Grievance Mitigation Committee Head

📅 Job Posted October 12, 2026 Home > Jobs > Grievance Mitigation Committee Head at ASA Microfinance Tanzania October 2026
ASA Microfinance (Tanzania) Limited
Dar es Salaam Human Resource , Human Resources jobs Full time Jobs
Job Description
ASA Microfinance (Tanzania) Limited, a subsidiary of ASA International, is looking for a suitably qualified person for the position of Grievance Mitigation Committee (GMC) Head.
The position is part-time and operates under a consultant contract.

Job Overview

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Job TitleGrievance Mitigation Committee Head

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EmployerASA Microfinance Tanzania

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Reports ToGrievance Mitigation Committee

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LocationDar es Salaam, Tanzania

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Contract Type: Part-time, Consultant Contract

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Work ArrangementFour hours per day, two working days per week, with additional online availability where necessary

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Monthly AllowanceUSD 200–500

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Application Deadline: 31 October 2026

About ASA Microfinance Tanzania

ASA Microfinance (Tanzania) Limited is a subsidiary of ASA International.

The company currently works in 20 regions across Tanzania and serves more than 320,000 customers through 264 branches/business centres and 2,032 staff.

Increasing financial inclusion and promoting the social and economic development of its clients and their communities is at the heart of the company’s mission.

ASA Savings and Loans Limited is a subsidiary of ASA International Holdings, which operates in 13 countries within Africa and Asia and is listed on the premium market of the London Stock Exchange (LSE).

ASA International is one of the world’s largest and fastest-growing international microfinance banking institutions.

The Group provides socially responsible loans to underbanked, low-income female microentrepreneurs across Asia and Africa.

ASA International serves close to 2.3 million customers across 13 countries and is listed on the main market of the London Stock Exchange.

The Group has corporate head offices in Amsterdam, the Netherlands, and Dhaka, Bangladesh.

Job Profile and Responsibilities

The GMC Head is an independent position whose sole responsibility is to settle unresolved employee grievances that may adversely impact the effective operation of ASAI.

The GMC Head is accountable for ensuring that both parties find the GMC mitigation process transparent, informative and thorough, while adhering to policy and regulations.

The position holder must carry out responsibilities in a manner that minimises risks related to staff privacy.

All disclosures and relevant data and documents must be handled seriously, treated as confidential and managed without fear of reprisal of any form upon any employee.

The GMC Head must adhere to all requirements established by the GMC-Chairperson of Group-GMC at each stage of GMC functionality.

Duties and Responsibilities

• Employee Complaints and Appeals

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Employee complaints or appeals and Direct Complaints must be opened by the GMC Head.

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Immediately forward all received Appeals, Direct Complaints and Complaints reported in the GMC-Entity to GMC-Group for further guidelines, ensuring adherence to GMC-Group guidelines during the mitigation process.

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Maintain confidentiality in GMC activities and follow respective Entity manuals and Country Labor Law for upholding justice.

• Monthly GMC Reports

The GMC Head must send the following monthly GMC reports in the required formats and within the allotted time.

• Monthly Meeting & Appeal Report Format (Annex-1)

Two monthly meeting reports must be prepared in accordance with the Monthly Meeting & Appeal Report Format (Annex-1) and sent to GMC-Group.

These reports cover the scrutinisation and summarisation of received complaints and appeals.

• Monthly Complaints Follow-up Report (Annex-3)

This report contains employees’ complaints with updated status.

• Punishment Report (Annex-2)

This report scrutinises whether the actions taken by management against staff for offences are compliant with the respective entity’s manual.

• Quarterly Reports on Appeals & Direct Complaints

These reports concern the final status of received appeals and Direct Complaints.

• Manual Review

Scrutinise differences in key practices between the HR manual and Labor Law concerning:

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Termination.

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Demotion.

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Promotion.

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Increment hold.

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Penalty.

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Transfer.

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Other related matters.

• Training, Orientation and Employee Support

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