Company Overview

Jaza is working to power Sub-Saharan Africa. We build solar-powered shops which charge batteries customers use to power their homes. Since 2022, we’ve achieved over 4 million battery swaps, providing approximately 225,000 people access to clean, affordable energy.

We employ women from each community (known as Jaza Stars) to run the service, empowering our team to become leaders, entrepreneurs and drivers of economic growth within their communities. For more information on what we are building, check out www.jazaenergy.com and watch the video the BBC made about Jaza here.

Position Overview

As the Country HR Lead, you are a critical member of the Country Leadership Team, responsible for leading a high-performance HR practice capable of supporting Jaza’s growth during a time of rapid scale. You will act as the primary Human Resources Business Partner for the country’s operations, balancing strategic leadership with hands-on execution.

This role requires an individual who thrives in matrixed multinational environments, collaborating closely with global leadership while maintaining full accountability for local compliance, culture, and talent development. You will build a scalable and reliable HR operating system for Tanzania by strengthening hiring, onboarding, employee relations, payroll inputs and HRIS data integrity to support rapid growth.

Roles & Responsibilities

Country HR Leadership & Team Management

• Team management: Directly manage and mentor a country-based People & Culture team, including Talent Specialists, L&D Specialists, and HR Business Partners, and the country admin function
• Matrix Leadership: Collaborate with the Managing Director and Global Head of People and Culture to align HR strategy with rapid expansion targets
• Coaching: Coach and advise managers on performance management, employee development, disciplinary actions, and organizational design.

High-Volume Recruitment & Onboarding

• Recruitment: Own the end-to-end recruitment lifecycle for our team (both field based regional teams and country HQ) ensuring the talent pipeline stays ahead of hub and shop deployments.
• Onboarding: Responsible for onboarding logistics and training deployment. Partner with Learning and Development and local managers to onboard and train team members ensuring every new team member is equipped for success from day one.

Employee Lifecycle & Talent Management

• Performance & Development: Manage the full annual performance cycle locally, including goal setting, reviews, and manager coaching.
• Talent Management: Oversee succession planning, career pathing, skills gap analysis, and training to promote the professional growth of our team members.
• Engagement & Culture: Act as the local culture champion, driving engagement action plans and fostering a sense of belonging.

Operations, Compliance and Risk

• Labor Law & Compliance: Serve as the country point-person for Tanzania labor law and HR compliance, ensuring compliant practices across field and office teams.
• HRIS & Data: Lead the Tanzania rollout and ongoing administration of the HRIS, ensuring accurate data, reliable reporting and timely updates to employee records
• Payroll & Benefits: Oversee the submission of accurate monthly payroll data and manage local employee benefits administration.
• Employee Relations: Manage complex local employee relations, including grievances, investigations, and conflict resolution.
• Vendor Management: Manage relationships with local labor experts and external vendors to mitigate risk during expansion.

How We’ll Measure Success

• Zero compliance or legal issues within the country of operation
• 100% accuracy in employee records and timely local payroll processing
• Positive engagement survey results and clear action planning on feedback
• 100% completion rate for the performance review cycle
• Monthly recruitment targets met (number of hires per month) and quality of hire
• % of team members certified in their roles during onboarding

Key Working Relationships

• Country Leadership (MD and Leadership Team)
• Head of People and Culture
• Group Talent and Learning and Development Leads

Qualifications

• 7+ years of progressive HR experience, with 5 years in a team leadership role.
• Bachelor’s degree in Human Resource Management, Law, Business Administration, Psychology, or a related field.
• Experience using HRIS/HRMS tools to maintain accurate employee records, manage lifecycle changes and support reporting
• Comfortable using HR data and reporting to run core people operations and inform decisions.
• Experience in rolling out HR policies and processes in a scaling environment and driving adoption
• Experience in early-stage startups (setting up systems from scratch) and the ability to thrive in a matrixed multinational or global environment.
• Proven track record of managing high-volume recruitment, specifically for field-based or distributed workforces.
• Deep, practical understanding of local labor laws and expertise in compensation, compliance, and performance management.
• Detail-oriented and organized, with a strong ability to manage confidentiality and sensitive information.
• Strong communication, relationship-building, and conflict resolution skills, with the ability to serve as a bridge between corporate leadership and field-level operations.
• Passionate about helping others succeed and making meaningful contributions to team culture

• Directly manage and mentor a country-based People & Culture team, including Talent Specialists, L&D Specialists, and HR Business Partners, and the country admin function
• Collaborate with the Managing Director and Global Head of People and Culture to align HR strategy with rapid expansion targets
• Coach and advise managers on performance management, employee development, disciplinary actions, and organizational design.
• Own the end-to-end recruitment lifecycle for our team (both field based regional teams and country HQ) ensuring the talent pipeline stays ahead of hub and shop deployments.
• Responsible for onboarding logistics and training deployment. Partner with Learning and Development and local managers to onboard and train team members ensuring every new team member is equipped for success from day one.
• Manage the full annual performance cycle locally, including goal setting, reviews, and manager coaching.
• Oversee succession planning, career pathing, skills gap analysis, and training to promote the professional growth of our team members.
• Act as the local culture champion, driving engagement action plans and fostering a sense of belonging.
• Serve as the country point-person for Tanzania labor law and HR compliance, ensuring compliant practices across field and office teams.
• Lead the Tanzania rollout and ongoing administration of the HRIS, ensuring accurate data, reliable reporting and timely updates to employee records
• Oversee the submission of accurate monthly payroll data and manage local employee benefits administration.
• Manage complex local employee relations, including grievances, investigations, and conflict resolution.
• Manage relationships with local labor experts and external vendors to mitigate risk during expansion.

• HRIS/HRMS tools
• HR data and reporting
• Rolling out HR policies and processes
• High-volume recruitment
• Local labor laws
• Compensation
• Compliance
• Performance management
• Confidentiality and sensitive information management
• Communication
• Relationship-building
• Conflict resolution

• 7+ years of progressive HR experience, with 5 years in a team leadership role.
• Bachelor’s degree in Human Resource Management, Law, Business Administration, Psychology, or a related field.
• Experience using HRIS/HRMS tools to maintain accurate employee records, manage lifecycle changes and support reporting
• Comfortable using HR data and reporting to run core people operations and inform decisions.
• Experience in rolling out HR policies and processes in a scaling environment and driving adoption
• Experience in early-stage startups (setting up systems from scratch) and the ability to thrive in a matrixed multinational or global environment.
• Proven track record of managing high-volume recruitment, specifically for field-based or distributed workforces.
• Deep, practical understanding of local labor laws and expertise in compensation, compliance, and performance management.
• Detail-oriented and organized, with a strong ability to manage confidentiality and sensitive information.
• Strong communication, relationship-building, and conflict resolution skills, with the ability to serve as a bridge between corporate leadership and field-level operations.
• Passionate about helping others succeed and making meaningful contributions to team culture