Senior Human Resources Manager at HJFMRI
Join the HJFMRI Team!
HJFMHRI is seeking a Senior Human Resources Manager. This position manages the HJFMRI Tanzania Human Resources function. The incumbent is responsible for HJFMRI Tanzania human resources planning, directing, controlling, and organizing to ensure HJFMRI Tanzania HR objectives are met in the most compliant, efficient and effective manner possible in alignment with local laws and
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HJF’s HR strategy. The position ensures that HJFMRI Tanzania is staffed with the right talent: right skills, experiences, and headcount to fulfill its strategic objectives. The position provides strategic direction to HJFMRI Tanzania in human resources planning, recruitment and selection, talent management, performance management, function evaluation, rewards, well-being, training and development, compliance, health, and safety, etc. The incumbent reports to the Operations Director but works closely with Global Human Resources (GHR) in a functional dotted line.
The Henry M. Jackson Foundation for the Advancement of Military Medicine (HJF) is a nonprofit organization dedicated to advancing military medicine. We serve military, medical, academic and government clients by administering, managing and supporting preeminent scientific programs that benefit members of the armed forces and civilians alike. Since its founding in 1983, HJF has served as a vital link between the military medical community and its federal and private partners. HJF’s support and administrative capabilities allow military medical researchers and clinicians to maintain their scientific focus and accomplish their research goals.
Minimum Qualifications
- Bachelor’s degree in human resources management or related field; master’s degree in a relevant field a plus.
- At least ten (10) years’ relevant professional experience in human resources management, with at least 7 years progressive management level experience in a diverse industry.
- In-depth knowledge of Tanzania labor laws (Employment and Labor Relations Act), federal employment laws and human resources best practices.
- Proven experience in representing Organizations in CMA cases in Tanzania.
- Proven track record of delivering complex human resources initiatives or projects with cross organizational and functional boundaries, managing risks, issues, and stakeholders to deliver against timescales, budget, and quality targets.
- Prior large donor experience required; prior PEPFAR, DoD, USAID, or CDC a plus. Experience working with international NGOs in a cross-cultural setting is a plus.
- Demonstrate high integrity and strong values, including confidentiality.
- Thorough understanding of the Tanzanian regulatory and business environment a must.
- Analytical, problem solving and exceptional organizational skills.
- Demonstrate continuous effort to improve human resources operations, decrease turnaround times, streamline work processes, and high-quality customer service.
- Ability to meet and communicate schedules and deadlines.
- Demonstrate exceptional professional judgment.
- Excellent corporate level communication, relationship, and interpersonal skills.
- Ability to build and maintain sound relationships with stakeholders; competence to build and effectively manage interpersonal relationships at all levels of the Organization.
- Ability to multitask, successfully manage work pressure, with minimum supervision.
- Proficiency in MS Office applications.
Employment with HJF is contingent upon successful completion of a background check, which may include, but is not limited to, contacting your professional references, verification of previous employment, education and credentials, a criminal background check, and a department of motor vehicle (DMV) check if applicable. Any qualifications to be considered as equivalents, in lieu of stated minimums, require the prior approval of the Chief Human Resources Officer.
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Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
