Jobs at Catholic Relief Services (CRS)

Human Resources Manager

Location: Dar es Salaam

Reports To: Head of Operations

ABOUT CRS:
CRS in Tanzania works in very close collaboration with the Catholic Churches and implements
programs through both Churches and secular local partners. CRS has been helping poor, vulnerable
families improve their lives through orphans and vulnerable children, agriculture, health, microfinance and WASH programming in Tanzania since 1962.
JOB SUMMARY:
Support the attainment of Country Program objectives through the provision of dedicated quality HR
services, professional advice, and ensuring HR systems, policies and procedures are developed and
implemented in line with organizational vision, mission, and strategic objectives. Contribute to risk
management by advising managers on the interpretation/application of HR policies and procedures
and ensuring Country Program employment and human resource management practices meet agency
and donor standards and are in compliance with local labor law.
Analyze country office issues and requests related to human resource management and administration
and recommend to SMT initiatives, activities, and opportunities for innovation and improvement of the HR function in alignment with business needs to attract, develop, motivate and retain a human resource base that is dedicated to high quality performance.
FUNCTIONAL RESPONSIBILITIES
Strategic Human Resource Management

• In consultation and coordination with the Country Representative/Country Manager, Head of Programming (HoP) and Head of Operations (HoOp), define HR strategy in line with CP strategic objectives and develop, maintain, and support implementation of a CP staffing plan.
• Develop and ensure HR policies, procedures, systems, and processes align for all HR functional areas and that programs are in line with agency values and principles.
• Confer with management and supervisor to implement a workforce planning system by identifying future staffing needs, including key competencies to support the attainment of CP objectives.
• Work with senior MQ and PQ managers to optimize organizational structure for maximum operational efficiency.
• Analyze and report on personnel data, performance, metrics, and trends to support decisionmaking and efficient operations.
• Participate and contribute to regional and global community of practice on HR systems, standards, and policies.
• Collaborate with key partners to assess and strengthen their human resources capacities.

Talent Acquisition, Development, and Management

• Work with hiring managers to source, recruit, and retain high quality staff aligned with agency vision, mission, and values
• Establish and maintain relationships with third party vendors for staffing needs.
• Confer with management and supervisor to identify human resource needs, job specifications, job duties, qualifications and skills, team fit, and weighted criteria for evaluating candidates for open positions.
• Ensure an HR representative participates in hiring committees for all positions. Participate in final hiring decisions for all positions.
• Develop and maintain network of contacts to help identify and source qualified candidates.
• Identify best advertising sources for recruitment. Assist in writing job advertisements and suggest their placement in various media.
• Ensure appropriate reference and background checks are carried out for new hires and results are reported back to hiring managers.
• Manage documentation for offers for new hires, working with HoOps and the CR or designee on salary recommendations. In conjunction with CR and hiring manager or supervisor, negotiate offers with candidates for open positions.

Talent Development and Management

• Develop staff retention strategy in consultation with SMT, the region, and HQ Talent Acquisition Group. Guide and train managers/supervisors on best practices in talent acquisition and retention.
• Support, implement, and evaluate programs and processes for succession planning, talent mapping, and leadership development.
• Support SMT in reviewing performance of CP, identifying staff training needs, and developing action plans for staff development. Promote development plans for all employees and work with senior managers to ensure funds for workforce development are budgeted appropriately.
• Work with senior staff to establish training and career paths for all job families in the CP.
• Implement agency’s ongoing training program for all staff concerning Catholic Church structure, values, principles and Catholic social teaching.
• Ensure all phases of the performance management system are implemented according to agency guidance, i.e. performance and development planning, coaching, assessment, mentoring, and career planning. Promote a culture of high performance and accountability for outcomes.
• Ensure agency orientation/on-boarding system for national and international staff and provide region- and country-specific information for the orientation manual and orientation package/session. Ensure orientation of new staff to CRS identity, culture, partnership principles, tools, and processes.

