Summary
Date Posted: Friday, July 12 2024, Base Salary: Not Disclosed

JOB DETAILS:
Job Purpose
The Human Resources Manager oversees all aspects of Human Resources (HR) at RHUA, including its practices and operations, to meet the needs of a constantly evolving organisation. The Human Resources Manager’s primary function is to supervise and provide consultation to the Human Resources Manager on strategic staffing plans, compensation, benefits, retention, training and development, budget, and labor relations. The Human Resources Manager supports human resources operations by recruiting, selecting, orienting, training, coaching, counselling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; designing systems; accumulating resources; resolving problems; implementing change.

The Human Resources Manager is key in attracting talent and setting training standards and hiring procedures. They also analyse and improve organisational processes, and work to improve quality, productivity, and efficiency and help to promote organisational culture that encourages morale, productivity and efficiency.

In this position, the Human Resources Manager is expected to support and guide HR functions by overseeing administration, talent acquisition, and career development, among others. In this role, the Human Resources Manager will develop and leverage strategic HR and business knowledge competencies to identify opportunities, develop solutions and strategies, and ensure results and business impact. The Human Resources Manager is also responsible for database management procedures, employee records, and policy documentation, as well as ensuring compliance with labour laws and industry regulations. The Human Resources Manager needs to remain informed of the various country legislation and competitive practices in areas of RAHU's geographical presence, ensuring the RAHU’s policies and programs conform to laws and regulations designed to attract and retain employees.

In addition, it is expected that this role requires the job-holder to take part in the orientation and skilling of the various RAHU staff as well as identify new areas of capacity development for the team to keep the RAHU Institutional Development, Engagement, and Sustainability (IDEAS) Program current and responsive to the realities of the contemporary world of work. The RAHU Human Resources Manager works collaboratively with other officers, departments, and teams to drive the achievement of the organisational program results through people.

Summary of Key Result Areas and Responsibilities
• RAHU Human Resources Strategy
• Oversee Workforce Planning
• Human Resources Management
• Performance Management, Talent Development And Career Growth
• Ensure Rahu Compliance With Labour Laws And Best Practices
• Oversight For Human Resource Records Management
• Organisational Culture Nurtured And Sustained
• Resource Mobilisation
• Rahu Planning Processes
• Rahu Organisational Activities, Events, And Any Other Duties

Details of the Key Result Areas and Responsibilities
RAHU HUMAN RESOURCES STRATEGY
Development of the RAHU Human Resources Strategy by:
• Develop and maintain an updated Human Resources Information System (HRIS).
• Design HR strategic and operational plans to support a sustainable and high-performance culture through the establishment of Human Resources strategies including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations, and retention and labour relations.
• Develop organisation strategies by identifying and researching human resources issues.
• Identify Human Resource Key Performance Indicators (KPIs) and establish human resources objectives aligned with organisational objectives.
• Continuously review the organisational Human Resources Strategy and advise the Director of Finance, Operations, and Human Resources for relevant action.

Spearhead the Implementation of the RAHU Human Resources Strategy by:
• Responsible for implementing the HR Strategy to build capability, performance, and engagement across all functions.
• Develop human resources operations financial strategies (by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analysing results; initiating corrective actions; minimising the impact of variances).
• Ensure appropriate compensation and benefits programs are implemented to attract and retain RAHU talent.
• Support the execution of operational routines by providing strategic people data, information, and plans to fit the direction of the overall operations.
• Responsible for the implementation of all RAHU HR policies (human resources policy, finance policy, progressive disciplinary policy, volunteer & internship policy, HIV workplace policy, disability workplace policy, gender policy, sexual harassment policy, anti-discrimination policy, ICT and data management policy and others as may be put in place).
• Responsible for updating job descriptions for all positions within RAHU.
• Build strong relationships with all human resources functional partners of RAHU.

OVERSEE WORKFORCE PLANNING
• Workforce Planning, Recruitment, Onboarding and Employment Branding
• Oversee smooth entry and exit of staff.
• Preparing the annual workforce/staffing plan for presentation to Top /Senior Management to determine organisational and/or programme/ departmental needs
• Undertake monthly and quarterly updating of the workforce/staffing plans to ensure hiring requisitions are based on the organisational / programme needs.
• Identify required resources for staff recruitment.
• Liaising with top/senior management and middle management teams to fulfill staffing needs at all levels of the organisation.
• Supporting the hiring and selection process of staff to ensure quality hiring.
• Providing oversight to ensure Induction and On-Boarding of all RAHU new staff team members (full-time, part-time, interns, and volunteers).
• Seeking feedback from new employees on their onboarding experience and taking the needed actions to improve the process.
• Providing oversight to the middle management teams to ensure the evaluation of the performance of new staff during the probationary period and liaising with the director of finance, operations, and human resources, as well as top/senior management, to take the needed action for underperforming employees.

