The Ugandan Jobline

• Acquire
  knowledge of external HR best practice, understands and challenges HR
  policy, direction and practice in a timely way to ensure Barclays achieves
  ‘Employer of Choice’ recognition
• Organizational
  diagnosis, design & development, to facilitate high individual and
  organizational performance
• Employee
  Relations D&G accredited and experienced in design of ER plans such
  that employees are engaged in the sharing of business information and consulted
  in business change as appropriate. 
• Stays
  updated on the changes in employment legislation and ensure practical
  application in the work place. 
• Represents
  the business in employment tribunals or critical stage 3 Disciplinary&
  Governance.
• Comprehensive
  knowledge and understanding of the HR strategy

• Driving
  High Performance Agenda throughout the organization and ensuring each
  component part becomes BAU including differentiation of reward,
  consequence management
• Grow
  the talent agenda to safeguard the leadership pipeline, attract and retain
  the most talented employees.

• Serve
  as the point of contact for the Line Managers in relation to HR support
  needed to meet business objectives
• Deal
  and respond to verbal (i.e. telephone or face to face) and written queries
  from staff on HR issues
• Interpreting
  and advising on local HR policies on staff related matters, referring
  complex issues to senior HR official
• Actively
  communicate HR policy changes and updates to other team members
• Acts
  as HR quality controller and maintain HR standards and best practice
  within business units

• Assess
  manpower needs for business units in liaison with HRBP and line managers
• Co-ordinate
  recruitment needs of business units
• Actively
  facilitate internal or external advertisement of vacancies within business
  unit
• Receive,
  sort and vet internal / external job applications
• Carry
  out and evaluate recruitment interviews and invigilate assessment with the
  respective business
• Undertake
  all administrative requirements covering recruitment e.g. opening files,
  arranging medicals, issuing offers and regret/decline letters/ draw up
  employment contracts
• Assess
  candidates’ suitability for specific roles
• Explain/answer
  questions to potential recruits relating to benefits, bank policies, general
  conditions of employment
• Ensure
  that new recruit information is input in the HR Information System

• Calculate
  any salary adjustment in line with staff manual, for checking by a second
  official and check workings of other HR Assistants
• Receive
  amendments from business lines on salary adjustments

• Complete
  all necessary paperwork, liaising with branches and other Staff Control
  Points as necessary.
• Receive
  returns on transfers and ensure that the HR Information System is updated

• Collation
  of end of year assessments for all staff.  
  
• Work
  closely with staff and senior management to obtain ratings
• Receive
  performance plans and complete necessary paperwork and pass to HR Assistant
  for input     
• Maintaining
  HR records throughout the year ensuring that fresh performance plans are
  signed off when staff are transferred or promoted       
• Act
  as Performance Management champion by interpreting policies to business
  lines

• Support
  and coach senior executive leadership in implementing the HR dimensions of
  the business strategy defined. 
  Drive agreed priorities and HR initiatives to implementation,
  ensuring that the business effectively executes the initiatives to create
  real business value for time, effort and associated cost.
• Support
  coaching and facilitation within the BEE & EE framework.

• Implement
  and provide feedback around the employee relations environment for the
  business. Manage day to day ER issues and union stakeholder management.
• Develop
  action plans associated with performance improvement and Employee Opinion
  Survey.
• Work
  in liaison with Key Stakeholders to develop a culture within the
  Functional Business Unit that underpins Employer of Choice brand.
• Ensure
  protection of the partnership agreement and facilitate joint trade union
  and management communication as appropriate to support change programmes.

• Develop
  and monitor the HR plan, R&L forecast and calendar for the area,
  anticipate current and future resource/ activity demands for key
  suppliers. 
• Monitor
  costs/ usage and seek to demonstrate the value/ cost equations for all HR
  interventions undertaken.

• The
  applicant should be CIPD qualified or hold similar post graduate
  qualification and evidence of continued professional development.
• Full
  range of distinctive capabilities and at least 70% of technical
  capabilities
• Top
  Grading experience, Recruitment, Disciplinary & Grievance accredited
• Full
  range of distinctive, technical capabilities and experience in high
  performance organization or world class HR consultancy
• The
  ideal candidate should have several years HR experience comprising a
  minimum of three years generalist experience or HR consultancy experience
  in at least one HR specialism.  HPO
  background preferred
• Skills
  in Organizational Diagnosis
• Skills
  in Influencing, coaching and facilitation
• Skills
  in transformational change management
• Commercial
  acumen
• Delivery
  management
• Professional
  Technical capability & skill set
• Employee
  Relations skills
• Skills
  in Reward Management
• Performance
  Development Management skills
• Skills
  in Talent Management
• Employee
  Communications skills
• Excellent
  Organizational Development skills
• Leadership
  & People Management skills
• Skills
  in Resourcing
• Skills
  and knowledge in Diagnosis Training and Development Planning

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