Human Resources Manager job at People Project Co. Limited

People Project is recruiting on behalf of its client operating in the construction and infrastructure sector for an experienced and commercially minded Human Resource Manager. The successful candidate will provide strategic leadership and operational oversight of the company's Human Resources and Administration function across Head Office, construction projects, workshops, factories, yards and other operational locations.

The position requires a hands-on leader capable of strengthening HR systems, establishing consistent controls across multiple locations, improving workforce utilisation and ensuring that employee-related costs, records and processes are accurately managed and reported. The successful candidate will be expected to balance strategic HR leadership with close operational involvement in recruitment, site workforce management, payroll coordination, employee discipline, administration and management reporting.

General Responsibilities:

HR Strategy & Workforce Planning

• Develop and implement HR strategies, policies and workforce plans aligned with business objectives, project requirements and approved budgets.
• Maintain organisational structures, approved staff establishments and manpower forecasts across departments and project sites.
• Coordinate workforce mobilisation, transfers and demobilisation in line with project schedules and operational needs.
• Advise senior management on organisational effectiveness, workforce utilisation, succession planning and HR-related risks.

Recruitment & Manpower Deployment

• Lead recruitment for managerial, professional, technical, administrative and site-based positions.
• Coordinate with Project Managers and Department Heads to validate manpower requirements, approvals and recruitment priorities.
• Oversee candidate selection, verification, onboarding and deployment, ensuring critical vacancies are filled within agreed timelines.
• Maintain accurate recruitment trackers and workforce records covering employee numbers, deployment, vacancies and joining dates.

Site Workforce and Labour Management

• Establish consistent HR procedures across construction sites, workshops, factories, yards and other operational locations.
• Monitor attendance, absenteeism, overtime, leave, workforce movements and labour utilisation in coordination with site management.
• Ensure accurate site-level employee records and verification of attendance and overtime before payroll processing.
• Coordinate workforce requirements, accommodation, transport and welfare arrangements where applicable, and monitor labour-related risks affecting project delivery.

Payroll, Compensation & Cost Control

• Oversee payroll inputs, including attendance, overtime, allowances, advances, deductions, salary changes, new joiners and exits.
• Reconcile approved headcount, attendance records and payroll data, working closely with Finance to ensure accuracy and timely processing.
• Monitor employee costs against approved budgets by project, department and cost centre, identifying variances and opportunities for cost optimisation.
• Maintain appropriate payroll approval controls and investigate discrepancies, unauthorised changes and potential duplicate or fictitious employee records.
• Coordinate compensation reviews, employee benefits and applicable statutory payroll obligations with Finance

Labour Law & Statutory Compliance

• Ensure employment contracts, HR policies and employment practices comply with applicable Tanzanian labour legislation.
• Oversee employment documentation, probation, leave, working hours, overtime, disciplinary procedures and termination processes.
• Monitor applicable statutory registrations, contributions, permits and employment records in coordination with Finance and relevant authorities.
• Coordinate labour inspections, employment audits and compliance reporting, seeking legal advice on complex or high-risk cases.
• Work with the HSE function to support compliance with applicable occupational health and safety requirements.

Performance Management & Employee Relations

• Implement performance appraisal systems, probationary reviews, measurable KPIs and performance improvement plans.
• Advise managers on employee performance, conduct, disciplinary action and consistent application of company policies.
• Manage grievances, workplace investigations, disciplinary hearings and employee disputes in accordance with applicable law.
• Monitor employee turnover, absenteeism and retention, implementing appropriate engagement and workforce stability initiatives.
• Identify critical talent, succession requirements and opportunities to improve employee productivity and accountability.

HR Systems, ERP & Management Reporting

• Implement and maintain reliable ERP/HRIS processes covering employee records, organisational structures, payroll inputs, attendance and project cost centres.
• Establish appropriate approval workflows, access controls and audit trails for HR transactions and employee data changes.
• Prepare monthly HR dashboards covering manpower, recruitment, attendance, payroll, project labour costs, compliance, employee relations and performance.
• Analyse workforce trends and budget variances, highlighting exceptions, operational risks and corrective actions for management.
• Ensure employee information is accurate, confidential and handled in accordance with applicable data protection requirement.

Training & Development

• Conduct training needs assessments and implement annual learning and development plans.
• Coordinate employee induction, technical training, supervisory development and mandatory safety training with relevant departments.
• Maintain training, competency and professional certification records, and assess the effectiveness of development initiatives.
• Support succession planning and the development of internal talent for critical technical and management positions.

Qualifications and Requirements

• A relevant postgraduate qualification or professional HR certification will be an added advantage.
• Bachelor's degree in Human Resources Management, Human Resource Development, Business Administration or a related field.
• Minimum 5–8 years of progressive HR experience, including significant experience in a senior HR management or leadership role.
• Demonstrated experience in the construction, engineering, infrastructure, manufacturing or another project-based operational environment.
• Proven experience managing a diverse workforce across multiple departments, sites or locations.
• Strong working knowledge of Tanzanian employment and labour legislation and practical employee relations management.
• Experience in workforce planning, recruitment, compensation and benefits, performance management, payroll coordination and HR reporting.
• Experience in developing HR policies, systems and processes and advising senior management on strategic people matters.

