Innocent Mwaipopo

(Patterson Logistics, Patterson Forwarders, Patterson Petroleum, AR International Trading, Grand Tech Limited)

• Develop and ensure implementation of HR policies, procedures, and guidelines on issues such as performance management, salaries and benefits, working relations, disciplinary procedures and professional development.
• Closely working with management and employees to improve work relationship, build morale, and increase productivity and retention.
• Maintain staff knowledge of all work place policies and facilitate compliance through annual refresher training.
• Prepare payroll and collaborate with the finance department to ensure payroll payments and statutory obligations are met on time.
• Manage staff compensation and benefits (Salaries, Pensions, Medical) with integrity and confidentiality and work closely with service provider on arising matters.
• Oversee that staff and supervisors develop 90-day and annual objectives on time, and that reviews are conducted guiding that process where necessary.
• Lead staff recruitment, placement, and contract management processes.
• Develop orientation schedules and work with relevant supervisors on the orientation of new staff.
• Plan, coordinate, and schedule staff training programs, HR, and other significant organizational events.
• Maintain and update efficient and effective filing and retrieval systems to ensure the accurate completion of employee records and HR documents for both separated and new staff.
• Compliance audits to ensure the HR function remains adaptive and aligned with business goals.

(Rufiji Sugar Estates Limited)

• Promote and ensure a safe, positive public image with the community surrounding the estate and nation at large.
• Track, analyze, and support organizational response to Government legislative development and policy proposals.
• Maintain smooth flow of information and communication in the office receiving and channeling all correspondence to the appropriate persons internally and externally in regard to Human Resources.
• Assess training needs, identifies, designs and delivers training programs to staff at all levels throughout the Company in coordination with senior managers and leaders in line with calendar.
• Evaluate effectiveness and impact of staff development and career support programs and recommend ways to enhance effectiveness and impact.
• Counsel staff and managers on performance management issues and underperformance in particular, and facilitate the implementation of Performance Improvement Plans (PIPs) or other remedial measures where and when required.
• Address and mitigate staff grievance with the purpose of resolving them at the lowest possible level, which include preventive activities such as trainings and sharing best practices and recent jurisprudence related to human resources management.
• Maintain a pay plan by conducting periodic pay-surveys, scheduling and conducting job evaluations; preparing pay budgets; recommending, planning and implementing pay structure revisions.
• Serve as a link between management and employees by handling questions, interpreting and administering contract and helping resolve work-related problems.
• Maintain professional & technical knowledge by attending educational workshops, reviewing professional publications, establishing personal networks, participating in professional societies.

• Maintain a pay plan by conducting periodic pay-surveys, scheduling and conducting job evaluations; preparing pay budgets; recommending, planning and implementing pay structure revisions.
• Serve as a link between management and employees by handling questions, interpreting and administering contract and helping resolve work-related problems.
• Maintain professional & technical knowledge by attending educational workshops, reviewing professional publications, establishing personal networks, participating in professional societies.
• Control the maintenance of personnel records in the office, ensuring that outstanding queries receive timely response, and regular analysis maintain and monitor leave records and overtime.
• Responsible for the interpretation and application of staff rules, regulations and procedures ensuring uniform application.
• Maintain smooth flow of information and communication in the office receiving and channeling all correspondence to the appropriate persons internally and externally in regard to Human Resources.
• Assess training needs, identifies, designs and delivers training programs to staff at all levels throughout the Company in coordination with senior managers and leaders in line with calendar.
• Evaluate effectiveness and impact of staff development and career support program and recommends ways to enhance effectiveness and impact.
• Counsel staff and managers on performance management issues and underperformance in particular, and facilitate the implementation of Performance Improvement Plans (PIPs) or other remedial measures where and when required.
• Address and mitigate staff grievance with the purpose of resolving them at the lowest possible level, which include preventive activities such as trainings and sharing best practices and recent jurisprudence related to human resources management.

• Effective coordination of HR processes ensuring timely staff recruitments, staff induction, staff transfers and separations, labour relations, performance management, remuneration surveys, employee surveys, leave management in line with organizational policies, standards and contemporary HR practices in emergency.
• Timely preparation of quality HR correspondences and packages relating to staff recruitment, contract terminations, promotions, transfers, employee requests, background checks and separations in line with Plan policies and standards in emergency.
• Work with the ERM and technical teams to recruit right candidates for the right positions at the right time using non-discriminatory recruitment processes taking cognizance of Plan’s commitment to child protection, diversity and inclusion.
• Conduct periodic reviews of Emergency Response program employee database and personnel file records for completeness.
• Identify staff learning gaps in consultation with line management and based on individual accountability plans & changing circumstances to facilitate planning of appropriate staff capacity enhancement programs and assist in delivering learning where possible.
• Collate leave plans for effective leave planning, monitoring and management purposes in line with the deployment policy, HR Policy Manual provisions and conduct monthly reviews of leave schedules/reports for completeness & adherence to plans.
• Provide support in Emergency Response Program budget preparation and monitoring of related expenses.
• Prepare quality monthly and quarterly end reports within stipulated time frames for review by CHR and ERM.

• Recruitment and Placement: Coordinate recruitment process by advertising vacancies; collecting CVs for screening candidates and setting up interviews for selected applicants (e.g.,) for completion of all hiring paper work including requisition, interview evaluations, reference checks, offer forms, offer letter and employee action form.
• Performance Management: Analyse and gleans HR needs from the work plans presented at the beginning of the project year and coordinates them with the director of operations, assist staff in understanding and completing the performance appraisals process in a timely manner; guiding supervisors in keeping the performance appraisals process as an on-going process, ensure that all new staff set objectives for the probation period, remind supervisor of confirmation due dates and decision to confirm or not are made in time.
• Employee relation: Ensure appropriate and immediate handling of project staff inquiries and requests for assistance, ensure that HR best practices are adhered to at the project by all project staff through counselling, guidance and coaching, handles minor disciplinary matters at the project, identifies and follows up HR issues that arise during staff and management meetings.
• Policy Management and Dissemination: Ensure that the Human Resources Policy and the employee benefit package are well understood by all staff, providing guidance as necessary, Clarifying to staff issues pertaining to HR in the employee handbook in collaboration with the director of operations, ensure adherence to local labour laws and practices and support staff enrolment in local benefits plans as appropriate.
• Records Management: Establish and maintain the project/personnel paper and electronic file in an organized and orderly manner so that records can be referred to and deciphered clearly in the event of an audit or need for historic information, ensure that all documentation in relation to the engagement of Short term technical assistance in liaison with the different technical area heads are completed in time and information necessary for the payment is made available to finance.
• Timesheet, payroll and leave management. Administer the staff leave roster, note absentees and coordinates and liaise with Finance Manager on time sheet and payroll matter.
• Organizing staff Events such as Retreat.
• Managing consultants. Recruitment, preparing contractual documentation, review of all consultant documents for completeness.