The Ugandan Jobline

• Tasked with strategy definition, development and implementation in
  line with the overall HR strategy and the Country Business Strategy;
• Enhancing the right culture and creating ownership of the
  organisation’s values, vision and mission and lead the business culture
  change initiatives in line with business goals and benchmark best
  practices;
• Design and execution of annual action plans and human resource
  related budgets in line with company human resource strategy and
  direction;
• Plans, directs, supervises, and interprets human resources policies
  and procedures including managing employee welfare issues for the
  respective country business;
• People champion by monitoring the achievement of the business action
  plans against human resource milestones and key performance indicators
  such as employee engagement, productivity and quality of workplace;
• Alignment of work structures within the business, for example, job
  descriptions, organisation structures, processes and operating systems;
• Alignment of training and development needs across the country as
  well as develop, train, coach, motivate and evaluate for both management
  and functional staff to achieve highest levels of performance;
• Influence country management on people issues by implementing
  employee development initiatives and career development activities;
• Administers staff benefit schemes including Group Medical, Group
  Pension and Group Life Insurance;
• Ingrain the performance management culture and administering the
  performance aide through using the balanced scorecard methodology;
• Execute the entire recruitment and on boarding process and
  activities, e.g. approvals, advertisement, shortlisting, interviewing,
  negotiation, contract management and induction;
• Conducts exit interviews to identify reasons for employee separation
  from the company;
• Ensures the maintenance of up-to-date personnel records and
  statistics, both physically and online;
• Prepares monthly reports to the CEO and Group office; and
• Deliver on performance requirements as defined in the departments’
  strategy map, balanced scorecard and Personal Scorecard.

• Employee Engagement index;
• Cost to Income ration;
• Productivity of Staff;
• Quality of workplace; and
• Manager Promoter Score.

• The ideal candidate should hold a Bachelor’s degree in Social
  Sciences, Human Resources or related field. Masters is an added advantage;
• Post graduate diploma in Human Resources Management;
• Six to eight years’ experience as a HR Business Partner or HR
  Manager; 3 years should be in a managerial position;
• Experience within financial services industry or a service industry;
  and
• Proficient in HR management systems.

• Deciding and Initiating Action: Ensures, key organisational objectives are met, takes
  responsibility for decisions, actions, projects and people while focussing
  on achievement of strategic results; takes initiative and works under own
  direction; initiates and generates activity; makes quick, clear decisions
  with limited information available which may include tough choices or
  considered risks; decisions and actions takes into account possible impact
  on all parts of the business.
• Leading and Supervising: Provides the business with a clear direction based on the overall
  strategic intent of the organisation; motivates and empowers others with a
  clear sense of purpose; creates a positive organisational climate that
  fosters learning and development; acknowledge high potential talent; sets
  and articulates the vision and values through own personal behaviour.
• Relating and Networking: Easily establishes, as well as assists others in building good
  relationships with customers and staff across all departments, inside and
  outside of the organisation; relates well to people at all levels;
  facilitates the resolutions of conflict and manages disagreements with
  tact and diplomacy.
• Persuading and Influencing: Gains clear agreement and commitment from others by persuading,
  convincing and negotiating to the benefit of the organisation, promote the
  organisational strategy during conversations; makes effective use of
  political processes to influence and persuade others; promotes ideas on
  behalf of oneself, the department or the organisation; makes a strong
  personal impact on others; takes care to manage the organisation’s impression
  and brand on others.
• Formulating Strategies and Concepts: Works strategically to realise
  organisational goals; sets and develops organisational strategies;
  identifies, develops positive and compelling visions of the organisation’s
  future potential; takes account of a wide range of issues across, and
  related to, the organisation; encourage others to take a strategic and
  long term view in terms of the organisation’s future; communicates the
  organisational strategy, vision and objectives effectively across all
  levels of the organisation.

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