an employer; Ensure an engaged, capable, diverse and mission-driven workforce; Ensure program quality/excellence through competence and capability development.
The position will deliver and achieve strategic strands of People Business Processes Management, Talent Management, Performance Management, Compensation & Benefits, Organization Development, and Learning & Development.
The role will foster an in-service-to culture with a strong frontline focus, coordinate with external and internal customers of the People function, and deliver People Functional services per Heifer International Tanzania’s agreed people business standards.
A. Shared Leadership (20%)
- Facilitate leadership collaboration by ensuring regular and effective communication among Country Shared Leadership Team members, promoting cross-functional collaboration and shared decision-making.
- Design and implement frameworks for collective decision-making, ensuring that decisions reflect input from relevant stakeholders at all levels.
- Support the leadership team in clarifying roles, responsibilities, and areas of ownership, ensuring that authority is distributed appropriately across functions.
- Establish and coordinate cross-functional leadership circles or working groups to address specific strategic issues or projects.
- Work closely with the Country Director and Shared Leadership team to embed shared leadership values into the organizational culture through training, communication, and role modeling.
- Develop and implement leadership development programs to enhance skills related to collaboration, communication, conflict resolution, and decision-making within a shared leadership framework.
- Organize team-building exercises to foster trust, collaboration, and a sense of collective ownership within the leadership team and across departments.
- Establish and maintain effective communication platforms to promote transparency and ensure information flows across leadership levels.
B. Country People Strategy, Roadmaps, and Policy Development and Alignment to Africa and Global Co-Design Work (20%)
- Co-develop HR strategies for Heifer International Tanzania in conjunction with the vision, mission, and values of Heifer International and agreed Heifer Africa Values.
- Co-develop Heifer International Tanzania’s annual People Work Plan and ensure implementation within the business partnering framework.
- Contribute Tanzania-specific context to inform the Africa and Global People Strategies and Policies.
- Develop solutions to diverse and complex problems within organizational policy; anticipate and pre-empt risks, mitigation, and drive a learning culture around risk for continuous innovation.
- Ensure policies and procedures are fair and compliant with Tanzanian labor law, working with local lawyers where necessary, using the Region as a sounding board.
- Maintain confidentiality in the delivery of People work aligned with current organizational needs.
C. Community of Practice (10%)
- Define goals, scope, and objectives of the Community of Practice (CoP), aligning with the broader organizational strategy.
- Engage stakeholders from different departments to participate in the CoP, ensuring cross-functional collaboration.
- Identify and manage digital platforms for collaboration, knowledge sharing, and community discussions.
- Organize and lead regular CoP meetings, workshops, and knowledge-sharing sessions to encourage dialogue, learning, and problem-solving.
- Collect, document, and disseminate best practices, lessons learned, and innovative solutions.
- Develop guides, toolkits, and other resources to support CoP members’ professional development.
- Encourage peer-to-peer learning and mentoring within the CoP.
- Identify knowledge or skill gaps within the community and collaborate with Learning and Development teams to address these needs.
D. Delivery of the Strategic Strands by Implementing Agreed Work Plans Within the Business Partnering and Matrix Framework (30%)
People Business Processes Management
- Ensure “hygiene” factors are performed to a high standard and regularly reviewed.
- Implement and monitor usage of Zadock Star System (SATs).
- Provide specialist advice on employee relations issues in line with policies and laws.
- Maintain confidential records related to grievances and coordinate their resolution.
- Ensure compliance with policies, procedures, and labor laws.
- Administer staffing changes, including promotions, transfers, and terminations.
- Implement safe working practices.
- Manage and monitor expenditure against strategic and annual plans within financial guidelines.
- Ensure continuous improvement of business systems such as Agresso and Coral.
Talent Management
- Implement people planning, workforce planning, and succession planning.
- Manage organograms and facilitate staffing discussions.
- Coordinate succession planning and employee engagement events.
- Oversee job creation control, staffing pattern management, and benchmarking.
- Coordinate full recruitment process, ensuring fairness and transparency.
- Guide hiring managers on job reviews and JD development.
- Oversee onboarding to ensure new hires align with Heifer’s vision and values.
- Provide recruitment data, gender analysis, and metrics.
- Monitor and report on recruitment progress.
- Assess talent needs for proposals and projects.
- Recruit and develop new skills for effective program delivery.
Performance Management
- Promote a performance-driven culture and build performance management capability.
