HR Sr. Lead – Sales Organization (open Market Channel)

HR Manager For Sales Organization

To design, implement, and manage HR processes for the sales organization, ensuring timely recruitment, payroll accuracy, compliance with Tanzanian labor laws, and smooth handling of employee lifecycle activities for Zonal Business Managers, Field Sales Managers.

Recruitment & Onboarding

Partner with National Sales Director and Zonal Business Managers to define manpower requirements.

• Drive end-to-end recruitment for ZBMs and Cluster Managers (job postings, screening, interviews, offers).
• Build a pipeline of talent for sales leadership positions to reduce hiring lead time.
• Conduct structured onboarding programs (orientation on company policies, sales systems, reporting tools).

Payroll & Compensation Management

• Ensure timely salary disbursement for ZBMs and Cluster Managers, aligned with company payroll cycles.
• Manage variable pay elements (performance-linked incentives, activation bonuses, travel reimbursements).
• Monitor compliance with Tanzanian payroll laws (tax, NSSF, WCF).
• Maintain accurate HR records (leave balances, overtime claims, expense reimbursements).

Performance Management

• Implement goal-setting & appraisal processes aligned to KRAs of ZBMs and CMs.
• Conduct quarterly performance reviews in partnership with Sales leadership.
• Recommend training interventions based on performance gaps (e.g., leadership, sales analytics, negotiation).
• Align recognition & rewards programs to boost retention of high performers.

Employee Relations & Engagement

• Act as the first point of contact for ZBMs and Cluster Managers for HR queries (leave, benefits, grievances).
• Ensure compliance with company HR policies and disciplinary procedures.
• Conduct regular engagement surveys and feedback sessions.
• Develop retention strategies to minimize turnover of critical sales managers.

Exit Management

• Manage resignation, termination, or contract closure process for ZBMs and Cluster Managers.
• Conduct exit interviews and provide insights on attrition trends.
• Ensure full & final settlement (salary dues, benefits, clearances) is completed in time.

HR Compliance & Reporting

• Maintain HR documentation (contracts, job descriptions, performance reports).
• Ensure all HR practices comply with Tanzanian labor laws and statutory obligations.
• Provide monthly HR dashboards to management (headcount, attrition, recruitment status, payroll summary).

Key Result Areas (KRAs)

Recruitment & Onboarding

• Time-to-hire (average days to fill ZBM/CM positions).
• % positions filled within target timelines.
• Quality of hires (first-year retention rate).

Payroll & Compliance

• Payroll accuracy (% error-free disbursements).
• Compliance with statutory contributions (NSSF, WCF, PAYE).
• % on-time payroll completion.

Performance Management

• Completion rate of quarterly performance reviews.
• % of ZBMs/CMs meeting >90% of their KRAs.
• Training hours per employee per quarter.

Employee Engagement & Retention

• ZBM/CM attrition rate (target <10% annually).
• Employee satisfaction/engagement scores.
• Number of engagement initiatives executed per quarter.

Exit Management

• % of exit processes completed within 30 days.
• Insights/recommendations based on exit trends implemented.

Company Applications:

• Ensure mandatory use of call company applications for billing. Hr Portal. Attendance and all activities on daily basis.
• Ensure Training and continues learning process initiated is adhered