Head of Human Resource

Department:

Location: Head Office

Validity period: 10/06/2024 – 28/06/2024

The Head, Human Resources is responsible for oversight of all human resources systems and procedures, including recruitment and selection, training and development, performance management, conflict resolution, and compensation/rewards management and ensuring compliance with governing regulations, and is also responsible for the development and implementation Human Resource policies and procedures.

Key duties and responsibilities:

  1. Developing Human Resource policies, systems, and procedures, including regular reviews and updates of the Personnel Manual.
  2. On ongoing basis, oversee all Human Resource systems, policies and procedures to ensure alignment with organizational objectives, and with other systems, policies, and procedures, as well as to ensure compliance by all staff members.
  3. Communicating human resource policies and procedures to all staff, and guide/facilitate the implementation of new/revised systems through continuous interaction with line managers and other staff members.
  4. In collaboration with the senior management team, establish and oversee processes that prevent internal conflicts among staff members and departments, and that facilitate resolution of conflicts when they occur.
  5. Make ongoing recommendations to the senior management team for strengthening organizational learning, knowledge management, and change management in support of strategic objectives.

  1. Reviewing and advising senior management on annual staffing plans as part of annual operating planning process to ensure alignment with outreach performance goals, branch expansion plans, institutional development/transformation requirements, and other needs.
  2. Reviewing of the organizational structure in line with the strategic objectives of the organization to build efficiencies.
  3. Designing and implementing recruiting, selection and orientation procedures.
  4. Managing the company-wide recruitment and hiring processes, including both internal and external recruitment processes, in accordance with established policies, and ensure that recruitment processes are completed in a timely manner.

  1. Implementing and managing the performance evaluation system to ensure that all employees receive a timely evaluation according to FINCA Uganda policy.
  2. Advising line managers on best practices in application of the Performance Management System, particularly the aspect of employee appraisal and performance feedback.
  3. In collaboration with senior management, introducing new tools, as applicable, to improve performance feedback for employees and managers.
  4. Using the performance appraisal outcomes, collaborating with Managers to identify employee training and career development opportunities and coaching / mentoring needs.
  5. Reviewing the outputs of the employee appraisal process, identifying key issues and trends, and prepare consolidated reports for senior management.
  6. Linking each individual departments objectives to Performance management to Goals and objectives of the company.
  7. Supporting transition of FINCA to a highly performing team.

  1. Maintaining and updating on an ongoing basis the company salary matrix in consultation with company management team.
  2. Researching and ensuring that salaries are competitive for all positions.
  3. Overseeing employee benefits administration, ensuring that providers deliver quality services to employees.
  4. Ensuring that systems are in place to collect feedback on employee benefits and to answer questions from employees on the benefits program.
  5. Designing benefit programs that comply with local labor law, are competitive and meet employee needs.
  6. Working with Senior Management in designing and implementing competitive incentive programs for key positions.
  7. Periodically reviewing the pay and benefits structure in line with market best practices, technological advancements and the organizational goals and objectives.

  1. Ensuring proper maintenance and updating of all company personnel files at all offices and ensuring complete confidentiality of employee files.
  2. Managing and maintaining the personnel database system (HRIS) including the input of changes in position or salary and training.

  1. Ensuring accurate and timely institutional responses to all employment related enquiries, including employment applications, reference checks, and confirmations of employment, or others, in accordance with local legislation and established policies and procedures.
  2. Assisting staff with personnel issues or problems as required.
  3. Providing support as needed to resolve issues related with employee disciplinary issues, employee termination, or other HR-related issues.
  4. Designing and implementing appropriate employee recognition programs.
  5. Developing and communicating employee safety and security procedures.
  6. Providing employees with an avenue to voice their concerns or communicate.

  1. Ensuring proper training of Managers and Staff on all human resource policies and processes.
  2. Ensuring proper orientation training is provided to all new staff members to maximize efficient integration.
  3. In collaboration with senior management, based on training needs assessments, creating and executing annual training plans to support the needs of the institution.
  4. Ensuring training plans and training delivery meet company standards.
  5. Developing mechanisms within the Performance Management System for measuring effectiveness of the different training initiatives and reporting results to senior management, making recommendations for continuous improvement of the training program.
  6. Providing appropriate career guidance to support personal and professional growth

  1. Developing human resources strategic plan that matches the operational and financial projections and that anticipates staff qualifications and needs required for transformation to a regulated financial institution.
  2. Hiring, training and managing all Human Resources Department staff.
  3. Developing the FINCA Uganda Human Resources Department as a service provider to other departments and units.

To perform the job successfully, an individual should demonstrate the following competencies:

  1. Leading with Integrity
  2. Good at Employee Engagement
  3. Result Oriented
  4. Strong knowledge of local labor law and employment practices.
  5. Financial Responsibility
  6. Excellent Planning and Performance Management skills
  7. Excellent Reporting and Communication Skills
  8. Excellent knowledge on recruitment and staffing skills
  9. Excellent quantitative and analytical skills
  10. Strong Organizational skills
  11. Ability to work well under pressure.
  12. Strong Interpersonal skills to effectively communicate both verbally and written.
  13. High sense of professionalism
  14. Excellent at change management, leading organizational change process by engaging key stakeholders to ensure goals are achieved.

  1. A bachelor’s degree in Human Resources Management, Business Administration or similar relevant field. A master’s degree is an added advantage.
  2. Post Graduate Diploma in Human Resource Management is a must.
  3. At least 5 years of progressive employment experience in a human resources management role, preferably with a Commercial Bank or Microfinance Deposit Taking Institution.
  4. Specific experience in developing a human resources function based on performance management highly desirable.
  5. Experience in developing and implementing successful recruiting strategies in a competitive labor market.
  6. Experience in coordinating training, delivery of training a plus.
  7. Experience in administering compensation and benefits.
  8. Ability to develop systems and policies.

All candidates who so wish to take up this role in the aforementioned capacity are encouraged to send their applications with detailed CVs including present position and copies of relevant professional/academic certificates to:

FIF link

Deadline: 28th June 2024