Health Club Jobs - Spa Manager - Hammam Spa & Saloon (Fairway Hotel)

Job Title:       Spa Manager Organisation:  Hammam Spa & Saloon Duty Station:  Fairway Hotel , Kampala, Uganda About US: Ham...

Showing posts with label Human Resources ( HR ) Jobs in Uganda. Show all posts
Showing posts with label Human Resources ( HR ) Jobs in Uganda. Show all posts

People & Culture Manager HR Careers - World Wide Fund for Nature (WWF)


Job Title:         People & Culture Manager
Organization: World Wide Fund for Nature (WWF)
Duty Station: Kampala, Uganda
Reports to: Country Director, WWF-Uganda Country Office

About US:
WWF is one of the world's largest independent and experienced Conservation organizations operating in over 100 Countries in the world. WWF UCO implements a number of national programmes promoting environment conservation in Uganda. WWF's mission is to stop the degradation of our planet's natural environment, and build a future in which humans live in harmony with nature.

Job Summary:  The People & Culture Manager will mainly implement the people component of the WWF Uganda strategic plan; support management and be the local person to attract, recruit, develop and retain the right talent for delivering the strategy and build program and leadership capacity; implement effective people, organisational and management structures, policies and processes in alignment with WWF guidelines‘ policies and procedures and Uganda legal standards, and be the lead advisor to the Country Director and his team in matters concerning people related risk management.

Key Duties and Responsibilities: 
  • Manage recruitment processes in collaboration with hiring managers‘ ensuring compliance with standards in resourcing, recruiting, orientation/induction, contracting procedures.
  • Support the development and implementation of succession plans for WWF Uganda.
  • Coordinate talent management efforts in line with WWF’s Talent management process
  • Coordinate the annual performance and development Journey process and ensure that all staff are evaluated.
  • Develop and oversee the implementation of WWF Uganda training and development plan, manage the leadership and management training programmes
  • Develop and support measures to improve and develop positive organizational culture and employee wellbeing.
  • Ensure regular salary reviews are implemented in line with the compensation & benefits guidelines and oversee payroll management.
  • Advises Management and monitor stall related legal/disciplinary matters in line with the P&C Policies and local labour laws,
  • Ensure proper stall welfare management including managing relationships with key partners e.g. labour authorities statutory agencies and service providers (health insurance, lite and personal accident insurance).
  • Ensure that all Field Programme locations operate and adhere to the P&C policies and procedures and the local labour laws‘
  • Ensures and Follow-up implementation oi audit recommendations on P&C matters.
  • Ensure People & Culture needs are provided for on the annual and program budgets and support the fundraising team to lock out tor resources tor people culture and development.
  • Maintain employee contracts and ensures compliance with the WWF policies and local labour laws
  • Assist the Country Director in communication with all stall in Uganda Country office and field start as appropriate on people it culture matters that affect them
  • Manage the entire employee lite cycle induction, contracts management, separation and P&C policy compliance.
  • Provides People & Culture management support to the regional hubs/secretariats i.e. ARL, Energy, IGCP and Great Apes in liaison with the Regional Office for Africa (BOA) i.e. embedding of staff, job evaluation, review and alignment of contracts.
  • Carrying out regular internal audits on field projects on People & Culture issues.
  • Performs other duties as requested by the Country Director.


Qualifications, Skills and Experience: 
  • The applicant for the World Wide Fund for Nature (WWF) People & Culture Manager job placement must hold a Masters in Human Resources Management, Organisational Psychology with bachelor’s degree in related field such as and not limited to; Business Administration. Laws, Organisational Development, Economics,
  • Five years of professional experience in HR in Uganda. Membership of a relevant professional body would be a strong asset.
  • Proven track record in Human Resources administration and management. Knowledge of the institutional, legal and policy framework oi employment and HR management in Uganda.
  • Experience working with an international NGO is an added advantage.
  • Proven skills in people management.
  • Proven skills in change management.
  • Strategic business partnerships
  • Experience in people programmatic policy based approach.
  • Demonstrated experience in applying HR management protocols.
  • Excellent inter-personal skills and a good understanding oi human relationships.
  • Good guidance, counselling and negotiation skills at all levels.
  • Good abilities to work in a team.
  • Experience working in a matrix organizations
  • Good knowledge of Ms Office suite.
  • Excellent oral and written communications skills in English.
  • Adherence to WWF’s values, which are Engaging, Optimistic, Determined and Knowledgeable.

