The Ugandan Jobline

• Drive organizational performance through
  efficient and effective leadership and management of the HR team.
• To contribute to the development of
  organization strategy that will result in continuous performance
  improvement in all areas
• To set the annual HR strategic
  objectives and effectively cascade them down to all the HR team and
  monitor progress regularly against them
• To identify, promote and facilitate the
  kind of organizational culture that will set the direction for change and
  improvement
• To provide sound advice to management on
  the annual staffing plans and succession plans with clear strategies on
  identifying, developing, promoting and retaining high potential and high
  performing staff
• To develop the strategy for recruiting
  and onboarding a high quality and diverse workforce
• Implement effective processes for staff
  screening and selection.
• To contribute to organizational
  performance through effective management of the performance management
  processes clearly linking individual performance to organisational
  outcomes, values and core competencies
• Oversee the planning, implementation and
  resource development for staff training
• Counsel and coach the HR team and line
  managers on employee related issues to promote an engaged and positive
  culture
• To efficiently and effectively manage
  the employee disciplinary and grievance process
• To provide leadership on the
  compensation and benefits management process, developing the compensation
  policies to support senior management to determine salary increments,
  promotions and make other compensation decisions
• To oversee and monitor staff benefits to
  ensure that they are cost effective and support employer and employee
  needs.
• To provide oversight on all other
  day-to-day operational HR functions

• The Human Resource Manager must hold a
  Master’s Degree in Human Resource Management, Business Administration,
  Organizational / Industrial Psychology or closely related field.
  Professional HR qualification gives an added advantage
• Seven years of progressive Human
  Resource management and strategic leadership experience; five of which
  should have been in a senior management position
• Solid HR generalist knowledge and
  experience as well as specialist knowledge and experience in policy
  design, compensation and benefits management, change management, training
  and competence development, performance management and talent management
  processes
• Knowledge and experience in strategic
  workforce planning
• Must understand the MH strategy and
  create work plans that link that to the HR strategy to create value
• Solid leadership skills
• Thorough understanding of compensation
  management and retention issues
• Skilled in employee evaluations and
  appraisals
• Skilled in design of employee training
  and development strategies
• Clear and effective communication and
  coaching skills
• Planning and organizing skills
• Team building
• Innovativeness and flexibility
• People management skills – ability to
  gain leadership and employees trust while influencing positive
  organisational outcomes
• Strong problem solving skills

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