Summary
Date Posted: Friday, June 24, 2022 , Base Salary: Not Disclosed

JOB DETAILS:
Are you up to the challenge?
• We are seeking qualified individuals for the position of Human Resources Officer (Strategic Talent Acquisition and Human Capital Development), NOA to be based in Kampala. Selected candidates will be employed on Fixed Term Appointment.

Organizational context
• Based in Kampala under the Human Resources Unit, the role will report to the Head Human Resources. The role holder will be working under the supervision of a more experienced staff member, receiving guidance and regular feedback on work performed. They both support the collation, maintenance, analysis and reporting of information to maximise the effectiveness of HR services.

Job purpose
• The main purpose of the Strategic Talent Acquisition and Human Capital Development Officer is to design and manage organization strategic workforce plans, talent acquisition strategies and human capital development in line with the overall Country Strategic Plan and the UGA Country Office (CO) human resource transformative agenda:
• Provide support in building talent within WFP, working with managers to understand their needs and organizing solutions to recruit, retain and develop a high caliber workforce to deliver the business strategy
• Support for organizational design activities that enable senior management to define and organize structures and jobs, and allocate people to the right places in order to improve efficiency

Key accountabilities (not all-inclusive) 1/3
Strategic Talent Acquisition
• Develop and execute strategic, modern talent acquisition strategies, to enable the organization to identify, attract and hire the best talent in support of the Country Strategic Plan.
• Lead the organization workforce planning process on an annual basis, taking into consideration the key organization performance drivers, metrics, funding and overall progress of the Country Strategic Plan.
• Champion and lead the organizational talent review and succession planning process, in accordance with the developed guidelines and tools.
• Build and maintain strategic partnerships, including professional associations, academic institutions, talent sourcing institutions, and other recruiting sources to ensure constant presence of a talent pipeline.
• Improved the gender diversity and drive the improvements of talent attraction and recruitment approaches, especially attraction of qualified female candidates.
• Provision of timely and accurate staffing analytics across the various contract types and modalities.
• Collecting information and proposing best practices in the area of talent acquisition relevant to the country context. This includes, building a database or relevant job boards, networks, universities to source and attract talents from. The officer will further act as a focal point in the Country Office to implement Talent Acquisition best practices proposed from a regional and corporate level.

Training
• In close collaboration with the Senior HR Officer, develop and implement a plan to collect learnings needs for the Country Office and in liaison with the regional and corporate colleagues propose interventions to address skills gaps identified through the analysis. Collect data from participants/managers to understand their training experience and propose improvements to existing learning interventions.

Key accountabilities continue 2/3
Human Capital Development
• Lead and guide the various organization units in conducting the annual learning needs assessment exercise.
• Lead the development and execution of an organization-wide learning and development strategy and plan in line with the country wide priorities and strategic plan.
• Create and build key strategic partnerships with all managers, learning services providers, country leadership, regional and head office partners in relation to staff learning and development.
• Continuous monitoring and evaluation of the learning and develop plans, actions across the organization, using best practice methods;
• Provision of timely and accurate learning and development merits and reports for effective management decision-making.
• Drive increased utilization of the learning resources by staff across the organizations.

Key accountabilities continue 3/3
Performance Management
• Advise employees on the use of corporate performance management tools and propose ideas to strengthen the performance culture in the country office.
• Manage the ongoing performance management process ensuring all staff are informed, trained and coached on all aspects of the performance management cycle and timelines.
• Enhance utilization of the organization performance management tools, for example the feedback tools, among others
• Orient new staff, managers in the utilization of the online probation management system
• Drive organization-wide compliance with the corporate performance planning, review and assessment timelines.
• Provision of timely and accurate staff performance management data.
• Perform any other duties as required by the supervisor

Core organisational capabilities
Purpose
• Understand and communicate the Strategic Objectives: Understands WFP’s Strategic Objectives and the link to own work objectives.
• Be a force for positive change: Flexibly adapts individual contributions to accommodate changes in direction from supervisors and internal/external changes (such as evolving needs of beneficiaries, new requirements of partners).
• Make the mission inspiring to our team: Recognizes and shares with team members the ways in which individual contributions relate to WFP’s mission.
• Make our mission visible in everyday actions: Sets own goals in alignment with WFP’s overall operations, and is able to communicate this link to others.

People
• Look for ways to strengthen people's skills: Assesses own strengths and weaknesses to increase self-awareness, and includes these in conversations on own developmental needs.
• Create an inclusive culture: Participates in open dialogue, and values the diverse opinion of others, regardless of background, culture, experience, or country assignment.
• Be a coach & provide constructive feedback: Proactively seeks feedback and coaching to build confidence, and develop and improve individual skills.
• Create an “I will”/”We will” spirit: Participates in accomplishing team activities and goals in the face of challenging circumstances.

Performance
• Encourage innovation & creative solutions: Shows willingness to explore and experiment with new ideas and approaches in own work.
• Focus on getting results: Consistently delivers results within individual scope of work on time, on budget and without errors.
• Make commitments and make good on commitments: Commits to upholding individual accountabilities and responsibilities in the face of ever-changing country or functional priorities.
• Be Decisive: Makes rational decisions about individual activities when faced with uncertain circumstances, including in times of ambiguity regarding information or manager direction.

Partnership
• Connect and share across WFP units: Seeks to understand and adapt to internal or cross-unit teams’ priorities and preferred working styles.
• Build strong external partnerships: Demonstrates ability to understand and appropriately respond to and/or escalate needs of external partners.
• Be politically agile & adaptable: Portrays an informed and professional demeanor toward internal and external partners and stakeholders.
• Be clear about the value WFP brings to partnerships: Provides operational support on analyses and assessments that quantifies and demonstrates WFP’s unique value as a partner.

Functional capabilities
• Sound knowledge of HR concepts and principles with a broad knowledge of best practices, techniques and processes.
• Very good communication skills with the ability to listen, persuade, influence and adapt communication style to different situations and individuals.
• Ability to lead, coach and motivate a small team.
• Ability to work independently under minimum guidance.
• Flexibility, adaptability and resilience in a changing and/or difficult environment.
• Ability to establish priorities, and to plan, coordinate and monitor own work plan and those under your supervision.
• Ability to be result-oriented, to understand clients’ needs and identify appropriate solutions.
• Ability to explain the rationale for human resources decisions and to gain consensus from different stakeholders.
• Ability to draft clear and concise reports or rationale for human resources decisions.
• Ability to establish and maintain effective relationships with clients, peers and counterparts and provide client-oriented service.

Deadline for applications
8th July 2022

Education Requirement: No Requirements

Job Experience: No Requirements

Work Hours: 8

Job application procedure
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