Summary
Date Posted: Monday, May 23, 2022 , Base Salary: Not Disclosed

JOB DETAILS:
The incumbent will manage and quality-assure the embedding of world-class HR approaches and processes, while certifying that the interests and needs of the functions and its employees are addressed, in order to create and sustain a culture of high performance and high engagement.

Key Duties and Responsibilities
• Health, Safety and Environment; Accountable for certifying the health and safety of oneself and colleagues by complying with the Company policies, procedures, guidelines, rules and regulations of Occupational Health and Safety at work.
• Partner with the leader and leadership team of the Support Functions, in effectively leading, managing and supporting their teams – particularly in respect to delivering on any significant local and regional business priorities. This would entail the following:
• Actively participating in the meetings of the functional team supported
• Translating business needs into clearly articulated and actionable organisation and people plans, informing the year-on-year Capability Strategy for the functions
• Ensuring the building of the critical organisational capabilities in the functions required to execute their strategies and plans
• Developing a plan to shape the desired culture (high performance, high engagement) and ensure impactful execution with the leaders within the functions.
• Developing a thorough understanding of the business’s operations, its performance drivers and metrics, in order to develop and deliver cost effective and value added HR programmes and solutions that will enhance business performance
• Building robust and influential relationships with the Support Function’s leaders based on respect and trust, in order to partner effectively, influence decision making and coach on a range of confidential and sensitive issues.
• Manage and deliver a high quality, professional and valued HR service to the functions based on a solid business commercial acumen understanding. Ensure that the HR service delivered drives business results and supports the business strategy. This will entail:
• Certifying effective customer feedback processes are established and driving the resolution of customer issues
• Identifying opportunities to improve the HR service delivered to guarantee that HR is always seen to add value
• Implementing global, regional and local policies, reviewing these and using the appropriate protocols to deal with exceptions, working with the appropriate Specialists or other HR partners.
• Certifying compliance of HR policies while at the same time influencing the changes required in the policies to better deliver business / function objectives
• Sharing and leveraging good HR practices within and across other functions.
• Providing feedback to Specialists on the effectiveness and impact of HR solutions and processes, and working with them as appropriate to ensure continuous improvement
• Monitoring and supporting the support function’s performance through the deliberate use of an agreed people scorecard.
• Being accountable for communicating, implementing, leveraging and embedding the core HR processes: Talent Management
• Manage the talent processes to support the current and future development and deployment needs of the support functions in line with its strategies and plans
• Support the recruitment process in the support functions including certifying effective on boarding and off boarding.
• Work with Specialists (in Talent Acquisition, in L&D and in Compensation and Benefits) to develop and implement talent management solutions that will underpin business priorities
• Raise the talent management capability of line leaders and managers
• Consolidate and analyse talent data and work with line leaders to ensure that this data is used to inform talent planning as part of the business planning process
• Guarantee that all relevant legislative diversity requirements are met and support is provided to line managers around the diversity agenda. Performance Management
• Educate and support functional leaders and managers to implement and anchor performance management in a way that shapes the desired culture
• Support the annual goal setting processes, guaranteeing an aligned collective effort focused on strategic priorities
• Coach managers and employees on effective 1:1’s, ensuring that these are used as the primary opportunity for ensuring alignment, building superior performance and increasing engagement
• Certify a common understanding and consistent application of the performance review rating scale within Success Factors.
• Coach managers to resolve specific team or individual performance gaps and capability issues swiftly, using appropriate tools or procedures
• Coach Managers to clearly communicate the link between the organisation, team and individual performance and related outcomes (performance ratings, compensation decisions, development decisions as captured in development plans). Organisation Development:
• Lead, manage and deliver the HR aspects of all change programmes within the support functions, while securing appropriate support from Organizational Development (OD) Specialists as needed
• Design, implement and monitor communication and stakeholder engagement plans, to guarantee understanding of the change agenda for the support functions.
• Analyse and understand the people impact of all changes and work with leaders and OD Specialists to plan appropriate mitigating actions and certify readiness for specific changes
• Track progress on implementation plans and measure the delivery of the business case
• Work with leaders and OD Specialists to certify entrenchment of specific changes and delivery of business cases, using appropriate processes and tools, e.g. adjusting goals, using new measures.
• Drive a diversity agenda using our core HR processes to deliver shifts that will enable business performance.
• Support the O&HR Director in the transformational initiatives to drive cultural change and greater engagement.
• Continue to look for simplification and standardisation opportunities in order to deliver the agility required for future business performance.
• Learning & Development
• Work with the line leadership to assess learning needs in the support functions required to deliver the business strategy and work with L&D Specialists to develop an L&D plan to address gaps
• Support leaders to develop mentoring and coaching relationships with key talent and skill
• Track the progress and the performance impact of L&D plans and amend the plans as necessary
• Using the development plans, identify core development needs for the different support functions and input these to the Learning Information Management Systems in SF. Compensation & Benefits
• Manage support functions leadership individual reward matters, with support from O&HR Director and in line with regional/local policies
• Develop and implement C&B programmes that drive engagement, retain key talent and recognise strong leadership. Industrial Relations:
• Build relationships with external counterparts and join communities of practice on emerging issues locally and nationally - work with Specialists to guarantee that this knowledge is reflected in the employee relations plan
• Manage the resolution of employee relations issues in the different functions, with support from O&HR Director, Specialists and guided by regional/local policies. Employee Engagement:
• Review feedback from local Organisation Effectiveness (or equivalent) surveys as well as other people data [e.g. exit interviews, KPI scorecards) to understand issues associated with engagement
• Develop and implement appropriate plans to focus on building engagement where needed
• Coach Managers to use all opportunities (1:1’s, career discussions, informal discussions) to shape strong engagement.

