Executive Director Legal, Corporate Affairs, HR and Administration

Context & Environment

• Operates in a complex and evolving employment, legal and regulatory environment with multiple government, labour and petroleum sector stakeholders.
• Requires the ability to combine long-term strategic leadership with timely operational decisions and confidential case management.
• Works across diverse employee populations and functional priorities while safeguarding fairness, business continuity and Company reputation.
• Must balance local legal requirements, affiliate accountability and Group or M&S policies and standards.
• Requires strong judgement, credibility, collaboration, communication, negotiation and change-leadership capability.
• Handles sensitive personal, legal, employee relations and corporate information and must maintain strict confidentiality and appropriate access controls.

• Requires disciplined delegation, follow-up, risk escalation and evidence-based decision-making.

Activities

EXECUTIVE LEADERSHIP AND GOVERNANCE

• Serve as a member of the Executive Committee and act as strategic adviser to the Managing Director and business leaders on people, organization, legal, governance, corporate affairs and administration matters.
• Translate Company, Marketing & Services and affiliate priorities into integrated HR and Legal strategies, annual roadmaps, budgets, controls and measurable objectives.
• Lead, develop and coordinate the Human Resources, Legal, Corporate Affairs, Communication and Administration teams, ensuring clear accountabilities, appropriate segregation of duties and effective succession coverage.
• Ensure activities are performed within approved policies, procedures, internal control requirements and delegations of authority, with timely escalation of material risks.

HUMAN RESOURCES

1. HR strategy, governance and workforce planning

• Define and implement the affiliate HR strategy in alignment with business priorities, Group and M&S HR policies, Tanzania labor requirements and the affiliate social context.
• Maintain an HR operating model with clear processes, responsibilities, service standards, controls, calendars and decision rights.
• Lead workforce planning, headcount forecasting, organization reviews and people-cost planning, including permanent, contracted, graduate and expatriate populations.
• Advise management on organization design, job descriptions, grading, workforce productivity, critical roles and capability requirements.

2. Organization and employment management

• Ensure organization structures, positions, job descriptions, employment contracts and employee records are accurate, approved and regularly updated.
• Oversee employment administration throughout the employee lifecycle and ensure consistent application of employment terms, policies and management decisions.
• Monitor HR statutory and internal compliance, regulatory developments, audit actions and remediation plans.

3. Training and Development

• Ensure training needs analysis is completed and translated into an approved annual development plan and budget.
• Govern mandatory, technical, managerial and behavioral learning and monitor access, completion, learning transfer and business impact.
• Build management capability and ensure employees who attend significant programmes cascade relevant learning within the affiliate.

4. Compensation, benefits and payroll governance

• Direct compensation and benefits strategy and ensure internal equity, market competitiveness, affordability and compliance with approved frameworks.
• Oversee salary review, incentives, benefits and related HR campaigns, ensuring accurate proposals, appropriate approvals and employee communication.
• Establish effective payroll governance, including controlled inputs, validation, segregation of duties, reconciliation, approval, payment and compliant reporting.
• Oversee pensions, social-security obligations, medical and insurance benefits and other employee schemes in collaboration with Finance and approved providers.

5. Employee relations, engagement and wellbeing

• Maintain constructive individual and collective employee relations and support management in grievance, disciplinary, dispute and consultation processes.
• Lead employee listening, engagement and wellbeing programs and ensure survey results are converted into accountable, department-level and affiliate action plans.
• Promote a respectful, inclusive and safe workplace and ensure access to appropriate psychosocial and well-being support.
• Represent the Company in labor and employment matters and support the prevention and resolution of disputes.

6. HR data, digital tools, reporting and records

• Ensure integrity, confidentiality and timely maintenance of HR information systems, employee master data, dashboards and statutory or management reports.
• Promote use of approved digital HR tools and reduce unmanaged manual files and duplicate reporting.
• Ensure secure retention, controlled access and lawful disposal of personnel records in coordination with Legal, Data Privacy and Records Management requirements.

7. Expatriation, immigration and international mobility

• Oversee expatriate administration, visas, work and residence permits, relocation and related compliance in coordination with authorized internal and external partners.
• Monitor permit expiry, assignment conditions, tax and social-security interfaces and employee support requirements.

8. Departures and offboarding

• Govern resignation, retirement, end-of-contract, redundancy and other separation processes, ensuring lawful procedure, approvals, final settlements, knowledge transfer, asset return and records closure.
• Review exit information and workforce trends and propose corrective retention or organizational actions.

Legal and corporate affairs

• Act as principal legal adviser for the Tanzania affiliates and provide practical, risk-based advice on corporate, commercial, employment, regulatory, land, litigation and contractual matters.
• Serve as Company Secretary for the relevant Tanzania entities and ensure effective Board and corporate-governance administration.
• Review, draft, negotiate and approve contracts and legal instruments within delegated authority, ensuring enforceability and protection of Company interests.
• Manage litigation, external counsel, debt-recovery legal actions and legal spending, and provide timely reporting on exposure and case status.
• Monitor changes in laws and regulations, assess business impact and coordinate implementation of required actions.
• Maintain legal records, corporate registers, licenses and document-retention requirements and support compliance, sanctions and internal-control activities.

Corporate communication and stakeholder relations

• Define and implement corporate communication, reputation, media, CSR and stakeholder-engagement plans aligned with business priorities.
• Manage relationships with government, regulators, industry bodies, associations, media and other external stakeholders.
• Coordinate crisis and sensitive communications with authorized Company stakeholders and ensure messages are accurate, consistent and appropriately approved.

Administration

• Provide oversight of office and staff administration, transport, fleet, facilities, travel, reception, licenses, registrations and service providers.
• Ensure administrative services are safe, compliant, cost-effective and delivered against agreed service standards.
• Monitor departmental budgets, contracts, controls and supplier performance and take corrective action where required.

Candidate Profile

• University degree in Law, Human Resources, Business Administration or a related discipline. A postgraduate qualification in Law, Human Resources, Business or Management is desirable.
• Professional qualification or membership in a recognized legal and/or human resources body is desirable, subject to local professional requirements.
• Significant senior leadership experience covering Human Resources and Legal or Corporate Affairs in a complex organization; energy, petroleum, retail or another regulated sector is an advantage.
• Demonstrated knowledge of Tanzanian employment and labour law, corporate and commercial law, dispute resolution, governance and regulatory compliance.
• Strong experience across HR strategy, organization and workforce planning, recruitment, performance, talent, learning, compensation and benefits, payroll governance, employee relations and separations.

• Proven ability to advise executive management and Boards, lead multidisciplinary teams, manage sensitive matters and influence internal and external stakeholders.
• Strong business and financial acumen, including budget management, risk assessment, data analysis and interpretation of workforce and people-cost indicators.
• Excellent written and oral communication, negotiation, judgement, integrity and interpersonal skills.
• Proficiency in Microsoft 365 and approved HR information, reporting and collaboration tools.
• Fluency in English is required; proficiency in Kiswahili is strongly desirable.

Additional Information

Job Purposes

Your purpose is to enable sustainable business performance by building organisational capability, strengthening the employee experience, maintaining effective governance and compliance, and protecting the affiliate’s licence to operate and reputation.

You will provide reliable, timely and risk-based advice and reporting to the Managing Director, Executive Committee, Boards and relevant regional or Group functions.

Application Deadline: 15 October 2026

Domain: Legal & Compliance

Type of contract: Regular position

Experience: Minimum 10 years

Employer company: TotalEnergies Marketing Tanzania Limited