HR - Performance Manager

Purpose of the role

The HR Performance Manager will be responsible for implementing performance management policies and procedures, coordinating performance evaluations and talent promotion reviews, managing performance improvement plans (PIPs), and handling employee disciplinary and termination cases to ensure procedural compliance, effective talent management, and minimized labour dispute risks.

Key Responsibilities

• Update quarterly Personal KPI Commitment Letters based on job descriptions, break down targets by month, obtain employee signatures, maintain records, and document refusals to sign with two witnesses.

• Verify monthly performance data and employee behaviour records, correct deviations, and prepare monthly DingTalk performance sheets.

• Coordinate monthly and quarterly performance evaluations, calibrate the 271 performance distribution, and submit quarterly Performance Management Reports covering performance ratings, PIPs, terminations, and A+ performers.

• Conduct performance review meetings involving employees, supervisors, and HR, ensuring 100% completion, documented evidence, and signed meeting records.

• Develop and monitor 30-day and 60-day PIPs for C-rated employees, conduct follow-ups every two weeks, and conclude cases within two months.

• Collect and promote A+ performance success stories and prepare employee recognition materials.

• Communicate promotion review policies, confirm nominees and positions, and guide employees in preparing promotion review materials.

• Consolidate nominees' performance records, career history, company values assessments, and 360-degree feedback into Individual Candidate Files for HQ review.

• Coordinate promotion assessments for P1–P5 employees, facilitate joint reviews for P6+ employees, support HQ reviews for management-track employees, and prepare Individual Promotion Review Reports.

• Prepare talent nine-box grids for HQ review, communicate promotion results, update succession lists and talent pipeline maps, and maintain promotion records.

• Investigate misconduct by consolidating attendance irregularities, DingTalk approval records, misconduct reports, and witness statements into investigation files.

• Issue show-cause letters and verbal, written, and final warnings; coordinate disciplinary hearings and employee defence sessions; and document the service of notices with two witnesses and employee signatures.

• Manage terminations arising from poor performance, probation assessments, misconduct, and mutual separation in accordance with applicable Tanzanian labour laws and company procedures.

• Prepare termination documentation promptly and ensure that all required procedural steps and supporting evidence are complete.

• Prepare evidence bundles for labour disputes referred to the Commission for Mediation and Arbitration (CMA) and support legal counsel during hearings.

• Maintain original performance and disciplinary records, document disputes in the Performance Dispute & Termination Case Library, and recommend SOP improvements to HQ every six months.

• Maintain company and departmental 271 performance charts and PIP tracking records in DingTalk and HRIS, ensuring consistent data definitions.

• Train supervisors on performance review meetings and refusal-to-sign procedures, and update code-of-conduct and attendance training materials.

• Share promotion results and succession information with the Training Expert, notify the Recruitment Expert of vacancies arising from PIPs and terminations, coordinate employee exits with the HR Officer, and provide salary and grade adjustment references to the HQ Compensation Specialist.

Qualifications & Experience

• Bachelor's degree or above in Human Resource Management, Business Administration, Law, or a related field.

• Minimum of 8 years of experience in HR, including at least 5 years in performance management and/or employee relations.

• Hands-on experience handling labour disputes and disciplinary procedures.

• Familiarity with Tanzanian employment and labour relations legislation, including the Employment and Labour Relations Act (ELRA) and CMA procedures.

• Experience in KPI design, performance evaluation, 271 distribution, PIP management, nine-box talent reviews, and promotion assessments.

• Strong documentation, evidence management, and reporting skills.

• Excellent communication, fairness, objectivity, confidentiality, and the ability to handle sensitive matters under pressure.

Location: Dar es Salaam, Tanzania