Your safety comes first — read before you go. Taf4All only lists job offers published by third parties. We are not the employer, we do not conduct these recruitments, and we cannot guarantee what happens once you make contact — you deal directly with the person or company behind the offer, at your own risk.
JOB TITLE: Human Resources Business Partner DEPARTMENT: Human Resources SECTION: BUSINESS UNIT: GALCO Transport REPORTS TO: Senior Human Resources Business Partner 1. KEY JOB PURPOSE The HR Business Partner, who reports directly to the Senior HR Business Partner, will lead the HR initiatives within FALCO TRANSPORT. This role will focus on executing key components of the integrated capability strategy tailored specifically for the FALCO TRANSPORT department. 2. KEY DUTIES AND RESPONSIBILITIES Talent Management Implement talent processes aligned with strategic initiatives to address both current and future departmental development and deployment requirements. Support recruitment activities to ensure seamless integration, including facilitating effective onboarding procedures. To develop and execute talent management strategies that align with and support critical business objectives, ensuring sustainable organizational growth and competitive advantage. Responsibilities include providing thorough training and ongoing support to managers to ensure the effective implementation of talent management processes and adherence to established principles. Consolidate talent-related information and integrate it into the departments’ talent management processes. Performance Management To ensure the successful implementation of the performance management process, we will establish clear and consistent communications to outline its purpose, benefits, and the specific actions required from both managers and employees. This includes explaining the underlying rationale behind the process and detailing the expectations for all stakeholders involved. To assist individuals and managers in establishing both team and individual objectives that are pertinent to their respective departments while ensuring alignment with organizational priorities and customer demands. To develop the capabilities of managers, this role involves providing ongoing coaching and mentorship to enhance both individual and team performance consistently. To foster a shared comprehension and uniform utilization of the rating scale, while simultaneously enhancing managers’ proficiency and self-assurance in its application. As a coach, you will guide managers in conducting candid performance discussions, including one-on-one meetings, mid-year assessments, and end-of-year evaluations. You will assist managers with making well-reasoned performance rating determinations and ensure the rationale and results of these assessments are conveyed clearly and effectively. Organisation Development To guarantee that every change initiative prioritizes behavioral adjustments and engagement strategies both before and after implementation. We facilitate the communication and engagement of the change vision and journey with staff, ensuring they are informed about the associated challenges, risks, and benefits. Anticipate potential obstacles and risks that may impede progress and proactively address and mitigate these challenges to ensure successful implementation. Collaborate with organizational leaders to evaluate team competencies and devise strategic capability enhancement initiatives, encompassing recruitment strategies, professional development programs, coaching methodologies, and internal communication frameworks. Facilitate the execution of anchoring strategies, ensuring meticulous tracking and assessment of progress, while making necessary adjustments to optimize outcomes. Learning & Development To collaborate effectively with Line management, this role involves ensuring the implementation of optimized development processes in accordance with established standards. This includes assisting with Performance Management processes to identify current requirements and subsequently supporting both the competence development process and the application of standardized tools to monitor competence advancement across all business units. Deliver custody services for all employee training data while overseeing operational costs and maintaining quality standards. Collaborate closely with managers and staff to underscore the critical role of Learning and Development (L&D) in enhancing their professional growth and organizational success. Skilled in guiding managers to deliver constructive feedback and establish tailored development plans for their staff members. Develop and implement the Learning and Development (L&D) strategy, ensuring alignment with business objectives and available funding. Assess the effectiveness of training initiatives by evaluating their return on investment (ROI) to measure impact and drive continuous improvement. Deliver training sessions in strict accordance with the approved schedule to maintain consistency and compliance with established objectives. Compensation & Benefits Compose and disseminate communications that uphold unified messaging about compensation and benefits to ensure alignment across all channels and audiences. Monitor legal developments to identify any changes that could influence compensation and benefits (C&B) policies, and evaluate their potential impact on local operational practices. Collaborate with executives at FALCO TRANSPORT to identify compensation and benefits (C&B) requirements for pivotal team members within their departments. Industrial Relations Comply with all established information security policies and protocols within the FALCO TRANSPORT departments. Manage and facilitate the resolution of potential conflict situations to reach legally compliant and ethically sound agreements. Oversee the resolution of employee relations matters at FALCO TRANSPORT, collaborating closely with the Senior HR Business Partner to ensure effective and timely outcomes. Provide guidance and mentorship to managers to enhance their comprehension and management of industrial relations matters. Employee Engagement Review feedback sourced from diverse business reports—such as exit interviews and KPI scorecards—to identify underlying challenges impacting employee engagement within FALCO TRANSPORT departments. Experienced professionals will guide managers in leveraging every available interaction—such as regular one-on-one meetings and career development conversations—to foster and sustain high levels of employee engagement. o Be the employee’s advocate. Qualifications A bachelor’s degree in Business Administration, Human Resources Management, or a related field in Social Sciences is required.
---
**
[Click the Apply button below to apply, and Create my CV to build a CV tailored to this offer, professionally]
Get seen by recruiters
Publish your CV on the Candidates page — the place recruiters browse directly to find profiles like yours.
See the Candidates pageYou are recruiting?
Find candidates on TAF4ALLStand out with a professional CV and a personalized cover letter generated by AI in 3 minutes.
Real offers from Canadian employers who are explicitly looking for candidates outside Canada. No agency, no fees — you apply yourself.