HUMAN RESOURCES MANAGEMENT:
Ensuring prudent human resources management according to best practices by:
• Oversight is needed to ensure a strong human resource management system with clear staff records at entry and exit.
• Track staffing requirements hiring new employees as needed.
• Oversight to ensure organizational policies and programs are designed to attract and retain employees.
• Support the Director of Finance, Operations, and Human Resources in providing oversight to the development and review of staff structure, aligning roles and responsibilities to match the program and operational needs of the RAHU Strategic Plan 2022-2026.
• Support the Director of Finance, Operations, and Human Resources in establishing and operationalizing new staff performance monitoring and measurement (new staff contracts, probationary staff reviews, and undertaking of bi-annual staff appraisals) across the board for all staff.
• Support the Director of Finance, Operations, and Human Resources in the development and institutionalizing of the RAHU Human Resource Capacity Development Plan 2022-2026.
• Support top/senior management by providing human resources advice, counsel, and decisions; analyse information and applications.

Ensure judicious Staff Motivation and Wellness by:
• Design, lead establishment, and implement innovative staff wellness and motivation packages/schemes.
• Play a significant role in long-term planning for staff motivation and wellness interventions and routines geared toward human resource excellence.
• Support the Director of Finance, Operations, and Human Resources, as well as Top/Senior Management, in the design, implementation, and ongoing update of the RAHU safety and security protocols (for employees and the office).
• Support the Director of Finance, Operations, and Human Resources in ongoing review and improvement of staff salaries and benefits packages.
• Support the Director of Finance, Operations, and Human Resources in providing oversight to ensure that RAHU staff are motivated, remunerated, appraised, and undertake staff development programs, as well as self-care and wellness interventions.
• Support the Director of Finance, Operations, and Human Resources in enhancing working conditions and systems for RAHU Staff.

PERFORMANCE MANAGEMENT, TALENT DEVELOPMENT AND CAREER GROWTH
Responsible for managing the Continuous Performance Improvement (CPI) process by:
• Ensuring employee KPIs align with the RAHU Strategic Plan 2022-2026, Program and Departmental objectives.
• Led the Human Resource development, performance management function, and evaluation process, including capacity-building plans for staff and routine appraisals.
• Leading and facilitating discussions to ensure Mid-Year & Year End Reviews are completed timely as per RAHU policy on performance management and appraisals.
• Monitoring the execution of agreed staff development targets and identifying progress against agreed action items.
• Provide oversight to ensure utilisation of 360° Surveys Tools for performance management and development for Top/Senior Management and Middle Management Team within RAHU.

Assist the Top/Senior Management in ensuring Talent Development, Career Growth, and Succession Management within RAHU by:
• Leading the process of identifying high-potential employee Talent and ensuring their continued development and advancement.
• Provide oversight to the Staff Awards process and make recommendations for continuous improvement.
• In consultation with the Director of Finance and Operations, design a Staff Succession Plan.
• Organise staff training and development as per the Succession Plan.
• In liaison with respective line managers, identifying capacity development gaps and ensuring that these staff have the skills, knowledge, and resources for career growth and talent development.
• Provide oversight to the development and implementation of staff coaching and mentorship guidelines.

ENSURE RAHU COMPLIANCE WITH LABOUR LAWS AND BEST PRACTICE:
• Oversight in ensuring compliance with labour laws and personnel legal requirements by:
• Studying existing and new legislation and anticipating legislation, policies, regulations, and guidelines to remain informed of Uganda’s regulatory framework and competitive practices and advise the Director of Finance, Operations and Human Resources, and Top/Senior Management on needed actions.
• Ensuring enforcement adherence to compliance with labour laws and NGO industry regulations.
• Guided top/senior management, middle management, and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicated and enforced organizational values.

OVERSIGHT FOR HUMAN RESOURCE RECORDS MANAGEMENT:
• Take the lead in secure and confidential staff database management, archiving of employee records, and ensuring that all documentation can be easily retrieved as required by:
• Oversight of staff database management procedures, employee records, and policy documentation.
• Ensuring compliance with labour laws and industry regulations on employee data management.
• Ensuring an effective and efficient secure HR record keeping and retrieval system is in place.
• Taking personal responsibility for ensuring that staff documents are returned to the archives.
• Manage staff records and archives, ensuring that outdated files are recorded and stored.