Competence Requirements
• Track record of building excellent relationships and credibility with senior business leaders based on solid commercial acumen understanding and an ability to identify customer needs and go beyond just delivering defined HR solutions
• Ability to think strategically and conceptually, and solve business problems with pragmatic and speedy solutions – assimilating issues and ideas into clear requirements, generating alternative solutions based on own insight or learning
• Personal and career maturity to comfortably guide and coach senior leaders and managers
• Strong communication, engagement and interpersonal skills – delivers impactful messages and influences outcomes
• Experience of leading HR in a global organisation that demonstrates world-class HR practices, applied in the interest of sustainable performance and contextualised by an ambitious change agenda
• A track record of building HR capability, shaping culture and leadership behaviours
• Experience in aligning critical elements of structure, process and routines to implement and anchor changes
• Sound familiarity with good HR specialist disciplines and how to best leverage these – ranging from talent management and career development, recruitment, performance management, organisational development and design, compensation and benefits, to learning and development
• Ability to get work done and make a difference i.e. performing and delivering businessoriented HR solutions and approaches through influence, coordination, and individual effort
• A bias for action and speed, and a track record of delivering in a resourceful manner is essential
• Experience of managing complex change project / programmes – including delivery within a unionised environment.
• Experience of being an active coach and contributor at leadership team level is essential.
• An authentic, inspirational leader
• Knowledge of local labour legislation and experience in labour relations would be an advantage
• Experience in FMCG is preferred but not essential.

Educational Requirements
• Must have a Bachelors of Honors Degree in Human Resources Management or Industrial and Organizational Psychology from a recognized University.
• A relevant post graduate degree / Professional qualifications (CIPD, SHRM) or a Master’s Degree in a related field is desirable
• At least 6 year’s work experience preferably in an FMCM or a similar industrial environment at a managerial level.
• Success Factors, adrenaline and SAP software skills and experience is strongly desired and is an added advantage.
• Must be a registered member of the Human Recourses Manager’s Association of Uganda. Characteristics for success:
• Excels in a fast paced environment, owns the outcomes.
• Imagines new ways of doing things, makes them happen.
• Deep commitment to personal growth (and role modelling as such).
• Ability to work in a VUCA environment Profile & Personal Qualities
• Self-driven, results oriented.
• Able to plan and prioritise
• Comfortable dealing with people and a good listener
• Reliable, tolerant & determined
• Able to work extended hours when required
• Able to manage conflict and build effective teams.
• Detailed oriented and able to solve problems and drive for results

Work Hours: 8

Experience in Months: 72

Level of Education: Bachelor Degree

Job application procedure
Hima Cement will offer a competitive remuneration package to the successful candidate. Candidates that know that they meet the above criteria and have what it takes to excel in the above position, should send their CVs, which should include details of email address (if any), present position, current remuneration, Certificate/testimonials and address of three (3) Referees plus telephone contact to the stipulated email address not later than 27th May 2022 (Email your application and CV to career.applications.hima@lafarge.com  and let’s save the environment).
Key Notes:
Hima Cement Limited is an equal opportunity employer and does not charge a recruitment fee or any other fees at any stage of the recruitment process
Make sure that your application letter, CV and certificates are attached as one document
Indicate the Vacancy Code as the subject for your email
Only shortlisted candidates will be contacted
Any form of canvassing will lead to automatic disqualification.
The Act. HR & O Director Hima Cement Ltd |
Lafarge
P.O Box 7230 Kampala, Uganda

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