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Job Title:    People and Culture Manager (Re-advertised)

Organisation: World Vision International

Duty Station:  Kampala, Uganda

Reports to: People and Culture Director

About US:

World Vision Uganda is a Christian Relief, Development and Advocacy Non-Government Organization dedicated to working with children, families and communities to overcome poverty and injustice. We currently work in over 41 districts in Uganda. World Vision is committed to the protection of children and we will not employ people whose background is not suitable for working with children. All employment is conditioned upon the successful completion of all applicable background checks, including criminal record checks where possible. “Our Vision for every child, Life in all its fullness.  Our prayer for every Heart, the will to make it so.”

Job Summary: The People and Culture Manager will plan, review and implement mechanisms of attracting, developing, utilizing and retaining a committed high quality workforce in line with World Vision strategy and policies through effective business partnering.

Key Duties and Responsibilities:

People & Culture Policy/Strategy

• Actively participate and take lead where required in the development, review and implementation of P&C divisional strategy
• In consultation with Divisional Director and other specialists within the division, develop, review and update People and Culture policies as and when applicable
• Proactively advice management and staff of any changes in P&C policies, employment law and guidelines; and the implications thereof
• Support contextualization of P&C global policies.

HR Business Processes & Systems

• Ensure standardization of HR business processes across World Vision Uganda
• Monitor and continually review P&C processes and systems to ensure relevance and compliance.
• Lead in the implementation and roll of new people and culture policies, processes and initiatives and processes across WVU programmes.
• In collaboration with the L&OD Manager, support the implementation of  staff learning and development plans and initiatives
• Coordinate with P&C Business partners in carrying out HR wellbeing surveys. Recommend/implement appropriate actions to address issues raised.
• Plan and implement delivery of staff wellness programs in collaboration with P&C Business Partners
• In collaboration with Spiritual Nurture Manager develop and implement spiritual care programs across WVU
• Carry out regional HR regional support visits to address staff concerns that need attention
• Coordinate timely investigations of grievances and disciplinary issues and facilitate mediation and inquiries and ensure conclusion and responses to the parties involved.
• Review exit reports/Carry out staff exit meetings and regularly prepare appropriate recommendations/reports for management action.
• Plan for and implement regular scheduled and unscheduled HR audits and other risk mitigation measures. Ensure identified gaps are addressed within agreed timeline(s) and recommend to management appropriate action to mitigate future risks.
• Maintain comprehensive human resource records and oversee the management and operation of HRIS to ensure compliance with organizational and legal requirements, as well as provide HR information to the organization.
• Prepare P&C budget estimates and regularly monitor P&C budget spend. Advise on appropriate corrective action where necessary

HR Business Partnering

• Work with line managers to address people concerns
• Work in close collaboration with the P&C specialist- recruitment and hiring managers, support the timely acquisition and placement of quality staff in accordance with applicable policies and guidelines.
• Together with other specialists at the national office, ensure provision of high quality HR support and transaction services to all HR clients. Proactively and on demand provide HR guidance and advice to management and staff.

Talent Management

• Implement strategies that will help to identify, develop and retain high potential staff
• Design and deliver employee training programs in talent development
• Advise leadership/ management and P&C team on talent related issues

Sexual Harassment

• Act as focal point for reporting and management of sexual harassment allegations in WVU.
• Work with sexual harassment committee in ensuring sexual harassment allegations are investigated timely and appropriate actions/recommendations are implemented to close of cases.
• Ensure all staff are educated in the WVU sexual harassment policy and attendant reporting protocols and measures/mechanisms are in place to build a culture of zero tolerance of sexual harassment in the organization.

Team management

• Provide technical support to the P&C Business Partners. Effectively supervise P&C Business partners to ensure that carry out their responsibilities to the required standards
• Carry out continuous assessment, coaching, mentoring and counseling for P&C Business partners.
• Identify P&C Business partner’s capacity gaps and support/initiate strategies to remedy them.
• Support the career growth and development of P&C teams

Performance management

• Promote a performance culture in World Vision Uganda through capacity building of staff/managers on understanding of the process and methodology(ies)
• In conjunction with P&C Business partners and department managers, coordinate and ensure timely setting and review of performance agreements for staff at national office and regions.
• Ensure that subsequent feedbacks and follow-ups are logically concluded.
• Consolidate and regularly avail performance management information for use in management decision making.

Reporting

• Prepare and submit departmental reports and other briefs to the Division Director as and when required.
• Proactively work with the P&C team to ensure divisional mandates are achieved to the required standard.

Qualifications, Skills and Experience:

• The applicants for the World Vision Child People and Culture Manager job must hold a Bachelor’s degree in Human Resource Management, Business Administration or Social sciences with post graduate qualifications in HR or equivalent field of study
• At least five years of experience in Human Resources Management in a relatively large, complex and busy environment. Prior experience in a management/supervisory role required
• NGO experience.
• Effective in written and verbal communication in English
• In-depth Knowledge of the Uganda labor and employment laws.
• Ability to be a team player, collaborator, work independently and able to effectively network (over any medium of communication e.g. Internet, phone, face-to-face) across all levels of the organization internally and externally.
• Must have strong critical thinking, problem solving, interpersonal and oral/written communication skills with great fluency in English
• Ability to work pro-actively in a fast-paced environment and timely accomplish multiple tasks simultaneously as well as provide a high-level customer service.
• Possess cross-cultural sensitivity, knowledge and ability to work with people of diverse backgrounds and cultures.
• Demonstrated computer literacy (MS Office Suite: MS Excel, MS Word, MS PowerPoint and databases) with hands on experience in tracking recruitment outcomes/metrics
• The position requires ability and willingness to travel domestically and internationally up to 20 % of the time

How to Apply:

All suitably qualified candidates are encouraged to submit your application and complete Curriculum Vitae by applying online through visiting World Vision International’s e-recruitment jobs portal at the web link below.

Click Here

Deadline: 8th February 2024

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