How to Apply:
All interested candidates should send their cover letters and updated CVs via Email to: recruit-roaydehub@wwfafrica.org clearly indicating the job title in the subject addressed to The People & Culture Manager-Africa.

Deadline: 2nd September 2018

For more of the latest jobs, please visit http://www.theugandanjobline.com  or find us on our facebook page https://www.facebook.com/UgandanJobline

Human Resource/ Administration Officer NGO Job Opportunities - Serenity Centre


Organisation: Serenity Centre
Duty Station:  Kampala, Uganda

About US: 
Serenity Centre is a pioneer NGO registered under the NGO Statue 1989 with a mission to provide holistic services to the individuals, families and communities suffering from Alcohol, substance abuse, and addictive illnesses. From a humble beginning since August 2001, Serenity Centre has continued to offer a number of rehabilitation programs to individuals who struggle with Alcoholism, drug addiction (Heroin, Cocaine, and Marijuana,) prescribed medication and many related substances.

Job Summary:  The Human Resource/ Administration Officer will mainly ensure smooth human resource management functions and administrative functions related to Serenity Centre treatment and rehabilitation of individuals with alcohol use disorders and substance use following organizational policies and procedures.

Key Duties and Responsibilities: 
Human Resource Management Roles
  • Plan and facilitating HR activities in the team: contract, recruitment, employee relation and ensuring developing job descriptions for current/new positions, assisting the progress of lob planning and performance management
  • Promote the HR function through induction
  • Open and maintain employees’ files, grant leaves and permission to staff
  • Monitor staff performance and attendance, recommend and execute annual staff development plans.
  • Recommend and execute policies, procedures, rules, regulations for employees in compliance with Ugandan Labor Laws and other related instruments,
  • Review and update all human resources policies to meet the organizations needs
Administrative Roles
  • Attend to and provide timely responses to the clients
  • Ensure that maintenance of Serenity Centre buildings is done timely.
  • Directly supervise the security guards and ensure that clients participate in activities as per the time table, directly supervise the Hygiene team to ensure maximum cleanliness atoll time.
  • Maintain an updated list of suppliers in liaison with the procurement committee.
  • Manage the Centre's assets, office equipment and supplies
  • Monitor and supervise purchases and stock
  • Supervise the administration of the organizational vehicles
  • Together with the clinical team, plan staff welfare/self-care.


Qualifications, Skills and Experience: 
  • The ideal candidate should preferably hold a University degree in administration, human resource management or other relevant disciplines
  • Six years of experience working as an HR and administrative officer for an international organization/NGO.
  • Skillful in interpersonal, time management, communication, and problem solving skills
  • Very good computer skills on internet, MS office
  • Experience in team working gained in the similar work environment is an added advantage.
  • Age: Above 35 years

How to Apply:
All suitably qualified and interested candidates should send softcopies of their applications, photocopies of Certified Academic documents and resume with three referees to: serenitycentre6@gmail.com  and Copy rkkyazze@gmail.com.. Hard copies should be delivered to The Executive Director, Serenity Centre.

Deadline: 20th August 2018 by 5:00 pm

For more of the latest jobs, please visit http://www.theugandanjobline.com or find us on our facebook page https://www.facebook.com/UgandanJobline




HR Business Partner (HRBP) - Commercial Careers - M-KOPA Solar Ltd


Organisation: M-KOPA Solar Ltd
Duty Station: Kampala, Uganda
Reports to: Head of HR and Admin

About US:
M-KOPA Solar Ltd is the global leader of “pay-as-you-go” energy for off-grid customers. Since its commercial launch in October 2012, M-KOPA has connected more than 600,000 homes in Kenya, Tanzania and Uganda to solar power, and is now adding over 500 new homes each day. The success of M-KOPA (M= mobile, KOPA= to borrow) stems from making solar products affordable to low-income households on a pay-per-use installment plan. Customers acquire solar systems for a small deposit and then purchase daily usage. After one or two years of payments, customers own their solar systems outright and can upgrade to more power.

Job Summary:   The HR Business partner (HRBP) - Commercial will be responsible for aligning business objectives with employees and management within the commercial group. Acting as a consultant to management on human resource-related issues, the successful candidate, will assess and anticipate HR-related needs, communicate the needs with the group’s management and come up with creative solutions that align the business and the unit’s objectives, budget and M-KOPA Culture. The HR function will work through the HRBP to deliver value-added service to management and employees that reflects the business objectives of the organization.