• Develop and implement HR strategies, policies and workforce plans aligned with business objectives, project requirements and approved budgets.
• Maintain organisational structures, approved staff establishments and manpower forecasts across departments and project sites.
• Coordinate workforce mobilisation, transfers and demobilisation in line with project schedules and operational needs.
• Advise senior management on organisational effectiveness, workforce utilisation, succession planning and HR-related risks.
• Lead recruitment for managerial, professional, technical, administrative and site-based positions.
• Coordinate with Project Managers and Department Heads to validate manpower requirements, approvals and recruitment priorities.
• Oversee candidate selection, verification, onboarding and deployment, ensuring critical vacancies are filled within agreed timelines.
• Maintain accurate recruitment trackers and workforce records covering employee numbers, deployment, vacancies and joining dates.
• Establish consistent HR procedures across construction sites, workshops, factories, yards and other operational locations.
• Monitor attendance, absenteeism, overtime, leave, workforce movements and labour utilisation in coordination with site management.
• Ensure accurate site-level employee records and verification of attendance and overtime before payroll processing.
• Coordinate workforce requirements, accommodation, transport and welfare arrangements where applicable, and monitor labour-related risks affecting project delivery.
• Oversee payroll inputs, including attendance, overtime, allowances, advances, deductions, salary changes, new joiners and exits.
• Reconcile approved headcount, attendance records and payroll data, working closely with Finance to ensure accuracy and timely processing.
• Monitor employee costs against approved budgets by project, department and cost centre, identifying variances and opportunities for cost optimisation.
• Maintain appropriate payroll approval controls and investigate discrepancies, unauthorised changes and potential duplicate or fictitious employee records.
• Coordinate compensation reviews, employee benefits and applicable statutory payroll obligations with Finance
• Ensure employment contracts, HR policies and employment practices comply with applicable Tanzanian labour legislation.
• Oversee employment documentation, probation, leave, working hours, overtime, disciplinary procedures and termination processes.
• Monitor applicable statutory registrations, contributions, permits and employment records in coordination with Finance and relevant authorities.
• Coordinate labour inspections, employment audits and compliance reporting, seeking legal advice on complex or high-risk cases.
• Work with the HSE function to support compliance with applicable occupational health and safety requirements.
• Implement performance appraisal systems, probationary reviews, measurable KPIs and performance improvement plans.
• Advise managers on employee performance, conduct, disciplinary action and consistent application of company policies.
• Manage grievances, workplace investigations, disciplinary hearings and employee disputes in accordance with applicable law.
• Monitor employee turnover, absenteeism and retention, implementing appropriate engagement and workforce stability initiatives.
• Identify critical talent, succession requirements and opportunities to improve employee productivity and accountability.
• Implement and maintain reliable ERP/HRIS processes covering employee records, organisational structures, payroll inputs, attendance and project cost centres.
• Establish appropriate approval workflows, access controls and audit trails for HR transactions and employee data changes.
• Prepare monthly HR dashboards covering manpower, recruitment, attendance, payroll, project labour costs, compliance, employee relations and performance.
• Analyse workforce trends and budget variances, highlighting exceptions, operational risks and corrective actions for management.
• Ensure employee information is accurate, confidential and handled in accordance with applicable data protection requirement.
• Conduct training needs assessments and implement annual learning and development plans.
• Coordinate employee induction, technical training, supervisory development and mandatory safety training with relevant departments.
• Maintain training, competency and professional certification records, and assess the effectiveness of development initiatives.
• Support succession planning and the development of internal talent for critical technical and management positions.

• Strategic leadership
• Operational oversight
• HR systems strengthening
• Workforce utilisation improvement
• Cost management and reporting
• Recruitment
• Site workforce management
• Payroll coordination
• Employee discipline
• Administration
• Management reporting
• Workforce planning
• Organisational effectiveness
• Succession planning
• HR-related risk management
• Candidate selection and verification
• Onboarding
• Attendance monitoring
• Absenteeism monitoring
• Overtime management
• Leave management
• Labour management
• Payroll processing
• Compensation and benefits
• Cost control
• Labour law compliance
• Statutory compliance
• Performance management
• Employee relations
• Grievance management
• Workplace investigations
• Disciplinary procedures
• Employee dispute resolution
• Employee turnover monitoring
• Absenteeism monitoring
• Retention strategies
• Employee engagement
• Workforce stability
• Talent identification
• HRIS/ERP implementation and maintenance
• Data protection
• Training needs assessment
• Learning and development planning
• Employee induction
• Technical training
• Supervisory development
• Safety training
• Competency management
• Professional certification management

• A relevant postgraduate qualification or professional HR certification will be an added advantage.
• Bachelor's degree in Human Resources Management, Human Resource Development, Business Administration or a related field.
• Minimum 5–8 years of progressive HR experience, including significant experience in a senior HR management or leadership role.
• Demonstrated experience in the construction, engineering, infrastructure, manufacturing or another project-based operational environment.
• Proven experience managing a diverse workforce across multiple departments, sites or locations.
• Strong working knowledge of Tanzanian employment and labour legislation and practical employee relations management.
• Experience in workforce planning, recruitment, compensation and benefits, performance management, payroll coordination and HR reporting.
• Experience in developing HR policies, systems and processes and advising senior management on strategic people matters.