Human Resource Business Partner (HRBP) at Gsm Group, July 2026

Company: GSM Group Of Companies

Location: Dar es Salaam, Tanzania

Type: Full time Jobs

Category: Human Resources jobs

Dar es Salaam Posted: July 13, 2026 Apply Now

Human Resource Business Partner (HRBP)

Job details

Organization: GALCO Transport

Job title: Human Resources Business Partner

Department: Human Resources

Section: Human Resources

Business unit: GALCO Transport

Employment type: Full-time

Reports to: Senior Human Resources Business Partner

Application deadline: 24 July 2026

Key job purpose

The HR Business Partner, reporting to the Senior HR Business Partner, will be accountable for driving the HR agenda in GALCO Transport, with specific responsibility for implementing elements of the integrated capability strategy for the GALCO Transport department.

Key duties and responsibilities

Talent management

Implement talent processes to support the current and future development and deployment needs of the departments in line with strategies and plans.

Support the recruitment process, including ensuring effective onboarding.

Implement talent management solutions that will underpin business priorities.

Train and support managers on the quality and outputs of talent management processes and principles.

Consolidate talent data and provide input into the departments’ talent processes.

Performance management

Develop consistent communications to support the effective adoption of the performance management process, explaining the rationale and what is required from managers and employees.

Support individuals and managers in developing team and individual goals that are relevant to their departments and aligned with business priorities and customer requirements.

Coach managers to build strong individual and team performance regularly.

Ensure a common understanding and consistent application of the rating scale, and build managers’ capability and confidence in using the scale.

Coach managers to conduct honest performance conversations during one-on-one meetings, mid-year reviews and year-end reviews.

Support managers in making appropriate performance-rating decisions and effectively communicating the reasons and outcomes of these decisions.

Organisation development

Ensure that all change initiatives focus on behavioural and engagement aspects during pre- and post-implementation.

Support communication and stakeholder engagement regarding the change vision and journey to staff, including challenges, risks and benefits.

Anticipate barriers to change and associated risks, and work to remove them.

Work with leaders to assess the capabilities of their teams and help develop capability-building plans covering recruitment, training, coaching, communication and other relevant areas.

Support the implementation of anchoring plans, track and monitor their success, and make adjustments as needed.

Learning and development

Liaise with line management to ensure optimised development processes are implemented according to standards. This involves supporting performance management processes to establish the need state and thereafter supporting the competence-development process and application of common tools to track competence growth in each business unit.

Provide custody services for all employee training data and manage operational costs and quality.

Work with managers and staff to ensure they understand the importance of learning and development and how it supports them.

Coach managers on providing feedback and creating development plans with staff.

Ensure the development and execution of the learning and development strategy, including:

Aligning business needs with available funds.

Evaluating implemented training and its return on investment.

Ensure training is delivered in line with the agreed plan.

Compensation and benefits

Deliver communications that reinforce consistent messages regarding compensation and benefits.

Keep abreast of legislative changes that affect compensation and benefits and consider how they may affect local practices.

Work with GALCO Transport leaders to ascertain compensation and benefits requirements for key individuals in their respective teams.

Industrial relations

Adhere to all industrial relations policies and practices within the GALCO Transport departments.

Manage and facilitate potential conflict situations to achieve legal and ethical consensus.

Manage the resolution of employee-relations issues within GALCO Transport, with support from the Senior HR Business Partner.

Support and coach managers in understanding and addressing industrial-relations issues.

Employee engagement

Review feedback from various business reports, including exit interviews and KPI scorecards, to understand issues associated with engagement within GALCO Transport departments.

Coach managers to use all opportunities, including one-on-one meetings and career discussions, to promote strong engagement.

Act as the employees’ advocate.

Qualifications and experience

Degree in Business, Human Resources Management or Social Sciences.

Five years of experience in a generalist HR role.

Knowledge of local labour legislation and experience in labour relations would be an advantage.

Applications must be submitted before 24 July 2026.

How to Apply:

Job type Full-time Job, To submit your application, please follow the link provided below.