CHILD SAFEGUARDING:

Level 3: √ the post holder will have contact with children and/or young people either frequently (e.g. once a week or more) or intensively (e.g. four days in one month or more or overnight) because they work country programs; or are visiting country programs; or because they are responsible for implementing the police checking/vetting process staff.

ROLE PURPOSE:

This one year fixed term contract for a senior HR and Admin Director is a cover role whilst the incumbent departs for a one year sabbatical. The HR and Admin Director is a crucial member of the Senior Management Team. A highly experienced HR profession, particularly qualified female candidates are encourage to apply. As a member of the Senior Management Team (SMT) in Tanzania, the Director of HR and Admin shares in the overall responsibility for the direction and coordination of the Country Office (CO). The HR and Admin director has ultimate responsibility for all people based activity within the organization from both an operational and strategic perspective in Matrix structured organization. S/he is involved in many areas, such as resource planning and recruitment, training, managing a variety of employee relation issues and being the first point of contact for all employee related issues. The Director of HR and Admin in his/her capacity will be accountable for the provision of effective HR services in Tanzania programming contexts. As member of the SMT, the position holder is also expected to play a significant role in ensuring gender equity among staff is maintained across the organization.

SCOPE OF ROLE:

Save the Children began operations in Tanzania in 1986. Currently, the Country Program is implementing development and humanitarian programming in 11 regions in Mainland and Zanzibar in the thematic areas of: child rights governance, child protection, education and health & nutrition. The estimated value of the Country Program’s portfolio for 2021 is $15M. The operating context is very dynamic, affecting the rights of children and the operating environment for all NGOs.

Reports to: Country Director

Dimensions: Maintains strong functional relationship with the Senior Management Team, Head of Awards, CoP, Deputy DPO/Emergency Response Manager

Staff directly reporting to this post: Child Safeguarding and Gender Coordinator, HR and Admin Coordinator, Information Technology Officer, HR Admin Assistant, Front Desk/Admin Assistant

KEY AREAS OF ACCOUNTABILITY:

As a member of the Senior Management Team, contribute to:

Leadership of the Tanzania Country Office, particualry strong business partnering with the Country Director
Support the development of an organisational culture that reflects our dual mandate values, promotes accountability and high performance, encourages a team culture of learning, creativity and innovation, and frees up our people to deliver outstanding results for children and excellent customer service for our members and donors
Help design and implement a coherent organizational structure that is consistent with agency practices and appropriate to program needs
Help establish, maintain, and improve active and regular working relationships with: host government authorities, partner agencies including humanitarian and development donors, and local and international NGOs
Ensure the Tanzania Country Office complies with all Save the Children Management Operating Standards and Standard Operating Procedures
Ensure that all required support is provided promptly, at scale and in line with the rules and principles during emergencies, working closely with the Regional Office
Work with SMT for creating a diverse and inclusive organization that can better attract and develop the strongest global talent; nurture world class creativity and innovation; and understand and relate to our beneficiaries and their communities

Policies and Procedures

Supervise the Human Resources and Admin function to ensure that advice and support are provided to managers and staff on interpretation and application of policies and procedures and on other HR related matters
Supervise the development of dual mandate HR practices and processes aligned with the organisation’s overall strategy and SCI MOS to meet the evolving needs of the organisation
Provide ethical oversight and leadership across the Country Office
Ensure that staff and Save the Children Associates are aware of and adhere to the Child Safeguarding Policies, PSEA, Adult Safeguarding and Anti-harrasment and Bullying policies

Child and Adult safeguarding (CSG and PSEA)

Oversee that the organization recruit only representatives who are suited to work with children and to apply strict child safe recruitment practices
Oversee that the organisation recruits candidates who are suited to uphold the respect and safeguarding of adults
Ensures that everyone associated with the organisation is aware of their obligations and responds appropriately to issues of child abuse and the sexual exploitation of children
Ensure everyone associated with the organisation is aware of their obligations and responds appropriately to issues of adult safeguarding including sexual harassment and exploitation
Ensure the Country Office establish and maintain systems which promote awareness of Child Safeguarding, enable the prevention of harm, facilitate the reporting of and responding to safeguarding concerns

Staff Recruitment and Retention

Ensure appropriate recruitment, retention and succession of staff including orientation programmes; design and implementation of compensation and performance management systems relevant for both development and emergencies, and career development for staff
Ensure through thorough review that employment terms, conditions and practices are fair, consistent, compliant with labour law and Save the Children human resource policies and best practice, and appropriate to the context
Prepare terms and conditions of employment and issue all employment and consultancy contracts in compliance with Tanzania Labour Law and regional HR best practices
In collaboration with Director of Finance, ensure maintenance of updated information on staff salaries, allowances and income tax calculations in compliance with current laws and regulations

