New Opportunities at HJFMRI


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 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. 

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)


Regional Monitoring & Evaluation Lead at HJFMRI

HJF Medical Research International, Inc. Tanzania (HJFMRI) is seeking to hire a  Regional Monitoring and Evaluation Lead to oversees the implementation of all monitoring and evaluation activities within their designated region to include data collection, data quality assurance, data compilation & reporting, and data analytics & use. The position supports the development and harmonization of effective monitoring and evaluation systems, support capacity building and training activities on M&E topics, ensure logistics and communication across different program areas (clinical, research, and community) as it relates to data use to inform program decision making. The position provides feedback to Program Quality, Monitoring and Evaluation Director through weekly monthly and quarterly analysis on key program performance indicators through review of historical trends, identification of programmatic gaps, and provides appropriate solutions to address them. The incumbent collaborates with the regional health management team, council health management team, and community implementing partners to provide mentorship regarding data management, quality, and use. The position is based in Mbeya, Songwe, Rukwa and Katavi and reports to the Regional Program Manager of the respective region.

  • Collaborate with the Monitoring and Evaluation team and other program staff in a designated region to:
  • Monitor progress of targets (regional and district) and disseminate analysis to Data Managers through IMPACT and DATIM dashboards.
  • Ensure availability of standardized Monitoring and Evaluation tools at district and partner level.
  • Mentor, coach, and supervise District Data Managers to ensure quality data collection and reporting on weekly, monthly, and quarterly basis and ensure all reporting deadlines are observed.
  • Monitor current data collection and management solutions to identify programmatic gaps and develop solutions in collaboration with district team.
  • Review and analyze weekly, monthly & quarterly district reports to identify challenges in program implementation and to enhance quality of reporting and communication.
  • Develop data visualization to identify and track regional program performance through IMPACT dashboards and other analytic tools and implement strategies to increase data use and demand across program staff.
  • Oversee implementation of district level quarterly data quality assessments through analysis of district and facility-based performance.
  • Conduct final review of data into IMPACT/DATIM on a monthly & quarterly basis prior to submission to QME Director and other relevant staff.
  • Capacitate data managers to improve national M&E systems, use of data, and timeliness of reporting.
  • Ensure quality of data prior to final report compilation.
  • Collaborate with the District Program Lead & Regional Community Program Coordinator to prepare monthly, quarterly, semiannual, annual narrative reports.
  • Participate in field-based supportive supervision activities to include monitoring, technical assistance, and training visits with HJFMRI staff at district level, involving both internal and external stakeholders.
  • Liaise with program staff to review and analyze weekly, monthly, and quarterly reports to identify challenges in program implementation and enhance quality of reporting and communication.
  • Work with Data Managers to capacitate data clerks and data assistants through recommendations of best practices for data collection, data quality assessment, and reporting using national reporting tools to inform programmatic decision-making.
  • Collaborate with HMIS officers to support health information systems, data demand and information use at region level.
  • Perform other tasks as assigned by supervisor that are necessary in achieving the objectives of this position.

Required Knowledge, Skills and Abilities

  • Technical knowledge of data management policies and procedures
  • Expertise in DHIS2, DATIM, IMPACT, CTC2 database, pharmacy module, Electronic Medical Records (EMR) and others.
  • Detail-oriented (attentive to details) and able to perform in a high-pressure environment.
  • Ability to communicate technical data to non-technical audiences.
  • Excellent data management and data visualizations skills.
  • Ability to analyze and interpret data for decision making.
  • Competent in the use of Statistical Analysis Packages (SAS, STATA, SPSS, EPI Info) and other analytical software (GIS and Tableau).
  • Excellent interpersonal, organizational, communication and relationship skills, including flexibility, diplomacy, intercultural communicative competence, and respect for colleagues.
  • Ability to multitask and work under minimum supervision.
  • Demonstratable ability to write technical documents (proposal and reports) and give state-of-the-art presentations.
  • Ability to meet and communicate schedules and deadlines.
  • Excellent verbal and written communication skills including fluency in English & Swahili.
  • Ability to think strategically and work in a fast-paced environment.
  • Ability to effectively prioritize projects, schedules, and deliverables.
  • Proficient in MS Office applications.
  • Ability to travel up to 50% of the time in the respective region.