Chief HR Officer

The Chief HR Officer will be responsible for establishing strong local HR execution capability in Tanzania and supporting the rapid closure of manpower gaps for production, operations, technical, construction, HSE, and support roles.

Key Responsibilities:

Recruitment and Manpower Planning;

• Prepare and maintain an updated Tanzania manpower vacancy list, including current vacancies, priority roles, replacement needs, and urgent operational requirements.
• Coordinate with Country Manager, Operations, Technical Heads, HSE, Finance, and Group HR to confirm role priorities.
• Support recruitment for key roles such as production workers, production operators, foremen, process engineers, technicians, HSE Officer, construction support, and general service workers.
• Source candidates through local job platforms, referrals, technical institutes, mining networks, local communities, and approved recruitment agencies where required.
• Build a reliable local candidate database for current and future vacancies.
• Screen CVs and shortlist candidates against approved job requirements, skills, experience, availability, salary expectations, and site suitability.
• Arrange HR interviews, technical interviews, practical assessments, and management interviews.
• Track each candidate from sourcing to shortlisting, interview, selection, offer, acceptance, medical check, onboarding, and deployment.
• Maintain backup candidate pools for critical roles to reduce delays if selected candidates reject offers or fail onboarding requirements.

Local HR Execution and Recruitment Tracker Management;

• Create and maintain a Tanzania recruitment tracker covering all vacancies, candidate status, interview progress, offer status, joining date, and pending approvals.

• Submit weekly updates to Group HR and management.
• Highlight delayed approvals, shortage of suitable candidates, salary concerns, documentation delays, and onboarding risks.
• Ensure recruitment progress is aligned with the July–November 2026 implementation timeline.
• Support weekly manpower review meetings by providing updated recruitment data, vacancy status, risks, and actions required.
• Escalate critical role delays that may affect operational readiness.
• The action plan requires weekly manpower reviews, a one-page dashboard, and same-week escalation for roles blocking operational readiness.

Onboarding and Site Mobilization;

• Coordinate pre-employment documentation, reference checks, medical checks, and joining formalities.

• Prepare joining documents, employment forms, personal files, and HR records.
• Coordinate with site administration, accommodation, transport, PPE, HSE, and department heads to ensure the smooth arrival of new employees.
• Conduct HR induction covering company policies, code of conduct, attendance, leave, discipline, benefits, reporting lines, and employee expectations.
• Coordinate with HSE team to ensure safety induction is completed before employees start work.
• Monitor new joiners during the probation period and gather feedback from supervisors.
• Ensure early retention follow-up with newly hired employees, especially in critical roles.

Employee Relations and Site HR Support;

• Act as the first point of contact for employee HR queries at Tanzania operations.
• Support supervisors in handling attendance, leave, absenteeism, work discipline, grievance matters, and employee concerns.

• Maintain good employee relations and help resolve minor workplace issues before they escalate.
• Support fair and consistent application of company policies.
• Assist in managing employee grievances, misconduct cases, warning letters, disciplinary meetings, and investigation documentation.
• Promote a respectful, safe, and professional working environment.
• Identify employee morale or retention issues and report them to management.

HR Administration and Documentation;

• Maintain employee personal files, contracts, ID documents, certificates, medical records, next-of-kin records, and payroll-related information.

• Prepare employment letters, offer letters, confirmation letters, warning letters, transfer letters, and other HR correspondence.
• Track probation periods, contract expiry dates, leave balances, attendance records, and employee movements.
• Support monthly payroll preparation by submitting verified attendance, new joiner details, leavers, allowances, deductions, and other payroll inputs.
• Ensure employee data is updated and shared with Group HR as required.
• Maintain confidentiality of employee records and sensitive HR information.

Labour Compliance and Policy Implementation;

• Ensure recruitment, employment contracts, working hours, leave, disciplinary actions, termination, and employee documentation are handled in line with Tanzanian labour requirements and company policy.

• Advise supervisors on basic HR policy requirements and proper process before taking employee-related action.
• Support the implementation of Group HR policies at the local level.
• Ensure all new employees understand company rules, site expectations, safety standards, and reporting channels.
• Maintain HR records required for internal audits, management reviews, and compliance purposes.
• Coordinate with external advisors, local authorities, or approved agencies when required by management.

Workforce Reporting and HR Dashboard;

• Prepare weekly Tanzania recruitment status reports.
• Prepare vacancy closure updates by department and priority level.
• Track recruitment KPIs including number of vacancies, CVs received, shortlisted candidates, interviews completed, offers issued, offer acceptance rate, joining conversion rate, and onboarding status.

• Report risks such as shortage of candidates, delayed interviews, delayed approvals, offer rejection, documentation delays, and retention concerns.
• Provide monthly HR reports covering recruitment, headcount, absenteeism, turnover, employee relations, onboarding progress, and manpower gaps.
• Support the one-page weekly manpower dashboard required under the governance plan.

Coordination with Internal and External Stakeholders;

• Work with Group HR, Country Manager, Technical Heads, Operations, HSE, Finance, and Administration.

• Coordinate interviews and hiring approvals with relevant managers.
• Liaise with local recruitment partners, job platforms, technical institutions, training centers, and community networks.
• Support communication with selected candidates to maintain interest and reduce offer rejection.
• Coordinate with payroll, administration, transport, and site teams for employee mobilization.
• Support management in building a strong local HR network for future recruitment needs.

Retention and Employee Stability;

• Monitor early resignation risks among new employees.
• Conduct check-ins with new joiners during the first 30, 60, and 90 days.
• Work with supervisors to address employee concerns related to work conditions, accommodation, transport, communication, discipline, or expectations.

• Support engagement initiatives to improve employee commitment and stability.
• Identify critical employees and potential retention risks.
• Recommend practical retention actions to Group HR and Country Management.
• The action plan identifies retention risk and recommends stronger onboarding and supervisor follow-up as mitigation.

Qualifications & Competencies:

• Bachelor’s degree or diploma in Human Resource Management, Business Administration, Industrial Relations, Psychology, or related field.
• Minimum 5–6 years of full-spectrum HR experience, preferably in Tanzania.
• Experience in a mining, construction, engineering, manufacturing, oil and gas, or heavy industry environment will be a strong advantage.
• Hands-on experience in recruitment, onboarding, employee relations, HR administration, payroll coordination, labour compliance, and workforce reporting.
• Experience supporting site-based or field-based operations will be highly preferred.
• Strong knowledge of full-cycle recruitment.
• Good understanding of Tanzania labour practices and HR compliance requirements.
• Ability to work with operational and technical managers.