HR PERFORMANCE MANAGER

Location: Nyerere Road, Dar Es Salaam.

MAIN PURPOSE OF THE JOB

Implements performance management procedures and policies by connecting target sign-off, performance evaluation, review meetings and PIP; runs promotion reviews and handles misconduct and termination cases to ensure people cases are compliant, with no litigation and no arbitration loss.

RESPONSIBILITIES

Performance Management

- Update quarterly Personal KPI Commitment Letters per the job description and break them down by month; ensure all employees sign and file them; serve refusals with two witnesses.

- Verify performance data and behaviour records monthly, correct deviations, and output the monthly performance sheet

- Run monthly/quarterly evaluations and calibrate the 2-7-1 distribution; submit the quarterly Performance Management Report to management meetings

- Hold three-party (employee/supervisor/HR) review meetings (monthly for sales, quarterly for other roles, 100% completion); build the evidence chain and produce signed meeting records

- Set 30-/60-day PIPs for C-rated (bottom 10%) employees, follow up every two weeks, and conclude within 2 months; terminate on fail

- Collect A+ success cases, promote them, and design recognition materials

Talent Promotion Review

- Communicate promotion review policy, confirm nominees and positions, and coach nominees on review materials

- Consolidate nominees' performance, career history, values, and 360 feedback into Individual Candidate Files for review

- Run P1–P5 reviews within departments; coordinate P6+ reviews jointly with department heads and cross-department panels; attend M-track reviews; produce Individual Promotion Review Reports

- Draft the talent nine-box grid, publish promotion results, update the successor list and pipeline map, and archive files

Code of Conduct Management

- Collect abnormal attendance, approvals, misconduct incidents, and witness statements into investigation records

- Issue show-cause letters/emails and verbal/written/final warnings; hold hearings and defence sessions; serve with two witnesses and obtain signatures

- Handle poor-performance, probation, misconduct, and mutual-separation terminations per local labour law; issue termination documents without delay or non-compliance

- Prepare evidence bundles and support legal counsel in labour dispute proceedings

Performance Data & Mechanism Building

- Maintain originals of performance and disciplinary documents; review disputes into the Performance Dispute & Termination Case Library; feed SOP improvements back every 6 months

- Maintain company/department 2-7-1 charts and PIP tracking in HRIS with unified data definitions

- Train supervisors on review meetings and refusal-to-sign scripts; update code-of-conduct and attendance training content

- Share promotion results and successor lists with training teams; alert recruitment to PIP/termination vacancies; sync HR on exits; provide salary/grade adjustment references

KEY DELIVERABLES

KPI A: 

Written Performance Target Sign-off Rate = 100% (including new hires)

- Ensures every employee has a signed job description and KPI commitment letter

KPI B:

On-time Closure Rate of Review Meetings and PIPs ≥ 95%

- Ensures review meetings and PIPs are completed on time with signed records for evidence-based follow-up

KPI C: 

Compliant Terminations = 100%, Closed ≤ 2 Months of First Review

- Ensures every termination has a fair reason, compliant procedure, and complete evidence that withstands review

**REQUIRED QUALIFICATIONS**

**Academic:** Bachelor's degree or above in HRM, Business Administration, Law, or related field

Professional: Hands-on experience handling labour disputes, Labour Law

Functional Skills:

- Familiarity with labour law and arbitration procedures

- KPI design, 2-7-1 distribution, PIP management, nine-box talent review, and promotion assessment

Experience: 5+ years in HR, including 3+ years in performance management and/or employee relations

KEY COMPETENCIES

- Fairness & Objectivity

- Evidence Mindset

- Communication Under Pressure

- Confidentiality