HR Manager – Compensation and Benefits International Rescue Committee(IRC) Dar es Salaam, Tanzania
12th December 2023
The International Rescue Committee (IRC) responds to the world’s worst humanitarian crises, helping to restore health, safety, education, economic wellbeing, and power to people devastated by conflict and disaster. Founded in 1933 at the call of Albert Einstein, the IRC is one of the world's largest international humanitarian non-governmental organizations (INGO), at work in more than 40 countries and more than 25 U.S. cities helping people to survive, reclaim control of their future and strengthen their communities. A force for humanity, IRC employees delivers lasting impact by restoring safety, dignity and hope to millions. If you're a solutions-driven, passionate change-maker, come join us in positively impacting the lives of millions of people world-wide for a better future.


Founded in 1933 at the request of Albert Einstein, the International Rescue Committee (IRC) responds to serious humanitarian crises around the world and helps victims to survive and rebuild their lives.

For over half a century, Tanzania has been a country of asylum, hosting one of the largest refugee populations in Africa.  Currently, the country hosts approximately 287,903 Burundian and Congolese refugees, many of whom arrived in 2015 as the crisis in Burundi increased. To date, refugees continue to co-exist with the host communities in Kigoma region expressing multiple reasons and needs. Within this context, IRC provides protection and basic assistance in the areas of Safety (comprises of Protection and Rule of Law, Women Protection and Empowerment, and Child Protection), Health (mental health and psychosocial support services and reproductive health), and Education.

Job Overview:

Under the supervision of the HR Coordinator, the HR Manager for Compensation and Benefits will be responsible for designing, developing, executing, and communicating the compensation and benefits guidelines, policies, and procedures for the Tanzania country program. They will ensure that the compensation for the Tanzania Country Program remains competitive by staying current with sector-specific and general compensation trends and best practices, enhancing the organization’s ability to attract and retain employees. The HR Manager will play a pivotal role in supporting the organization's initiatives to enhance retention, engagement, and recognition for its workforce, vital for sustaining the delivery of our strategic mandates while overseeing the development and administration of strategic reward programs, manage contract administration, maintain records, handle insurance-related matters, audits, manage leave policies, generate reports (Metrics), implement government statutory compliance and monitor approved employee engagement plans. This role demands a comprehensive understanding of compensation and benefits strategies and a proactive approach to fostering a positive work environment that aligns with the organizational goals. This role requires a collaborative approach with different department leads to ensure that structural changes align with our global guidelines.

Major Responsibilities

Human Resource Management

  • Coordinate the periodic review of HR policies and procedures, recommending changes to the HR Coordinator.
  • Maintain a thorough knowledge of IRC Tanzania HR policies and ensure employee compliance.
  • Implement IRC’s HR compliance with all employment and local regulations to minimize legal risk exposure as part of general IRC Tanzania risk management.
  • Support the development of IRC Tanzania’s compensation and benefits HR strategy, policies, and procedures.
  • Coordinate and implement audit recommendations in areas of responsibility, collaborating with the HR Coordinator, and supporting overall HR risk management efforts.

Contract Management

  • Manage staff contracts, including writing offers and contracts, confirmation letters, contract amendments, extensions/renewals, transfers, and notices.
  • Develop a tracking system to monitor contract periods and communicate relevant information to supervisors for corrective actions.

Pay and Benefits

  • Collaborate with the HR Coordinator and the regional compensation and benefits advisor to research, establish, and maintain IRC Tanzania's salary framework and analyze internal salary data for equity.
  • Support periodic pay and benefits reviews, acting as a subject matter expert on current market practices to ensure externally competitive compensation policies.
  • Provide counsel to operations and programs teams on promotion and retention strategies.
  • Administer monthly payroll, staff benefits, and leave plans, and oversee the implementation of life/medical insurance and allowances.
  • Develop and maintain a tracking system for effective pay decisions, making policy recommendations when necessary.
  • Collaborate with other departments on proposals, evaluating job profiles and assigning them to appropriate categories while partnering with the grants team to budget proper pay, benefits, and bonuses in new proposals.
  • Coach and mentor, the compensation and benefits team for performance excellence, setting challenging objectives, providing administrative support, on-the-job training, and keeping them updated with new initiatives and policies.
  • Maintain an up-to-date record management system and ensure compliance with IRC Tanzania Cross Border audit checklist.
  • Conduct job analyses and evaluations to determine appropriate salary bands and compensation levels, updating the annual salary band structure based on organizational needs and market developments.
  • Design compensation training programs in coordination with HR Co and regional Compensation and Benefits lead.
  • Act as the technical lead for Workday/HRIS system, ensuring accurate data, training HR team, and serving as a liaison for troubleshooting.
  • Finalize exit clearance and prepare settlements according to IRC national handbook.
  • Prepare and update the international staff Payroll Information Sheet monthly and stay informed about market salary conditions.
  • Ensure country salary structure reviews follow IRC’s guidelines.

Record Management and Reporting

  • Ensure an up-to-date and accurate record management system is in place, and staff files (both electronic and physical) are updated in compliance with IRC Tanzania audit checklist.
  • Prepare monthly strategic metrics and other relevant reports (weekly, monthly, quarterly etc.) as may be requested from time to time.
  • Ensure record-keeping is up-to-date and in line with local IRC policies and legislation.
  • Oversee time sheet management and salary allocations, ensuring timely submission and accurate recording of all timesheets.

Employee Engagement

  • Identify new trends to engage and motivate IRC Tanzania staff.
  • Coordinate and take the lead in activities related to employee engagement surveys and other satisfaction surveys, utilizing both quantitative and qualitative data.
  • Support the design, development, and establishment of appropriate employee recognition schemes.
  • Assist the HR Coordinator in conducting job analysis and evaluation exercises.


  • Model, encourage, and implement active practice of the principles of the “IRC Way – Global Standards for Professional Conduct”.
  • Maintain a healthy and empowering environment that encourages open, honest, and productive communication among staff.
  • Provide direct support to the HR Coordinator on staff communications relating to benefits and compensation to ensure clear, consistent, and transparent communications.
  • Perform other duties as assigned and contribute to the success of the HR department and function at IRC.

Key Working Relationships:

  •  Position Reports to: HR Coordinator
  •  Position directly supervises: HR Officer/Assistant 
  •  Other Internal and/or external contacts:

Internal:        All staff and departments within Tanzania CP

External:       Relevant stakeholders, lawyer, Ministry of Labor, Social security and tax offices, Regional Compensation and Benefits Advisor

Standard of Professional Conduct:The IRC and the IRC workers must adhere to the values and principles outlined in the IRC Way – our Code of Conduct. These are Integrity, Service, Accountability, and Equality.

Commitment to Gender, Equality, Diversity, and Inclusion: The IRC is committed to creating a diverse, inclusive, respectful, and safe work environment where all persons are treated fairly, with dignity and respect. The IRC expressly prohibits and will not tolerate discrimination, harassment, retaliation, or bullying of the IRC persons in any work setting. We aim to increase the representation of women, people that are from country and communities we serve, and people who identify as races and ethnicities that are under-represented in global power structures.

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