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HR Manager-Recruitment and L&D at International Rescue Committee November, 2023

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Requisition ID: req47033

Job Title: HR Manager-Recruitment and L&D

Sector: Human Resources

Employment Category: Regular

Employment Type: Full-Time

Open to Expatriates: Not Applicable

Location: Kasulu, Tanzania

Work Arrangement:

Job Description


Background: Founded in 1933 at the request of Albert Einstein, the International Rescue Committee (IRC) responds to serious humanitarian crises around the world and helps victims to survive and rebuild their lives.

For over half a century, Tanzania has been a country of asylum, hosting one of the largest refugee populations in Africa.  Currently, the country hosts approximately 287,903 Burundian and Congolese refugees, many of whom arrived in 2015 as the crisis in Burundi increased. To date, refugees continue to co-exist with the host communities in Kigoma region expressing multiple reasons and needs. Within this context, IRC provides protection and basic assistance in the areas of Safety (comprises of Protection and Rule of Law, Women Protection and Empowerment, and Child Protection), Health (mental health and psychosocial support services and reproductive health), and Education.

Job Overview:

The Human Resources Manager – HR Manager-Recruitment and L&D will play a significant role in advancing Human Resources practices and objectives, fostering a collaborative, employee-focused, high-performance culture, and ensuring the recruitment and ongoing development of a diverse and inclusive workforce. They will be responsible for overall employee relations, recruitment, performance management, learning and development for the Tanzania CP, and overseeing the implementation and coordination of Human Resources activities in Kasulu and Kibondo.

Reporting to the HR Coordinator, the role ensures the delivery of HR services for the Tanzania Country Program, closely liaising with field offices on HR issues. Managing HR Officers in Kasulu and Kibondo, the HR Manager will handle Employee Relation issues for staff, maintain HR records, support the performance management system, lead targeted learning and development initiatives, and oversee other HR projects.

Under the guidance of the HR Coordinator, the HR Manager will actively participate in the development and rollout of global HR initiatives and the review of local HR policies and procedures.

Major Responsibilities


Performance Management, employee relations and Onboarding

  •  Collaborate with team leaders and employees to support the implementation of organizational goals and activities through recruitment, talent management, and learning and development.
  • Manage employee relations work, including resolving disputes, handling disciplinary actions, addressing complaints, and managing redundancy processes.
  • Work closely with the HR coordinator to ensure robust performance management processes, ensuring that all new employees receive goals within 30 days in a timely and professional manner.
  • Address specific employee relations issues professionally and gracefully, as requested, in partnership with the HR coordinator.
  • Provide oversight for onboarding and orientation, ensuring new and transfer employees are welcomed, engaged, and receive necessary orientation materials.
  • Perform daily HR-related administrative duties, such as updating contracts, generating employee reports, and ensuring compliance with all legal and government reporting requirements.
  • Lead the exit management procedure to ensure a seamless and positive transition for departing employees.
  • Act as the primary source of HR knowledge in response to employee and/or supervisor requests, demonstrating expertise in IRC Global HR Policies, and provide necessary HR metrics on a weekly, monthly, and quarterly basis as required.
  • Act as the duty of care focal person, providing guidance, training, and awareness in collaboration with the HR Coordinator and the Regional Duty of Care Advisor.
  • Spearhead internal staff communications, team-building activities, and employee engagement initiatives.
  • Provide leadership on incentive workers’ management, overseeing employee relations issues, supporting ECU during investigations, managing recruitments, ensuring compliance, handling communications, overseeing trainings, and managing general operations.
  • Collaborate with social welfare committees to manage compounds and ensure harmonious working practices, compliance with guidelines, and adherence to security protocols.

HR Team Management

  • Provide mentorship and supervision to HR staff, including leading team meetings, conducting individual supervision sessions, coaching team members, and facilitating goal setting and performance reviews.
  • Ensure that the HR team works harmoniously with consistent policy application across all offices. Identify and implement mechanisms to promote cooperation, communication, and teamwork among team members.
  • Collaborate with the HR Coordinator to implement learning and development programs and oversee HR-related training sessions, such as security training and performance review training.
  • Participate in the implementation of specific procedures and guidelines to align the workforce with the strategic goals of the organization.

HR Administration & Compliance

  • Maintain an up-to-date filing system that is fit for purpose, containing relevant and accurate information this includes keeping the workday information up to date.
  • Ensure all HR data is inputted in a timely manner, is correct, and is regularly updated and in line with local IRC policies and legislation.


  • Model, encourage, and implement active practice of the principles of the “IRC Way – Global Standards for Professional Conduct” at the field offices.
  • Maintain a healthy and empowering environment that encourages open, honest, and productive communication among staff at the field offices.
  • Perform other duties as assigned and contribute to the success of the HR department and function at IRC.

Key Working Relationships:

  •  Position Reports to: HR Coordinator
  • Position directly supervises: HR Officers in Kasulu and Kibondo
  • Other Internal and/or external contacts:

Internal:  All staff and departments within Tanzania CP in Kasulu and Kibondo

External: Relevant stakeholders, lawyer, Ministry of Labor, Social security and tax offices.


  • University studies/ Higher education in Human Resources, Business administration or related field.
  • 3 to 5 years of experience in human resources; 2-3 years in a similar role. Professional experience with INGOs/NGOs and/or international experience is a plus; interest in humanitarian field is preferred.


Demonstrated Skills and Competencies

  • Written, presentation and verbal communication skills; ability to convey information effectively and solid experience providing training and staff development in English and Arabic.
  • Proven sense of professional discretion, integrity, and ability to manage situations diplomatically and to effective resolution.
  • Excellent management, interpersonal and negotiation skills and a demonstrated ability to promote harmonious/cohesive teamwork, in a cross-cultural context.
  • Proven ability to plan long-term, organize priorities and work under administrative and programmatic pressures with detail orientation and professional grace.
  • Highly collaborative and able to establish positive working relationships with senior level management and all other stakeholders to maximize cooperation and productivity.
  • Strong proficiency in MS Word, Excel, and PowerPoint is required.
  • Desire to continually learn and develop is a must.
  • Working knowledge of Tanzanian labor law is required.

Language: Written and Spoken fluency in English and Swahili is required.

Travel: Post covering Kasulu and Kibondo and regular travel between the 2 offices is expected

Working Environment: Security level yellow – The situation in most of the country is calm. Some parts of Kigoma region experience insecurity-highway banditry.

Professional Standards: The IRC and IRC workers must adhere to the values and principles outlined in the IRC Way – Standards for Professional Conduct. These are Integrity, Service, and Accountability. In accordance with these values, the IRC operates and enforces policies on Beneficiary Protection from Exploitation and Abuse, Child Safeguarding, Anti Workplace Harassment, Fiscal Integrity, and Anti-Retaliation. 

Commitment to Diversity and InclusivityIRC is committed to building a diverse organization and a climate of inclusivity.  We strongly encourage applications from candidates who can demonstrate that they can contribute to this goal. 

IRC is an Equal Opportunity EmployerIRC considers all applicants on the basis of merit without regard to race, sex, color, national origin, religion, age, marital status, veteran status or disability. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform crucial job functions, and to receive other benefits and privileges of employment.


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