Key Duties and Responsibilities: 
  • Partner with line management to identify current and future staff / HR business needs, and design appropriate HR & OD strategies, plans, structures and interventions to enable the M-KOPA achieve its short and long-term business plans.
  • Analyze performance trends within the commercial unit and metrics in partnership with the commercial leadership team and develop solutions, programs and policies to close any performance gaps.
  • Manage and resolve complex employee relations issues with in the commercial department; conducting effective, thorough and objective investigations, Keep abreast of HR related legal requirements and advise line management to minimize legal risks to M-KOPA.
  • Provide day-to-day performance management guidance to line management in line with the M-KOPA performance management policy and support the development and implementation of performance improvement plans within the unit.
  • Work closely with the commercial leadership team and employees to improve work relationships, build morale, and increase productivity and retention.
  • Provide guidance and input on sales restructures, workforce planning and succession planning. Provide support in Head count and talent planning in relation to the current and future competence, knowledge and skills needs for the M-KOPA.
  • Participate in evaluation and monitoring of training programs to ensure return on Investment is realized.
  • Develop and Implement creative retention strategies for the commercial team to ensure retention of critical talent within the unit as well as minimize attrition.


Qualifications, Skills and Experience:
  • The applicant for the M-KOPA HR Business partner (HRBP) - Commercial job placement must hold a bachelor’s degree in the field of HRM, Social sciences, Organisational psychology or other relevant degree.
  • Proven work experience in HR Business partnering.
  • Current, in-depth knowledge of legal requirements related to human resources and employee management, including but not limited to workers’ compensation, union relations, and Employment Act.
  • Demonstrable experience and knowledge with HR metrics
  • Full understanding of all HR critical functions.

How to Apply:
All suitably qualified and interested candidates should send their cover letters explaining why they feel they are the best candidates with updated CVs with the subject title “HR Business Partner” to: careersug@m-kopa.com addressed to:

NB: Due to the large number of applications received by us, we regret that you will not be contacted unless you are short listed for the post and invited for an interview. Therefore, if you have not heard from M-KOPA within 4 weeks of the date of the deadline your application, you should assume that you have not been successful on this occasion. This measure has been taken in the interests of efficiency and cost effectiveness and we apologize for any inconvenience this may cause.

Deadline: 17th August 2018

For more of the latest jobs, please visit http://www.theugandanjobline.com or find us on our facebook page https://www.facebook.com/UgandanJobline



Talent Development Officer HR Jobs - Eskom


Job Title:        Talent Development Officer
Organization: Eskom
Duty Station: Jinja, Uganda
Reports to: Human Resource Manager
Reference Number: TALDO/2018/08

About US:
Eskom Uganda Limited is a subsidiary company of Eskom Enterprises based in South Africa. Our business is operating and maintaining Nalubaale and Kiira hydroelectric Power Stations. Their mission is to be the “Centre of Excellence in Power Concession Management.”

Key Duties and Responsibilities: 
  • Strategy: Develop and implement Talent management initiatives that support the long term business strategy and objectives.
  • Manage talent 7 within the organisation.
  • Recruitment; Ensure quality hire of talent and effective on boarding of new staff.
  • Training and development: identify training and development needs of the organisation and facilitate delivery, thereof
  • Administrative support: interpretation of Human Resource procedures and policies to staff.


Qualifications, Skills and Experience: 
  • The applicant for the Eskom Talent Development Officer job must hold a Bachelor’s degree in Human Resource Management/ Organization Development/Organizational Psychology / industrial Relations
  • Compulsory Professional registration with a Human Resource Body.
  • Three years of practical and related work experience in Human Resources as an HR practioner.
  • Integrity
  • Trustworthiness
  • Professionalism
  • Good understanding of Talent development and Management
  • Knowledge of skills development techniques i.e. further studies, learner management, etc.
  • Team player
  • Mentoring and coaching
  • Excellent verbal and written communication skills
  • Computer literate
  • Facilitation skills
  • Innovation
  • High Business Acumen
  • Interview and psychometric Assessment

How to Apply:
All suitably qualified and interested are encouraged to send their application letters, copies of academic certificates and updated CVs including three professional referees electronically addressed to;

The Human Resources Manager,
Eskom Uganda Limited (EUL),
Nalubaale Power Station,
P.O. Box 942, Jinja, Uganda

E-mail to: recruitment@eskom.co.ug

Deadline: 23rd August 2018

For more of the latest jobs, please visit http://www.theugandanjobline.com or find us on our Facebook page https://www.facebook.com/UgandanJobline