JOB TITLE: Human Resources Business Partner DEPARTMENT: Human Resources SECTION: BUSINESS UNIT: GALCO Transport REPORTS TO: Senior Human Resources Business Partner 1. KEY JOB PURPOSE The HR Business Partner, who reports directly to the Senior HR Business Partner, will lead the HR initiatives within FALCO TRANSPORT. This role will focus on executing key components of the integrated capability strategy tailored specifically for the FALCO TRANSPORT department. 2. KEY DUTIES AND RESPONSIBILITIES Talent Management Implement talent processes aligned with strategic initiatives to address both current and future departmental development and deployment requirements. Support recruitment activities to ensure seamless integration, including facilitating effective onboarding procedures. To develop and execute talent management strategies that align with and support critical business objectives, ensuring sustainable organizational growth and competitive advantage. Responsibilities include providing thorough training and ongoing support to managers to ensure the effective implementation of talent management processes and adherence to established principles. Consolidate talent-related information and integrate it into the departments’ talent management processes. Performance Management To ensure the successful implementation of the performance management process, we will establish clear and consistent communications to outline its purpose, benefits, and the specific actions required from both managers and employees. This includes explaining the underlying rationale behind the process and detailing the expectations for all stakeholders involved. To assist individuals and managers in establishing both team and individual objectives that are pertinent to their respective departments while ensuring alignment with organizational priorities and customer demands. To develop the capabilities of managers, this role involves providing ongoing coaching and mentorship to enhance both individual and team performance consistently. To foster a shared comprehension and uniform utilization of the rating scale, while simultaneously enhancing managers’ proficiency and self-assurance in its application. As a coach, you will guide managers in conducting candid performance discussions, including one-on-one meetings, mid-year assessments, and end-of-year evaluations. You will assist managers with making well-reasoned performance rating determinations and ensure the rationale and results of these assessments are conveyed clearly and effectively. Organisation Development To guarantee that every change initiative prioritizes behavioral adjustments and engagement strategies both before and after implementation. We facilitate the communication and engagement of the change vision and journey with staff, ensuring they are informed about the associated challenges, risks, and benefits. Anticipate potential obstacles and risks that may impede progress and proactively address and mitigate these challenges to ensure successful implementation. Collaborate with organizational leaders to evaluate team competencies and devise strategic capability enhancement initiatives, encompassing recruitment strategies, professional development programs, coaching methodologies, and internal communication frameworks. Facilitate the execution of anchoring strategies, ensuring meticulous tracking and assessment of progress, while making necessary adjustments to optimize outcomes. Learning & Development To collaborate effectively with Line management, this role involves ensuring the implementation of optimized development processes in accordance with established standards. This includes assisting with Performance Management processes to identify current requirements and subsequently supporting both the competence development process and the application of standardized tools to monitor competence advancement across all business units. Deliver custody services for all employee training data while overseeing operational costs and maintaining quality standards. Collaborate closely with managers and staff to underscore the critical role of Learning and Development (L&D) in enhancing their professional growth and organizational success. Skilled in guiding managers to deliver constructive feedback and establish tailored development plans for their staff members. Develop and implement the Learning and Development (L&D) strategy, ensuring alignment with business objectives and available funding. Assess the effectiveness of training initiatives by evaluating their return on investment (ROI) to measure impact and drive continuous improvement. Deliver training sessions in strict accordance with the approved schedule to maintain consistency and compliance with established objectives. Compensation & Benefits Compose and disseminate communications that uphold unified messaging about compensation and benefits to ensure alignment across all channels and audiences. Monitor legal developments to identify any changes that could influence compensation and benefits (C&B) policies, and evaluate their potential impact on local operational practices. Collaborate with executives at FALCO TRANSPORT to identify compensation and benefits (C&B) requirements for pivotal team members within their departments. Industrial Relations Comply with all established information security policies and protocols within the FALCO TRANSPORT departments. Manage and facilitate the resolution of potential conflict situations to reach legally compliant and ethically sound agreements. Oversee the resolution of employee relations matters at FALCO TRANSPORT, collaborating closely with the Senior HR Business Partner to ensure effective and timely outcomes. Provide guidance and mentorship to managers to enhance their comprehension and management of industrial relations matters. Employee Engagement Review feedback sourced from diverse business reports—such as exit interviews and KPI scorecards—to identify underlying challenges impacting employee engagement within FALCO TRANSPORT departments. Experienced professionals will guide managers in leveraging every available interaction—such as regular one-on-one meetings and career development conversations—to foster and sustain high levels of employee engagement. o Be the employee’s advocate. Qualifications A bachelor’s degree in Business Administration, Human Resources Management, or a related field in Social Sciences is required.
Taf4All only lists job offers published by third parties. We are not the employer, we do not conduct these recruitments, and we cannot guarantee what happens once you make contact — you deal directly with the person or company behind the offer, at your own risk.
🧠Profil recherché Human Resource Officer Position at Action Against Hunger Tanzania The Human Resource Officer will oversee the full spectrum of HR functions, ensuring adherence to organizational policies while fostering a productive and compliant workplace. This role involves managing recruitment, onboarding, perfor
Human Resources Officer Job details Organization: Johari Rotana 📍 Localisation Reference number: JB5469615 Date posted: 8 hours ago Application expiry: In 2 months 🎯 Responsabilités Status: New Job description Johann Roxana is in search of a motivated, energetic, and service oriented Human Resources specialist dedica
To provide payroll services in adherence to established standard operating procedures (SOPs) and predefined objectives. Job Description Jobboard subscription Overall Job Purpose To deliver a smooth and straightforward Tier 1 HR advisory and transactional Employee Data Management (EDM)/Payroll service, ensuring prompt a
📋 Missions principales Work Location Arusha, Tanzania (In Person) Expected duration 3 6 months, starting as soon as possible Duties and Responsibilities The Human Resources Section of the United Nations International Residual Mechanism for Criminal Tribunals (“Mechanism”) is now accepting applications for internships