Job Summary:

This dual-role position is responsible for managing the full spectrum of Human Resources functions while simultaneously providing in-house legal support and ensuring regulatory compliance. The HR/Legal Officer bridges the gap between employee management and legal risk mitigation, ensuring the company's policies and actions are legally sound and procedurally fair.

Key Responsibilities:

Human Resources Functions:

Recruitment & Onboarding:

• Manage the end-to-end recruitment process (job posting, screening, interviewing, and hiring).
• Conduct new hire orientations and ensure all onboarding paperwork is completed correctly.

Employee Relations & Performance:

• Act as the primary contact for employee grievances and conflict resolution.
• Support managers in the performance review process and assist in developing performance improvement plans (PIPs).
• Manage employee disciplinary processes, ensuring fair treatment and documentation.

HR Administration & Payroll:

• Maintain accurate employee records (attendance, leave, personal data) in the HRIS system.
• Coordinate with finance for payroll processing, ensuring accuracy regarding benefits, taxes, and deductions.

Policy Development:

• Draft, update, and communicate company policies and the Employee Handbook to ensure clarity and relevance.

Legal Functions:

Contracts & Agreements:

• Draft, review, and negotiate a wide range of contracts (employment, vendor, service, non-disclosure, and client agreements).
• Ensure all contractual terms minimize liability and protect company interests.

Regulatory Compliance:

• Stay abreast of local labor laws, tax regulations, and industry-specific legislation.
• Ensure company operations and employee practices are fully compliant with statutory requirements.
• Manage regulatory filings and liaise with external legal counsel or government agencies when necessary.

Risk Management & Litigation:

• Identify potential legal risks within business operations and propose mitigative strategies.
• Manage legal disputes, including representing the company in labor tribunals or small claims court (where permitted) and managing external counsel for larger cases.
• Handle and document workplace accident investigations to manage liability and workers’ compensation claims.

Key Performance Indicators (KPIs):

• Time-to-hire for open positions (Days).
• Employee turnover rate (%).
• Percentage of legally reviewed contracts vs. total executed.
• Number of successful legal claims filed against the company (Target: 0).
• Compliance audit passing score.

Qualifications & Requirements:

• Education: Bachelor’s degree in Law (LLB) is mandatory. A Master’s degree in HR Management (MHRM) or an MBA with an HR focus is highly preferred.
• Experience: 3–5 years of combined experience in HR and Legal practice, preferably within a corporate environment.
• Certifications: Professional HR certification (e.g., SHRM-CP, PHR) is an advantage; Admission to the Bar is a plus (depending on jurisdiction).
• Technical Skills: Proficiency in HRIS software and Microsoft Office; strong legal research skills.
• Soft Skills: Impeccable integrity and ability to handle confidential information; high emotional intelligence; excellent written and verbal communication; critical thinking and negotiation skills.
• Other: Strong understanding of local labor laws and commercial regulations.

Location: Dodoma, Tanzania, East Africa

• Manage the end-to-end recruitment process (job posting, screening, interviewing, and hiring).
• Conduct new hire orientations and ensure all onboarding paperwork is completed correctly.
• Act as the primary contact for employee grievances and conflict resolution.
• Support managers in the performance review process and assist in developing performance improvement plans (PIPs).
• Manage employee disciplinary processes, ensuring fair treatment and documentation.
• Maintain accurate employee records (attendance, leave, personal data) in the HRIS system.
• Coordinate with finance for payroll processing, ensuring accuracy regarding benefits, taxes, and deductions.
• Draft, update, and communicate company policies and the Employee Handbook to ensure clarity and relevance.
• Draft, review, and negotiate a wide range of contracts (employment, vendor, service, non-disclosure, and client agreements).
• Ensure all contractual terms minimize liability and protect company interests.
• Stay abreast of local labor laws, tax regulations, and industry-specific legislation.
• Ensure company operations and employee practices are fully compliant with statutory requirements.
• Manage regulatory filings and liaise with external legal counsel or government agencies when necessary.
• Identify potential legal risks within business operations and propose mitigative strategies.
• Manage legal disputes, including representing the company in labor tribunals or small claims court (where permitted) and managing external counsel for larger cases.
• Handle and document workplace accident investigations to manage liability and workers’ compensation claims.

• Proficiency in HRIS software and Microsoft Office
• Strong legal research skills
• Impeccable integrity and ability to handle confidential information
• High emotional intelligence
• Excellent written and verbal communication
• Critical thinking and negotiation skills
• Strong understanding of local labor laws and commercial regulations

• Bachelor’s degree in Law (LLB) is mandatory.
• A Master’s degree in HR Management (MHRM) or an MBA with an HR focus is highly preferred.
• 3–5 years of combined experience in HR and Legal practice, preferably within a corporate environment.
• Professional HR certification (e.g., SHRM-CP, PHR) is an advantage.
• Admission to the Bar is a plus (depending on jurisdiction).