Job Summary

Our client in the Gold & Precious Metals industry is seeking an experienced HR Manager to establish HR systems, policies, workforce controls and employment practices that support safe, compliant and timely mobilisation of technical staff, mine crews, artisanal workers, plant operators, contractors, consultants, logistics personnel, security and community-facing personnel.

Key Responsibilities

1. Strategic HR Management and Workforce Planning

• Develop and implement the project HR strategy, policies and procedures in line with Tanzanian employment law, the project HSE system and approved project governance.
• Prepare and maintain a workforce plan linked to the implementation schedule, release gates, work packages, recruitment lead times, accommodation, rotation requirements and approved manpower budget. Do not recruit positions that are not supported by an approved work package.
• Advise the Project Director and senior management on organisation design, workforce planning, talent management, succession, local employment and labour risk.
• Maintain headcount and manpower-cost forecasts aligned with Project Controls and Finance.

2. Recruitment, Local Employment and Mobilisation

• Lead recruitment for all project positions, including job advertisements, screening, interviews, reference checks and offer documentation.
• Coordinate local recruitment and local-employment planning with the Community Liaison function.
• Onboard and maintain records for employees, consultants, labour-supply companies, drilling contractors, mining contractors, plant contractors and security providers.
• Verify contractor labour records, statutory compliance, competency evidence, working hours, insurance and welfare arrangements before site mobilisation.
• Coordinate relocation, accommodation, travel, rosters, camp access, medical fitness, induction scheduling and site-access authorisations.
• Maintain a talent pipeline and succession or contingency plan for the Project Director, Mining Engineer / Mine Manager, Metallurgist / Process Engineer, HSE lead, Plant Manager and QP Geologist.

3. Employee Relations, Welfare and Compliance

• Ensure compliance with the Tanzanian Employment and Labour Relations Act, Occupational Health and Safety Act and other applicable legislation.
• Manage grievances, disciplinary procedures, disputes and escalation in a fair and documented manner.
• Maintain worker grievance and grievance-escalation systems and coordinate with Community Liaison where local-employment concerns arise.
• Maintain camp, accommodation, welfare, leave, travel, rotation and site-access standards in coordination with management and HSE.
• Monitor changes in Tanzanian labour legislation and advise management on required adjustments.

4. HSE Induction and Competency Records

• Coordinate mandatory induction and competency records for employees and contractors.
• Maintain evidence of site rules, underground safety, emergency response, first aid, chemical handling, cyanide awareness, tailings controls, incident reporting and contractor induction.
• Administer the records and scheduling. HSE and technical leads shall own the technical content and competency acceptance.
• Ensure that no person is mobilised into a controlled work area without the required induction, medical fitness and competency evidence.

5. Performance, Training and Succession

• Establish performance objectives linked to role deliverables and project stages.
• Coordinate training, development and competency interventions with departmental leads.
• Support performance management and corrective action.
• Maintain succession and contingency plans for critical roles and key-person dependencies.

6. Compensation, Benefits and Payroll Controls

• Administer employee master data, attendance, leave records, approved changes and payroll inputs.
• Coordinate with Finance, which owns payroll processing, accounting and payment controls.
• Ensure that salary, overtime, allowances and contractor rates are approved by authorised management before payroll input. The HR Manager shall not independently approve compensation or payment commitments.
• Support PAYE, NSSF, WCF and other statutory requirements and maintain audit-ready records.
• Manage benefits including medical insurance, leave and project-specific benefits.
• Conduct mining-industry compensation benchmarking while recognising that project salary rates remain subject to approval.

7. HR Administration, Reporting and Gates

• Maintain confidential personnel files, attendance, onboarding, mobilisation, training, contractor and statutory records.
• Prepare monthly HR reports covering headcount, active FTE, recruitment status, turnover, vacancies, local employment, contractor compliance, induction status, welfare issues and manpower cost against approved allowance.
• Prepare HR evidence for mobilisation, field/pilot readiness, construction readiness, commissioning and operating review.
• Coordinate HR audits and maintain readiness for internal, statutory and project reviews.
• Escalate any staffing gap that threatens safety, commissioning or technical delivery.

Qualifications & Requirements

• Bachelor’s degree in Human Resource Management, Business Administration, Social Sciences or other related field from a recognised institution.
• Professional HR certification such as CIPD, SHRM or equivalent is highly desirable.
• A Master’s degree in HR or Business Administration is an added advantage.
• Minimum of 3 years of progressive HR experience, including at least 1 year in a supervisory or management role.
• Five years or more and prior mining, construction, extractive-industry or remote-site experience are preferred for this project-level HR Manager role.
• Demonstrated independent responsibility for recruitment, employee relations, payroll inputs, statutory HR compliance and workforce reporting.
• Experience with local employment, contractor labour, camp or remote-site mobilisation is an advantage.
• Familiarity with Tanzanian labour laws and statutory requirements is essential.
• Strong knowledge of Tanzanian employment legislation, HR information systems, Microsoft Office and audit-ready documentation.
• Ability to maintain confidential records and produce clear workforce and compliance reports.
• Excellent communication, interpersonal, negotiation, organisational and problem-solving skills.
• High integrity, confidentiality and professional ethics.
• Cultural sensitivity and ability to work in a diverse remote-site team.
• Fluency in English and Swahili is essential.

Deadline

7th October 2026