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Human resource manager
Sii tra i primi a mandare la candidatura.
ITM Tanzania Limited
Gauteng
ZAR 600.000 - 1.000.000
Sii tra i primi a mandare la candidatura.
5 giorni fa
Descrizione del lavoro
About The Job
- At ITM Katope, we believe that our people are the foundation of our success. As we continue to grow and evolve, we are looking for a dedicated and experienced HR Manager to join our leadership team and help shape the future of our organisation.
- As the HR Manager, you will play a critical role in defining and executing our human resources strategy in alignment with the company’s overall goals. You will be responsible for managing talent acquisition and development, ensuring our HR practices support business priorities, and cultivating a high-performance and values-driven culture.
- This role oversees both strategic and operational HR functions, including workforce planning, employee relations, performance management, and compliance — ensuring that we attract, retain, and support the right talent to drive business success.
- 1. Recruitment & Talent Management
- Develop and execute recruitment strategies to attract top talent.
- Oversee the hiring process, including job postings, interviews, and onboarding.
- Implement employee retention strategies to reduce turnover.
- 2. Employee Relations & Compliance
- Ensure compliance with labor laws, company policies, and best HR practices.
- Address employee grievances, conflicts, and disciplinary actions.
- Foster a positive work environment and promote diversity and inclusion.
- 3. Performance Management & Training
- Design and implement performance appraisal systems.
- Identify training and development needs and coordinate training programs.
- Support leadership in succession planning and career development.
- 4. Compensation & Benefits Administration
- Manage payroll, benefits, and compensation programs.
- Ensure compliance with tax regulations and labor laws.
- Oversee employee wellness programs and incentives.
- 5. HR Strategy & Organizational Development
- Develop and implement HR policies and procedures.
- Analyze HR metrics to drive business decisions and workforce planning.
- Work with leadership to shape company culture and improve employee engagement.
- 6. Labour Relation and Conflict Management
- Maintain quality social dialogue with employee representatives and anticipate legal and social development in labour law.
- Lead internal negotiations and represent the company in negotiations with trade unions and other social partners.
- Handle conflict situations and mediation, ensuring proper management of labour relations to maintain a hormonious work environment.
- 7. Corporate Culture and Employee well-being
- Promote and maintain a strong corporate culture based on values of collaboration, innovation, respect, and performance.
- Implement workplace well-being programs to ensure a healthy and balanced work environment, fostering employee.
- Develop initiatives to improve the social climate, inclusion, and diversity within the company.
- 8. Change Management and Organizational Transformation
- Support organizational change and digital transformation projects, anticipating human and cultural impacts.
- Manage internal communication around major changes, ensuring employee buy-in.
- Assist managers in managing change and helping teams adopt to new dynamic within the company.
- Honour's degree in Human Resources, Labour Law, Management, or a related field.
- At least 10 to 15 years of successful experience in a similar role, preferably in a rapidly growing or transforming environment.
- Deep knowledge of labour laws and social relations, HR best practices (payroll, HRIS software, etc).
- Ability to define and implement an HR strategy aligned with the company's vision, strong understanding of business challenges.
- Excellent communication, leadership, and conflict-resolution skills, stress management, and confidentiality.
- Proficiency in English (an asset in an international environment)
* Il benchmark retributivo si basa sugli obiettivi retributivi dei leader del mercato nei rispettivi settori. È pensato per orientare gli utenti Premium nella valutazione delle posizioni aperte e aiutarli a negoziare la propria retribuzione. Tale benchmark non è fornito direttamente dall'azienda, quindi la retribuzione effettiva potrà risultare anche notevolmente superiore o inferiore.
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