- Challenge senior leadership to model performance culture through actions.
- Enforce performance management processes and policies.
- Lead implementation of a performance management system aligned with organizational goals.
Learning & Development
- Identify training needs and coordinate learning delivery.
- Coach managers to support employee development.
- Recommend learning methods and develop an annual plan.
- Provide guidance on staff capacity building and in-house training.
Organization Development, Culture, and Change
- Promote shared leadership and frontline integration.
- Champion staff culture initiatives for better collaboration.
- Coordinate change initiatives to foster a positive work environment.
- Advise on diversity, equity, inclusion, and belonging.
- Design and implement an organizational structure suited to program needs.
- Promote coaching and mentoring opportunities, including secondments.
- Contribute to an accountable, high-performance, and learning-oriented culture.
- Partner with the Regional People Team to maintain a positive employee relations climate.
- Engage stakeholders to identify and implement improved ways of working.
Total Rewards – Compensation & Benefits
- Align goals and rewards across teams and individuals.
- Manage and implement compensation and benefits programs.
- Participate in reviews and benchmarking, working with the Regional team.
- Ensure internal equity and competitiveness in compensation.
- Advise staff on benefits entitlements.
- Collaborate with regional Compensation and Benefits leads.
- Ensure market competitiveness in pay proposals.
E. Frontline Execution, Operational Excellence, and Customer Orientation (15%)
- Lead the implementation of the People Pillar Frontline Execution Strategy in Tanzania by embedding the Annual Africa PD Frontline Roadmap.
- Ensure all people processes and strategies incorporate frontline staff feedback and needs.
- Ensure the efficiency and effectiveness of the frontline delivery hub for smallholder farmer impact.
- As part of the Shared Leadership, build a customer orientated team by embedding “customer focus” as way of life/DNA of Heifer International Tanzania – from Small Holder Farmer to Front Line to Country Office.
- Establish, maintain, and improve active and regular working relationships with external stakeholders such as government authorities, service providers and comparable organizations etc.
Administration & Any Other Assigned Function (5%)
- May perform other job-related duties as assigned.
Minimum Requirements
- A Bachelor’s Degree in Human Resources, Business, or a related field. Continued HR education/certification is an added advantage.
- A minimum of 10 -12 years’ experience, 5 of which will be in managing HR functions in a dynamic organization.
- Experience in implementing strategy, meeting objectives, and working within a matrix structure.
- Excellent Organization Development/influencing skills, collaborative leadership, team management, active listening, negotiation, and presentation skills.
- Human Resources Certification.
Preferred Requirements
- Competence to build and effectively manage interpersonal relationships at all levels of the company.
- Good analytical skills. Effective negotiator, with the ability to positively influence cross departmental and cross sector working
- In-depth knowledge of Tanzania Labor Law.
- Previous experience with an International NGO is highly valued.
- Previous experience with HRIS.
Key Behavioural Competencies
- Accountability
- Professional Excellence
- Humility
- Customer Orientation
- Empathy
- Innovation
. Shared Leadership (20%) Facilitate leadership collaboration by ensuring regular and effective communication among Country Shared Leadership Team members, promoting cross-functional collaboration and shared decision-making. Design and implement frameworks for collective decision-making, ensuring that decisions reflect input from relevant stakeholders at all levels. Support the leadership team in clarifying roles, responsibilities, and areas of ownership, ensuring that authority is distributed appropriately across functions. Establish and coordinate cross-functional leadership circles or working groups to address specific strategic issues or projects. Work closely with the Country Director and Shared Leadership team to embed shared leadership values into the organizational culture through training, communication, and role modeling. Develop and implement leadership development programs to enhance skills related to collaboration, communication, conflict resolution, and decision-making within a shared leadership framework. Organize team-building exercises to foster trust, collaboration, and a sense of collective ownership within the leadership team and across departments. Establish and maintain effective communication platforms to promote transparency and ensure information flows across leadership levels. B. Country People Strategy, Roadmaps, and Policy Development and Alignment to Africa and Global Co-Design Work (20%) Co-develop HR strategies for Heifer International Tanzania in conjunction with the vision, mission, and values of Heifer International and agreed Heifer Africa Values. Co-develop Heifer International Tanzania’s annual People Work Plan and ensure implementation within the business partnering framework. Contribute Tanzania-specific context to inform the Africa and Global People Strategies and