Performance Management and Staff Development

Develop a culture of performance management across the organization, where staff are held accountable and recognised for high performance
Lead implementation and maintenance of performance management system that is in alignment with organizational goals
Ensure that performance reviews are conducted regularly by supervisors; provide training and advise to managers on effective implementation of Develop to Perform approach
Analyse on an ongoing basis the organisational staffing profile and, in conjunction with senior managers, advising on job holder competencies and skills in light of changing contexts and content
Providing guidance on staff capacity building and in formulating the annual development plan calendar, and offering expert facilitation of in-house training programs such as performance management workshops and orientation programmes
Ensure that staff have access to HR guidance on individual development opportunities arising from performance review feedback and personal career development interests
Monitor and advise on disciplinary matters in accordance with established policies and procedures
Mediate conflict, grievances and harassment cases

IT Management

Oversee that the IT team to ensure they deliver reliable and timely IT support to Country office.
Ensure that implementation of IT strategies and introduction/implementation of new technologies as per SCI Standard Operating Procedures
Oversee the implementation of all aspects of technology innovation to deliver programmes for children

Staff Management, Mentorship, and Development – Human Resources

Ensure appropriate staffing within Human Resources
Ensure that all HR staff understand and are able to perform their roles as per job expectations and available systems: taleo and oracle
Manage the HR team; define expectations, provide leadership and technical support as needed, and evaluate direct reports regularly
Ensure availability of appropriate professional development opportunities for staff
Manage the performance of all staff in Human Resources work area through:

Effective use of the Performance Management System including the establishment of clear, measureable objectives, ongoing feedback, periodic reviews and fair and unbiased evaluations;
Coaching, mentoring and other developmental opportunities;
Recognition for outstanding performance;
Documentation of performance that is less than satisfactory, with appropriate performance improvements/ work plans

COMPETENCIES AND BEHAVIOURS (our Values in Practice)

Applying Technical and Professional Expertise:

Makes decisions based on professional expertise and experience without deferring unnecessarily to others
Shares knowledge and best practice on technical solutions so that others can make best use of that expertise
Actively seeks new ways to develop the application of technical and professional standards within the team

Developing self and others:

Gives regular positive and constructive feedback to others
Identifies clear development needs and development
plans through regular constructive reviews of their own performance (and their team’s where appropriate)
Creates space for others to learn and provides challenging and stretching tasks and assignments when people are ready for them
Coaches others to learn from their experiences on the job and to use the resources available to them

Problem Solving and Decision Making:

Gathers the right information and uses critical thinking to make effective and timely decisions
Knows when to involve others in a decision
Demonstrates awareness of the wider external influences that impact on decision making
Analyses and exercises judgment in challenging situations in the absence of specific guidance or knowledge of the full facts
Evaluates the opportunities and risks of each idea and solution to make informed strategic decisions

Working effectively with others

Actively listens to new and different perspectives and experiences of those they work with
Proactively supports team members and trusts their capabilities
Demonstrates understanding of their skills and how they complement those of others within diverse teams and groups
Clarifies their role and responsibilities within the team to maximise impact

Delivering Results

Delivers timely and appropriate results using available resources
Takes responsibility for their work and its impact on others
Plans, prioritises and performs tasks well without needing direct supervision
Understands the link between their work and the organisation’s objectives

BEHAVIOURS (Values in Practice)

Accountability:

holds self-accountable for making decisions, managing resources efficiently, achieving and role modelling Save the Children values;
holds the team and partners accountable to deliver on their responsibilities – giving them the freedom to deliver in the best way they see fit, providing the necessary development to improve performance and applying appropriate consequences when results are not achieved;

Ambition:

sets ambitious and challenging goals for themselves and their team, takes responsibility for their own personal development and encourages their team to do the same;
widely shares their personal vision for Save the Children, engages and motivates others
future orientated, thinks strategically and on a global scale;

Collaboration:

builds and maintains effective relationships, with their team, colleagues, Members and external partners and supporters;
values diversity, sees it as a source of competitive strength;

approachable, good listener, easy to talk to;

Creativity:

develops and encourages new and innovative solutions;
willing to take disciplined risks;

Integrity:

honest, encourages openness and transparency; demonstrates highest levels of integrity;

QUALIFICATIONS

Master’s degree in Management, Human Resources Management, Business Administration, Social Sciences, or other related field from renown and accredited University or Bachelors with significant experience

EXPERIENCE

Relevant progressive HR experience, out of which 5 years are of senior leadership position in a corporate or an NGO environment, including experience in development of strategic and operational support services plans and their implementation in a professional work environment over a sustained period of time
Knowledge in designing and implementing HR strategy for the organization, as well as policies and procedures
Relevant experience in managing a function in a complex organization

KNOWLEDGE SKILLS AND ABILITY

Ability to plan and organise complex, diverse tasks and responsibilities in both development and emergency contexts
In-depth knowledge of employee relations and current employment legislation in Tanzania
Creativity in developing the role of HR within the programme and ensuring the most effective support to line management
Demonstrated credibility with colleagues and stakeholders at all levels of an organization
Fluent oral and written communication skills in English
Strong interpersonal skills
Leadership skills
Ability to coach, mentor, delegate appropriately and provide developmental guidance to supervised staff
Knowledge of working in Matrix structured organization