Compensation, Benefits and Management of Staff Payroll System

• Perform job analysis and advise on job description development. TZ Human Resource Manager JD – version as of 1st November 2016 3
• Provide guidance and input to senior managers and business development staff to ensure salaries and benefits are appropriately budgeted for in projects, proposals, and country program-level budget.
• Regularly review national staff compensation packages to ensure that salaries and benefits are competitive with targeted industry.
• In collaboration with RTA/HR (when applicable) and/or DRD/MQ, HQ/HR, and managers, review job and salary banding systems to ensure salaries are managed based on job content and that merit pay systems are fair and based on performance.
• Monitor industry salary and benefit levels and movements and recommend adjustments when necessary to ensure competitive positioning.
• Monitor market conditions related to benefits to ensure national staff benefit levels are competitive
• Work with RTA/HR (when applicable), DRD/MQ and HQ/HR to ensure benefits administration is done according to best practices.
• Ensure effective management of social security and insurance programs for national staff including updating personnel changes i.e. new hires, NSSF, bank details etc. into payroll system on regular basis.
• Update, verify and submit national staff payroll for further processing to finance unit on monthly basis.
• Process NSSF payments through finance and submit associated forms to NSSF Office on regular basis.

Employee Relations, Activities, and Wellness

• Assess effectiveness of current HR policies/procedures and recommend changes to improve alignment with business needs, manage risk, and remain in line with agency and local government changes.
• Advise managers on the interpretation/application of HR policies and procedures to ensure compliance with agency, donor, and local legal requirements]
• Liaise with local legal counsel to consult on HR issues as needed.
• Consult and advise senior managers on highly confidential and complex human resources and employee relations issues
• Support supervisors and senior staff to deal firmly and promptly with performance issues.
• Establish an effective approach to employee relations, including staff communications, employee engagement, conflict resolution, and employee recognition and feedback programs.
• Represent the organization in forums related to HR management practices, policies, and processes to stay abreast of local labor regulations and industry best practices.
• Train supervisors on relevant labor law and employee relations best practices.
• Train and assist supervisors on disciplinary action process (according to labor law)
• Mediate with supervisor and supervisee in resolving conflict
• Oversee the implementation of the staff wellbeing policy and manage employee activities and wellbeing programs.
• Provide reports on the implementation of staff care plans across the CPs.
• Manage national staff separation process including exit interviews, separation letters and benefits, and clearance, ensuring CRS policies and procedures and local labor laws are followed.

Personnel Administration and Documentation

• Ensure personnel files are complete with all staff-related documentation and employment records as required per CRS, donor, and local law.
• Ensure job descriptions are up to date and responsibilities and performance expectations are clearly communicated.
• Ensure effective and efficient processing and authorization of national staff timesheets and leave.
• Ensure HR database is maintained up to date with all relevant information.
• Ensure proper internal control for all human resources issues. Address HR audit issues and lead the closing of any HR Audit findings.

Confidentiality:

• Keep all documents and information related to CRS’ program activities, personnel and development plans confidential.
• Adhere to CRS’ principles of confidentiality in relations to staff, partners, vendors and other. Report to management potential irregularities or any fraudulent behaviors such as influence-peddling, bribery, blackmail, or other forms of inappropriate behavior.

Supervisory Responsibilities:
May supervise the following positions as and when needed:
Senior HR Officer, HR Officer, HR Assistant

MINIMUM REQUIREMENTS:
Qualifications and Work Experience:

• University degree in human resources management, public administration.
• Minimum 3 to 5 years relevant work experience, preferably with an International NGO, with at least 2 of these years managing the Human Resources function.

Knowledge and Skills:

• Excellent knowledge of HR management best practices as an HR Generalist, including organizational development
• Sound knowledge of local labor laws and ability to understand and interpret legislative and policy issues
• Excellent English and Swahili language skills – both written and verbal
• Demonstrated managerial, good coaching and mentoring skills
• Good analytical skills with ability to make sound judgment and decisions
• Good planning, monitoring and organizing skills and experienc
• Able to maintain confidential information
• Results-oriented and ability to work with minimum supervision
• Excellent communication, interpersonal and negotiation skills
• Ability to use MS Windows and MS Office packages (Excel, Word, PowerPoint), Web Conferencing Applications, HR related Web based applications
• Capable to work in a multi-national/cultural environment

HOW TO APPLY

CRS is an Equal Opportunity Employer, Interested applicants are advised to send a CV of not
more than three pages and a cover letter to Head of Operations, through tz_hr@global.crs.org by
11th November 2016.

Please note, only shortlisted candidates will be contacted.