Policies. Develop solutions to diverse and complex problems within organizational policy; anticipate and pre-empt risks, mitigation, and drive a learning culture around risk for continuous innovation. Ensure policies and procedures are fair and compliant with Tanzanian labor law, working with local lawyers where necessary, using the Region as a sounding board. Maintain confidentiality in the delivery of People work aligned with current organizational needs. C. Community of Practice (10%) Define goals, scope, and objectives of the Community of Practice (CoP), aligning with the broader organizational strategy. Engage stakeholders from different departments to participate in the CoP, ensuring cross-functional collaboration. Identify and manage digital platforms for collaboration, knowledge sharing, and community discussions. Organize and lead regular CoP meetings, workshops, and knowledge-sharing sessions to encourage dialogue, learning, and problem-solving. Collect, document, and disseminate best practices, lessons learned, and innovative solutions. Develop guides, toolkits, and other resources to support CoP members’ professional development. Encourage peer-to-peer learning and mentoring within the CoP. Identify knowledge or skill gaps within the community and collaborate with Learning and Development teams to address these needs. D. Delivery of the Strategic Strands by Implementing Agreed Work Plans Within the Business Partnering and Matrix Framework (30%) People Business Processes Management Ensure “hygiene” factors are performed to a high standard and regularly reviewed. Implement and monitor usage of Zadock Star System (SATs). Provide specialist advice on employee relations issues in line with policies and laws. Maintain confidential records related to grievances and coordinate their resolution. Ensure compliance with policies, procedures, and labor laws. Administer staffing changes, including promotions, transfers, and terminations. Implement safe working practices. Manage and monitor expenditure against strategic and annual plans within financial guidelines. Ensure continuous improvement of business systems such as Agresso and Coral. Talent Management Implement people planning, workforce planning, and succession planning. Manage organograms and facilitate staffing discussions. Coordinate succession planning and employee engagement events. Oversee job creation control, staffing pattern management, and benchmarking. Coordinate full recruitment process, ensuring fairness and transparency. Guide hiring managers on job reviews and JD development. Oversee onboarding to ensure new hires align with Heifer’s vision and values. Provide recruitment data, gender analysis, and metrics. Monitor and report on recruitment progress. Assess talent needs for proposals and projects. Recruit and develop new skills for effective program delivery. Performance Management Promote a performance-driven culture and build performance management capability. Challenge senior leadership to model performance culture through actions. Enforce performance management processes and policies. Lead implementation of a performance management system aligned with organizational goals. Learning & Development Identify training needs and coordinate learning delivery. Coach managers to support employee development. Recommend learning methods and develop an annual plan. Provide guidance on staff capacity building and in-house training. Organization Development, Culture, and Change Promote shared leadership and frontline integration. Champion staff culture initiatives for better collaboration. Coordinate change initiatives to foster a positive work environment. Advise on diversity, equity, inclusion, and belonging. Design and implement an organizational structure suited to program needs. Promote coaching and mentoring opportunities, including secondments. Contribute to an accountable, high-performance, and learning-oriented culture. Partner with the Regional People Team to maintain a positive employee relations climate. Engage stakeholders to identify and implement improved ways of working. Total Rewards – Compensation & Benefits Align goals and rewards across teams and individuals. Manage and implement compensation and benefits programs. Participate in reviews and benchmarking, working with the Regional team. Ensure internal equity and competitiveness in compensation. Advise staff on benefits entitlements. Collaborate with regional Compensation and Benefits leads. Ensure market competitiveness in pay proposals. E. Frontline Execution, Operational Excellence, and Customer Orientation (15%) Lead the implementation of the People Pillar Frontline Execution Strategy in Tanzania by embedding the Annual Africa PD Frontline Roadmap. Ensure all people processes and strategies incorporate frontline staff feedback and needs. Ensure the efficiency and effectiveness of the frontline delivery hub for smallholder farmer impact. As part of the Shared Leadership, build a customer orientated team by embedding “customer focus” as way of life/DNA of Heifer International Tanzania – from Small Holder Farmer to Front Line to Country Office. Establish, maintain, and improve active and regular working relationships with external stakeholders such as government authorities, service providers and comparable organizations etc. Administration & Any Other Assigned Function (5%) May perform other job-related duties as assigned.