UN Human Resources Officer Job Opportunities - United Nations Regional Service Centre Entebbe (RSCE)


Job Title:                Human Resources Officer
Organization: United Nations Regional Service Centre Entebbe (RSCE)
Duty Station: Entebbe, Uganda
Job Opening Number: 18-Human Resources-RSCE-102188-J-Entebbe (M)
Reports to: Chief of the Human Resources and Talent Management Unit
Job Grade: P3

About RSCE:
The Regional Service Centre Steering Committee is the decision-making body for RSCE, in compliance with General Assembly resolutions, United Nations Secretariat rules and regulations, strategic guidance from United Nations Headquarters and oversight bodies. The Steering Committee consults with the Global Field Support Strategy Implementation Coordination Team, as required.

The Regional Service Centre, as approved by the Member States, is owned, managed and staffed by the regional missions it serves. This framework reinforces the existing missions’ chain of command structures and lines of authority in a manner that does not create an additional layer between Headquarters and the regional missions. It also ensures that staffing for RSC.

Key Duties and Responsibilities:  Within delegated authority, the Human Resources Officer will be responsible for the following duties:
Planning and Budget:
  • Participate in the planning process of the Centre, in determining the staffing requirements and designing the organizational structure; conducts analysis and provides inputs on emerging capacity gaps in accordance with the mandate of the Center;
  • Contributes to the budget development process by reviewing the drafts and providing input on the human resources requirements and organizational structure of all sections based on the FPD guidelines on budget review;
  • Reflects recommendations of the staffing table reviews into the staffing stable requirements for purpose of budget preparation;
  • Constantly reviews and monitors staffing related costs and expenditures in UMOJA in line with funds allotment, ensuring that funds for staffing costs are available, and where necessary alerts Human Resources Officer to follow up with Finance and Budget Office to deploy funds to meet any shortfall;
  • Ensure that expenditures related to staffing are within the budgeted staffing costs, coordinating with Finance and Budget Units at both the mission and Headquarter levels to ensure availability of funds;
  • Guides hiring managers on loaning of posts between sections and movement of posts and staff between locations based on the SOP on staffing table and Post Management, ensuring the integrity of the staffing table as approved in the budget without discrepancy in sections and locations
  • Contributes to the monitoring and evaluation of the implementation of delegated authorities, through, inter-alia, the Human Resources Management Scorecard (HRM-S), Service Level Agreements, HRM-S indicators, Inspira recruitment and the Senior Managers’ Compact.
  • Develops and implements practices and procedures based on HR policies to meet the evolving needs of the mission.
  • Contributes to responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system and implement decisions applicable to the mission.
  • Provides support in reviewing and processing requests for classification, providing advice and answering queries on classification procedures.
  • Maintain the staffing table by recording the movement of posts and staff; Prepares vacancy reports, statistics on staffing table as well as other HR reports.
Performance management:
  • Supports the Centre in the implementation of the performance appraisal system and monitors its compliance with the proper implementation of the performance management system, providing guidance and substantive support to mission components on standards for the development of service, section, unit and individual work plans.
  • Coordinate with the Strategic Planning and Capacity Building Unit to organise training/orientation programmes in performance management and supervisory skills as well as work plans.
  • Ensures full-compliance of e-performance and provides input to the establishment of Management Review Committee and Joint Monitoring Committee and Rebuttal Panel and acts as their facilitator and ex-officio member.
  • Counsel staff and Managers in cases of under-performance and facilitates the implementation of a Performance Improvement Plan (PIP) or other remedial measures, when required.
Staff Development:
  • Provides regular information on global vacancies and opportunities for the generic rostering system and works with PFD as a conduit for headquarters initiatives and as the initiator of individual career advice and counselling.
  • Advises staff on training opportunities for HR as well as in general giving particular attention to developing and implementing career development paths for national staff members;
  • Continuously assesses the skills, expertise and knowledge of the HROs and HRAs, ensuring participation of human resources staff in relevant training programmes and designing individual on-the-job and group training programmes on specific subject matters in the area of human resources management, including in the use of HR IT systems (IMIS, UMOJA, ERP, etc.)
Administration of Justice:
  • Researches and compiles the mission's responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system
  • Provides inputs to efforts and measures aimed at addressing and mitigating staff grievances with the purposes of resolving them at the lowest practical level.
  • Contributes to the development of preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management.
Staff and Management Relations:
  • Supports dialogue between the management and international and national staff unions (Field Staff Union and National Staff Committee respectively) to discuss HR matters and related staff issues.
  • Participates in meetings with staff representatives to address issues affecting the staff and coordinate the quarterly meetings with the Head of the RSCE.
  • Organizes, as necessary, general or specific meetings for the staff on issues such as mandate implementation, status of HR reforms and other organizational change initiatives etc.
Recruitment and Placement:
  • Supports workforce planning within the mission.
  • Monitors and evaluates recruitment and placement-related activities of client offices, and recommends changes or corrections related to procedures to these offices
  • Plans, organizes, develops and coordinates assessments related to recruitment of professional, general service and other categories of staff, if needed.
Administration of entitlements:
  • Provides advice on interpretation and application of policies, regulations and rules; Reviews and provides advice on exceptions to policies, regulation and rules.
  • Provides advice to staff members on salary and related benefits, travel, and social security entitlements.
  • Determines and recommends benefits and entitlements for staff on the basis of contractual status.
  • Reviews policies and procedures and recommends changes as required
  • Reviews and recommends the level of remuneration for consultants.
Others:
  • Participates in the development of a set of actionable and targeted change management plans, including coaching and training in order to implement these responsibilities and report on possible gaps and risks and recommends corrective action.
  • Conducts research on precedents, policy rulings and procedures
  • Maintains human resources information systems, including constant update and generation of information and reports for use by management Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements.
  • Conducts and coordinates salary surveys assessing the labor market at Headquarters and in the field and establishes salaries and related allowances of locally-recruited staff.
  • Prepares classification analysis of jobs in Professional and General Service and related categories.
  • Provides guidance to programme managers on the application of classification policies and procedures and by undertaking whole office review.
  • Assists in preparing policy papers, position papers and briefing notes on issues related HR management issues for high level meetings
  • Performs other duties as required.