ORGANISATIONAL CULTURE NURTURED AND SUSTAINED
Support the nurturing of a Robust RAHU Organisational Culture by:
• Assess organisational culture and develop action plans to ensure a positive, engaging, and supportive workplace based on the RAHU Institutional Values.
• Support and drive culture change initiatives within the organisation to develop a learning and engaging culture.
• Lead and execute the RAHU Recognition Awards program (e.g., Employee of the Month, Employee of the Year, Innovation Awards, etc.).
• Manage ongoing staff bonding and team building interventions and ensure appropriate resources are allocated for periodic bonding sessions (e.g., sports tournaments, joint social events, retreats, and outings).
• Support the Director of Finance, Operations Human Resources, and Middle Management Team to ensure that staff develop a culture of ongoing learning and reflection (e.g., staff meetings, team reflections, staff retreats, governance retreats, etc.).
• Conduct quarterly employee engagement surveys to make RAHU a Great Place to Work.

Nurture Conflict Resolution Mechanisms and Staff Discipline by:
• Manage conflict resolution and resolve employee grievances with the appropriate outcomes and follow-up in partnership with the Top/Senior Management and Middle Management Teams.
• Facilitate roundtable conversations and solicit feedback from RAHU staff to improve the working environment and conflict resolution within the organisation.
• Support the Progressive Disciplinary Committee in disciplinary investigations and actions to ensure staff fair hearings, investigations, and compliance.

RESOURCE MOBILISATION
Support the Top/Senior Management in Resource Mobilisation by:
• Working with Top/Senior Management to identify potential sources of funding for the organisation’s operation and investments
• Design Institutional Development funding proposals and budgets in consultation with the Director of Finance, Operations, and Human Resources, the Directorate of Finance and Human Capital Development, and other Directorates.
• Working with Top/Senior Management to diversify RAHU’s funding base with an aim of identifying multi-year core funding / institutional donors.

RAHU PLANNING PROCESSES:
Support in RAHU Planning Process by:
• Working with the Director of Finance, Operations and Human Resources and the Top/Senior Management to translate the organisation’s strategic goals into specific operational objectives.
• As a member of the Middle Management Team, Contribute to short and long-term organisational planning and strategy.
• Contributing information, analysis, and recommendations to organisation strategic thinking and direction.

RAHU ORGANISATIONAL ACTIVITIES, EVENTS AND ANY OTHER DUTIES:
• Support the achievement of Institutional Development Goals and Objectives:
• As part of the Middle Management Team, work with the Top/Senior Management and Middle Management to achieve institutional objectives, results, goals and management priorities under the RAHU Institutional Development, Engagement, and Sustainability Objective.

To participate in RAHU’s organisational activities and events:
• Attending all staff, management and team meetings.
• Attending certain events/activities organised by the Organization and/or its partners as required or as may be delegated by the line manager.
• Participate in the formal and informal decision–making and consultation processes.
• Provision of mutual support to colleagues organising events and activities when required.
• Providing operational support for all RAHU meetings, workshops and training.

• To undertake any other duties commensurate with the level of the post by:
• Undertaking additional duties commensurate with the level of the post as directed by the Director of Finance, Operations and Human Resources from time to time
• Supporting the Director of Finance, Operations and Human Resources in the establishment and adherence to the RAHU Policies and Procedures.
• Adhering to the guidelines and regulations contained in the RAHU Policies and other tasks related to human resources management and administration.
• Adherence to all RAHU Organisational Policies, Guidelines, Standing Orders and Manuals.
• Adherence to RAHU values and to actively promote their application amongst colleagues.

Key Relationships
• All staff and managers

Qualifications
• A Bachelor’s Degree in Human Resource Development and Management, Administration or related field.
• Post Graduate qualification in Human Resource Development, Strategic Human Resource Management, Performance Management etc. is an added advantage
• Previous experience working in a similar position is an advantage
• A member of the Human Resource Management association or related professional attachment.
• The successful position holder should not be older than 30 years of age

Job-Related Experience and Knowledge
• At least 5 years’ experience with proven results in Human Resources Management
• Superior knowledge of: HR Management, Job Evaluation, Employee Relations, Benefits Administration, Performance Management, Communication Processes, Compensation and Wage Structure and Employment Law
• In-depth knowledge of Human Resource operations and legal regulations
• Experience in policy formulation, development, and implementation of key HR strategies and procedures
• Good knowledge of recruitment interviewing, selection and training
• Knowledge of people management principles and best practices
• Ability to streamline and implement new structures and roles
• Experience with staff development

Skills and Attributes
• Personal Integrity
• Confidentiality
• Transparency and Accountability
• Emotional Intelligence
• Ability to learn
• Concern for standards
• Thoroughness
• Assertiveness
• Ability to delegate responsibilities effectively
• Ability to challenge and debate issues of importance to the organisation
• Commitment to high professional ethical standards
• Team-Building
• Relationship builder
• Adaptability


Work Hours: 8

Experience in Months: 60

Level of Education: Bachelor Degree

Job application procedure

To apply for this role, please send via email a 1-page cover letter explaining why you are the right candidate for this role and a maximum of a 2-page CV to hr@reachahand.org 
Deadline: Friday, 17th July 2024


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