Competence to build and effectively manage interpersonal relationships at all levels of the company. Good analytical skills. Effective negotiator, with the ability to positively influence cross departmental and cross sector working In-depth knowledge of Tanzania Labor Law. Previous experience with an International NGO is highly valued. Previous experience with HRIS
A Bachelor’s Degree in Human Resources, Business, or a related field. Continued HR education/certification is an added advantage. A minimum of 10 -12 years’ experience, 5 of which will be in managing HR functions in a dynamic organization. Experience in implementing strategy, meeting objectives, and working within a matrix structure. Excellent Organization Development/influencing skills, collaborative leadership, team management, active listening, negotiation, and presentation skills. Human Resources Certification
JOB-681d02a06b76c
Vacancy title:
People Manager
[Type: FULL_TIME, Industry: Nonprofit, and NGO, Category: Human Resources]
Jobs at:
Heifer International
Deadline of this Job:
Sunday, June 8 2025
Duty Station:
Dodoma | Dodoma | Tanzania
Summary
Date Posted: Thursday, May 8 2025, Base Salary: Not Disclosed
Similar Jobs in Tanzania
Learn more about Heifer International
Heifer International jobs in Tanzania
JOB DETAILS:
The role enhances the Country’s locally led delivery of the people strategic strands of three aims: Staff feel motivated and valued by how Heifer treats them as an employer; Ensure an engaged, capable, diverse and mission-driven workforce; Ensure program quality/excellence through competence and capability development.
The position will deliver and achieve strategic strands of People Business Processes Management, Talent Management, Performance Management, Compensation & Benefits, Organization Development, and Learning & Development.
The role will foster an in-service-to culture with a strong frontline focus, coordinate with external and internal customers of the People function, and deliver People Functional services per Heifer International Tanzania’s agreed people business standards.
A. Shared Leadership (20%)
- Facilitate leadership collaboration by ensuring regular and effective communication among Country Shared Leadership Team members, promoting cross-functional collaboration and shared decision-making.
- Design and implement frameworks for collective decision-making, ensuring that decisions reflect input from relevant stakeholders at all levels.
- Support the leadership team in clarifying roles, responsibilities, and areas of ownership, ensuring that authority is distributed appropriately across functions.
- Establish and coordinate cross-functional leadership circles or working groups to address specific strategic issues or projects.
- Work closely with the Country Director and Shared Leadership team to embed shared leadership values into the organizational culture through training, communication, and role modeling.
- Develop and implement leadership development programs to enhance skills related to collaboration, communication, conflict resolution, and decision-making within a shared leadership framework.
- Organize team-building exercises to foster trust, collaboration, and a sense of collective ownership within the leadership team and across departments.
- Establish and maintain effective communication platforms to promote transparency and ensure information flows across leadership levels.
B. Country People Strategy, Roadmaps, and Policy Development and Alignment to Africa and Global Co-Design Work (20%)
- Co-develop HR strategies for Heifer International Tanzania in conjunction with the vision, mission, and values of Heifer International and agreed Heifer Africa Values.
- Co-develop Heifer International Tanzania’s annual People Work Plan and ensure implementation within the business partnering framework.
- Contribute Tanzania-specific context to inform the Africa and Global People Strategies and Policies.
- Develop solutions to diverse and complex problems within organizational policy; anticipate and pre-empt risks, mitigation, and drive a learning culture around risk for continuous innovation.
- Ensure policies and procedures are fair and compliant with Tanzanian labor law, working with local lawyers where necessary, using the Region as a sounding board.
- Maintain confidentiality in the delivery of People work aligned with current organizational needs.
C. Community of Practice (10%)
- Define goals, scope, and objectives of the Community of Practice (CoP), aligning with the broader organizational strategy.
- Engage stakeholders from different departments to participate in the CoP, ensuring cross-functional collaboration.
- Identify and manage digital platforms for collaboration, knowledge sharing, and community discussions.
- Organize and lead regular CoP meetings, workshops, and knowledge-sharing sessions to encourage dialogue, learning, and problem-solving.
- Collect, document, and disseminate best practices, lessons learned, and innovative solutions.
- Develop guides, toolkits, and other resources to support CoP members’ professional development.
- Encourage peer-to-peer learning and mentoring within the CoP.
- Identify knowledge or skill gaps within the community and collaborate with Learning and Development teams to address these needs.
D. Delivery of the Strategic Strands by Implementing Agreed Work Plans Within the Business Partnering and Matrix Framework (30%)
People Business Processes Management
- Ensure “hygiene” factors are performed to a high standard and regularly reviewed.