Qualifications, Skills and Experience:
  • The ideal candidate for the United Nations Regional Service Centre at Entebbe (RSCE) Human Resources Officer job placement should hold an advanced university degree (Master's degree or equivalent) in human resources management, business or public administration, social sciences, education or related area. A first-level university degree in combination with qualifying experience may be accepted in lieu of the advanced university degree. A vocational certificate or diploma in Human Resources Management, business or public administration, or related area is desirable.
  • At least five years of progressively responsible experience in human resources management, administration or related area is required.
  • Previous experience in researching, drafting and implementing policies and guidelines for human resources management is desirable.
  • At least two years of work experience with a United Nations peacekeeping mission, agency, fund or programme in a conflict or post-conflict setting desirable.
  • Previous experience with the use of HR systems such as an ERP (UMOJA), FSS, and/or INSPIRA, is desirable.
  • Experience in a shared  service centre or operation is desirable.
  • Languages: fluency in written and spoken English is required.

Competencies
  • Professionalism: Knowledge of human resources policies, practices, procedures, and tools and ability to apply them in an organizational setting. Ability to identify issues, analyze and formulate opinions, make conclusions and recommendations on complex human resources policy and development issues. Shows pride in work and in achievements; demonstrates professional competence and mastery of subject matter; is conscientious and efficient in meeting commitments, observing deadlines and achieving results; is motivated by professional rather than personal concerns; shows persistence when faced with difficult problems or challenges; remains calm in stressful situations. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work.
  • Planning & Organizing: Develops clear goals that are consistent with agreed strategies; identifies priority activities and assignments; adjusts priorities as required; allocates appropriate amount of time and resources for completing work; foresees risks and allows for contingencies when planning; monitors and adjusts plans and actions as necessary; uses time efficiently.
  • Client Orientation: Considers all those to whom services are provided to be “clients” and seeks to see things from clients’ point of view; establishes and maintains productive partnerships with clients by gaining their trust and respect; identifies clients’ needs and matches them to appropriate solutions; monitors ongoing developments inside and outside the clients’ environment to keep informed and anticipate problems; keeps clients informed of progress or setbacks in projects; meets timeline for delivery of products or services to client.

NB: The United Nations does not charge a fee at any stage of the recruitment process (Application, interview meeting, processing, or training). The United Nations does not concern itself with information on applicants’ bank accounts.

How to Apply:
All suitably qualified and interested candidates desiring to serve the United Nations Regional Service Centre at Entebbe (RSCE) in the aforementioned capacity should express their interest by visiting the UN recruitment website and clicking Apply Now.


Deadline: 23rd August 2018

For more of the latest jobs, please visit http://www.theugandanjobline.comor find us on our facebook page https://www.facebook.com/UgandanJobline

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