Job Overview
A leading enterprise located on Nyerere Road in Dar es Salaam is seeking an experienced, rigorous HR Performance Manager. Reporting to HR leadership, this on-site role is responsible for driving the end-to-end performance management lifecycle—including target sign-offs, monthly/quarterly calibrations (2-7-1 distribution model), performance improvement plans (PIPs), talent promotion reviews, and strict code-of-conduct/labor law dispute compliance to ensure 100% legally compliant employee relations.
Key Information
Role Title: HR Performance Manager
Location: Nyerere Road, Dar es Salaam, Tanzania (On-Site)
Position Type: Full-Time
Salary Range: TZS 3,000,000 – TZS 5,000,000 / Month
Experience Required: 5+ years in HR, including 3+ years specializing in performance management and/or employee relations
Core Roles & Responsibilities
1. Performance Management & PIP Execution
Target Setting: Ensure 100% sign-off on quarterly Personal KPI Commitment Letters broken down by month; serve refusals with two witnesses.
Evaluations & Calibration: Verify monthly performance/behavior data and calibrate staff across the 2-7-1 distribution model (top 20%, core 70%, bottom 10%).
Review Meetings: Hold mandatory three-party (Employee, Supervisor, HR) review meetings (monthly for sales, quarterly for other roles) to build verifiable evidence chains.
PIPs & Terminations: Manage 30- to 60-day Performance Improvement Plans (PIPs) for C-rated employees; conduct bi-weekly follow-ups, concluding within 2 months and executing compliant terminations upon failure.
Recognition: Highlight A+ top performers, design recognition programs, and publish success cases.
2. Talent Promotion Review & Succession
Consolidate nominee performance, career trajectory, core values, and 360-degree feedback into Individual Candidate Files.
Coordinate P1–P5 departmental reviews and P6+ cross-departmental panels; produce Individual Promotion Review Reports.
Draft talent nine-box grids, publish promotion outcomes, update successor lists, and maintain the talent pipeline map.
3. Code of Conduct, Employee Relations & Disciplinary Management
Investigate attendance anomalies, misconduct incidents, and collect signed witness statements.
Issue show-cause letters/emails, and verbal, written, or final warnings; lead disciplinary hearings with two-witness sign-offs.
Manage poor-performance, probation, misconduct, and mutual-separation exits strictly in accordance with Tanzanian Labor Law (ELRA).
Build comprehensive evidence bundles and assist legal counsel during CMA (Commission for Mediation and Arbitration) or labor court proceedings.
4. Mechanism Building & Cross-Functional Alignment
Maintain original performance/disciplinary archives and build a Performance Dispute & Termination Case Library to update SOPs every 6 months.
Train supervisors on review meeting techniques, refusal-to-sign scripts, and code of conduct enforcement.
Sync exit and PIP vacancy data with Recruitment and HR teams to facilitate succession planning and compensation adjustments.
KPI A: Written Performance Target Sign-off Rate = 100% (including new hires).
KPI B: On-time Closure Rate of Review Meetings and PIPs ≥ 95%.
KPI C: Compliant Terminations = 100%, closed within ≤ 2 months of the first review (zero lost arbitration/litigation cases).
Education: Bachelor’s Degree or above in Human Resource Management, Business Administration, Law, or a related field.
Work Experience: Minimum of 5 years of HR experience, with at least 3 years explicitly focused on performance management and employee relations/labor disputes.
Functional & Technical Skills:
In-depth practical knowledge of Tanzanian Labor Law (ELRA) and CMA arbitration procedures.
Expert command of KPI design, forced distribution (2-7-1 model), PIP management, 9-box talent grids, and promotion assessments.
Hands-on experience preparing evidence bundles for legal proceedings.
Key Competencies: Fairness and objectivity, strong evidence mindset, high emotional intelligence during difficult conversations, and absolute confidentiality.
How to Apply
