Job Overview

A leading enterprise located on Nyerere Road in Dar es Salaam is seeking an experienced, rigorous HR Performance Manager. Reporting to HR leadership, this on-site role is responsible for driving the end-to-end performance management lifecycle—including target sign-offs, monthly/quarterly calibrations (2-7-1 distribution model), performance improvement plans (PIPs), talent promotion reviews, and strict code-of-conduct/labor law dispute compliance to ensure 100% legally compliant employee relations.

Key Information

Role Title: HR Performance Manager

Location: Nyerere Road, Dar es Salaam, Tanzania (On-Site)

Position Type: Full-Time

Salary Range: TZS 3,000,000 – TZS 5,000,000 / Month

Core Roles & Responsibilities

1. Performance Management & PIP Execution

• Target Setting: Ensure 100% sign-off on quarterly Personal KPI Commitment Letters broken down by month; serve refusals with two witnesses.
• Evaluations & Calibration: Verify monthly performance/behavior data and calibrate staff across the 2-7-1 distribution model (top 20%, core 70%, bottom 10%).
• Review Meetings: Hold mandatory three-party (Employee, Supervisor, HR) review meetings (monthly for sales, quarterly for other roles) to build verifiable evidence chains.
• PIPs & Terminations: Manage 30- to 60-day Performance Improvement Plans (PIPs) for C-rated employees; conduct bi-weekly follow-ups, concluding within 2 months and executing compliant terminations upon failure.
• Recognition: Highlight A+ top performers, design recognition programs, and publish success cases.

2. Talent Promotion Review & Succession

• Consolidate nominee performance, career trajectory, core values, and 360-degree feedback into Individual Candidate Files.
• Coordinate P1–P5 departmental reviews and P6+ cross-departmental panels; produce Individual Promotion Review Reports.
• Draft talent nine-box grids, publish promotion outcomes, update successor lists, and maintain the talent pipeline map.

3. Code of Conduct, Employee Relations & Disciplinary Management

• Investigate attendance anomalies, misconduct incidents, and collect signed witness statements.
• Issue show-cause letters/emails, and verbal, written, or final warnings; lead disciplinary hearings with two-witness sign-offs.
• Manage poor-performance, probation, misconduct, and mutual-separation exits strictly in accordance with Tanzanian Labor Law (ELRA).
• Build comprehensive evidence bundles and assist legal counsel during CMA (Commission for Mediation and Arbitration) or labor court proceedings.

4. Mechanism Building & Cross-Functional Alignment

• Maintain original performance/disciplinary archives and build a Performance Dispute & Termination Case Library to update SOPs every 6 months.
• Train supervisors on review meeting techniques, refusal-to-sign scripts, and code of conduct enforcement.
• Sync exit and PIP vacancy data with Recruitment and HR teams to facilitate succession planning and compensation adjustments.

Key Performance Indicators (KPIs)

• KPI A: Written Performance Target Sign-off Rate = 100% (including new hires).
• KPI B: On-time Closure Rate of Review Meetings and PIPs ≥ 95%.
• KPI C: Compliant Terminations = 100%, closed within ≤ 2 months of the first review (zero lost arbitration/litigation cases).

Requirements & Qualifications

• Education: Bachelor’s Degree or above in Human Resource Management, Business Administration, Law, or a related field.
• Work Experience: Minimum of 5 years of HR experience, with at least 3 years explicitly focused on performance management and employee relations/labor disputes.
• Functional & Technical Skills:
  • In-depth practical knowledge of Tanzanian Labor Law (ELRA) and CMA arbitration procedures.
  • Expert command of KPI design, forced distribution (2-7-1 model), PIP management, 9-box talent grids, and promotion assessments.
  • Hands-on experience preparing evidence bundles for legal proceedings.
• Key Competencies: Fairness and objectivity, strong evidence mindset, high emotional intelligence during difficult conversations, and absolute confidentiality.

• Driving the end-to-end performance management lifecycle
• Target sign-offs
• Monthly/quarterly calibrations (2-7-1 distribution model)
• Performance improvement plans (PIPs)
• Talent promotion reviews
• Strict code-of-conduct/labor law dispute compliance
• Ensure 100% legally compliant employee relations
• Ensure 100% sign-off on quarterly Personal KPI Commitment Letters broken down by month
• Serve refusals with two witnesses
• Verify monthly performance/behavior data
• Calibrate staff across the 2-7-1 distribution model
• Hold mandatory three-party (Employee, Supervisor, HR) review meetings
• Manage 30- to 60-day Performance Improvement Plans (PIPs) for C-rated employees
• Conduct bi-weekly follow-ups for PIPs
• Execute compliant terminations upon PIP failure
• Highlight A+ top performers
• Design recognition programs
• Publish success cases
• Consolidate nominee performance, career trajectory, core values, and 360-degree feedback into Individual Candidate Files
• Coordinate P1–P5 departmental reviews and P6+ cross-departmental panels
• Produce Individual Promotion Review Reports
• Draft talent nine-box grids
• Publish promotion outcomes
• Update successor lists
• Maintain the talent pipeline map
• Investigate attendance anomalies, misconduct incidents
• Collect signed witness statements
• Issue show-cause letters/emails, and verbal, written, or final warnings
• Lead disciplinary hearings with two-witness sign-offs
• Manage poor-performance, probation, misconduct, and mutual-separation exits strictly in accordance with Tanzanian Labor Law (ELRA)
• Build comprehensive evidence bundles
• Assist legal counsel during CMA (Commission for Mediation and Arbitration) or labor court proceedings
• Maintain original performance/disciplinary archives
• Build a Performance Dispute & Termination Case Library to update SOPs every 6 months
• Train supervisors on review meeting techniques, refusal-to-sign scripts, and code of conduct enforcement
• Sync exit and PIP vacancy data with Recruitment and HR teams

• Performance management
• Employee relations
• Labor law compliance
• KPI design
• Forced distribution (2-7-1 model)
• PIP management
• 9-box talent grids
• Promotion assessments
• Evidence bundle preparation
• Tanzanian Labor Law (ELRA)
• CMA arbitration procedures
• Fairness and objectivity
• Strong evidence mindset
• High emotional intelligence
• Confidentiality

• Bachelor’s Degree or above in Human Resource Management, Business Administration, Law, or a related field
• Minimum of 5 years of HR experience
• At least 3 years explicitly focused on performance management and employee relations/labor disputes
• In-depth practical knowledge of Tanzanian Labor Law (ELRA) and CMA arbitration procedures
• Expert command of KPI design, forced distribution (2-7-1 model), PIP management, 9-box talent grids, and promotion assessments
• Hands-on experience preparing evidence bundles for legal proceedings
• Fairness and objectivity
• Strong evidence mindset
• High emotional intelligence during difficult conversations
• Absolute confidentiality