- Implement and monitor usage of Zadock Star System (SATs).
- Provide specialist advice on employee relations issues in line with policies and laws.
- Maintain confidential records related to grievances and coordinate their resolution.
- Ensure compliance with policies, procedures, and labor laws.
- Administer staffing changes, including promotions, transfers, and terminations.
- Implement safe working practices.
- Manage and monitor expenditure against strategic and annual plans within financial guidelines.
- Ensure continuous improvement of business systems such as Agresso and Coral.
Talent Management
- Implement people planning, workforce planning, and succession planning.
- Manage organograms and facilitate staffing discussions.
- Coordinate succession planning and employee engagement events.
- Oversee job creation control, staffing pattern management, and benchmarking.
- Coordinate full recruitment process, ensuring fairness and transparency.
- Guide hiring managers on job reviews and JD development.
- Oversee onboarding to ensure new hires align with Heifer’s vision and values.
- Provide recruitment data, gender analysis, and metrics.
- Monitor and report on recruitment progress.
- Assess talent needs for proposals and projects.
- Recruit and develop new skills for effective program delivery.
Performance Management
- Promote a performance-driven culture and build performance management capability.
- Challenge senior leadership to model performance culture through actions.
- Enforce performance management processes and policies.
- Lead implementation of a performance management system aligned with organizational goals.
Learning & Development
- Identify training needs and coordinate learning delivery.
- Coach managers to support employee development.
- Recommend learning methods and develop an annual plan.
- Provide guidance on staff capacity building and in-house training.
Organization Development, Culture, and Change
- Promote shared leadership and frontline integration.
- Champion staff culture initiatives for better collaboration.
- Coordinate change initiatives to foster a positive work environment.
- Advise on diversity, equity, inclusion, and belonging.
- Design and implement an organizational structure suited to program needs.
- Promote coaching and mentoring opportunities, including secondments.
- Contribute to an accountable, high-performance, and learning-oriented culture.
- Partner with the Regional People Team to maintain a positive employee relations climate.
- Engage stakeholders to identify and implement improved ways of working.
Total Rewards – Compensation & Benefits
- Align goals and rewards across teams and individuals.
- Manage and implement compensation and benefits programs.
- Participate in reviews and benchmarking, working with the Regional team.
- Ensure internal equity and competitiveness in compensation.
- Advise staff on benefits entitlements.
- Collaborate with regional Compensation and Benefits leads.
- Ensure market competitiveness in pay proposals.
E. Frontline Execution, Operational Excellence, and Customer Orientation (15%)
- Lead the implementation of the People Pillar Frontline Execution Strategy in Tanzania by embedding the Annual Africa PD Frontline Roadmap.
- Ensure all people processes and strategies incorporate frontline staff feedback and needs.
- Ensure the efficiency and effectiveness of the frontline delivery hub for smallholder farmer impact.
- As part of the Shared Leadership, build a customer orientated team by embedding “customer focus” as way of life/DNA of Heifer International Tanzania – from Small Holder Farmer to Front Line to Country Office.
- Establish, maintain, and improve active and regular working relationships with external stakeholders such as government authorities, service providers and comparable organizations etc.
Administration & Any Other Assigned Function (5%)
- May perform other job-related duties as assigned.
Minimum Requirements
- A Bachelor’s Degree in Human Resources, Business, or a related field. Continued HR education/certification is an added advantage.
- A minimum of 10 -12 years’ experience, 5 of which will be in managing HR functions in a dynamic organization.
- Experience in implementing strategy, meeting objectives, and working within a matrix structure.
- Excellent Organization Development/influencing skills, collaborative leadership, team management, active listening, negotiation, and presentation skills.
- Human Resources Certification.
Preferred Requirements
- Competence to build and effectively manage interpersonal relationships at all levels of the company.
- Good analytical skills. Effective negotiator, with the ability to positively influence cross departmental and cross sector working
- In-depth knowledge of Tanzania Labor Law.
- Previous experience with an International NGO is highly valued.
- Previous experience with HRIS.
Key Behavioural Competencies
- Accountability
- Professional Excellence
- Humility
- Customer Orientation
- Empathy
- Innovation
Work Hours: 8
Experience in Months: 120
Level of Education: bachelor degree
Job application procedure
Interested and qualified? click here
All Jobs | QUICK ALERT SUBSCRIPTION
