The Ugandan Jobline

• Technically support the agency’s Human
  Resources strategy. In consultation and coordination with the Country
  Manager (CM), Head of Programming (HoP), Chief of Party (COP) and Head of
  Operations (HoOps), define HR strategy in line with CP strategic
  objectives and develop, maintain, and support implementation of a CP
  staffing plan.
• Routinely analyze and report on personnel
  data, performance, metrics, and trends to support decision-making and
  efficient operations.
• Develop/review and ensure HR policies,
  procedures, systems, and processes align for all HR functional areas and
  that programs are in line with agency values and principles.
• Confer with management and supervisors to
  implement a workforce planning system by identifying future staffing
  needs, including key competencies to support the attainment of CP
  objectives.
• Work in consultation with senior managers
  to optimize organizational structure for maximum operational efficiency.
• Ensure mechanisms are in place for
  appropriate delegation of authority during absences of senior staff.
• Actively participate and contribute to
  regional and global HR community of practice on systems, standards and
  policies.
• Collaborate with key partners to assess
  and strengthen their human resources capacities.

• Work with hiring managers to source,
  recruit and retain high quality staff aligned with the agency vision,
  mission, and values.
• Establish and maintain relationships with
  third party vendors to help identify and source qualified candidates.
• Confer with management and supervisors to
  identify human resource needs, job specifications, job duties,
  qualifications and skills, team fit, and weighted criteria for evaluating
  candidates for open positions.
• Ensure each position links to the
  appropriate country program member/line of expertise for
  mentoring/support.
• Ensure an HR representative participates
  in hiring committees for all positions. Participate in final hiring
  decisions for all positions.
• Work in liaison with the procurement
  department, identify best advertising sources for recruitment. Ensure
  appropriate reference and background checks are carried out for new hires
  and results are reported back to hiring managers.
• Manage documentation for offers for new
  hires, working with the CM or designee on salary recommendations. In
  conjunction with CM and hiring manager or supervisor, negotiate offers
  with candidates for open positions.

• Develop staff retention strategy in consultation
  with SMT, the Regional HR Manager (RHRM) and HQ Talent Acquisition Group.
  Guide and train managers/supervisors on best practices in talent
  acquisition and retention.-
• Technically support, implement, and
  evaluate programs and processes for succession planning, talent mapping,
  and leadership development.
• Support SMT in reviewing performance of
  CP, identifying staff training needs, and developing action plans for
  staff development. Promote development plans for all employees and work with
  senior managers to ensure funds for workforce development are budgeted
  appropriately.
• Work in liaison with senior staff to
  establish training and career paths for all job families in the CP.
• Implement agency’s ongoing training
  program for ail staff concerning Catholic Church structure, values,
  principles and Catholic social teaching.
• Ensure all phases of the performance
  management system are implemented according to agency guidance, i.e.
  performance and development planning, coaching, assessment, mentoring, and
  career planning. Promote a culture of high performance and accountability
  for outcomes.
• Ensure agency orientation-boarding system
  for national and international staff and provide region- and
  country-specific information for the orientation manual and orientation package/
  session.
• Ensure orientation of new staff to CRS
  identity, culture, partnership principles, tools, and processes.

• Perform job analysis and advice on job
  description development. Provide guidance and input to senior managers and
  business development staff to ensure salaries and benefits are
  appropriately budgeted for in projects, proposals, and country
  program-level budget.
• Regularly review national staff
  compensation packages to ensure that salaries and benefits are competitive
  with targeted industry.
• In collaboration with the RHRM and
  managers, review job and salary banding systems to ensure salaries are
  managed based on job content and that merit pay systems are fair and based
  on performance.
• Work with the RHRM to ensure benefits
  administration is done according to best practices.
• Ensure effective management of social
  security and insurance programs for national staff.

• Assess effectiveness of current HR
  policies/procedures and recommend changes to improve alignment with
  business needs, manage risk, and remain in line with agency and local
  government
• Represent the organization in forums
  related to HR management practices, policies, and processes to stay
  abreast of local labor regulations and industry best practices.
• Guide managers on the
  interpretation/application of HR policies and procedures to ensure
  compliance with agency, donor, and local legal requirements.
• Consult and advise senior managers on
  highly confidential and complex HR and employee relations issues.
• Support supervisors and senior staff to
  deal firmly and promptly with performance issues.
• Establish an effective approach to
  employee relations, including staff communications, employee engagement,
  conflict resolution, and employee recognition and feedback programs.
• Train supervisors on relevant labor law
  and employee relations best practices and disciplinary action processes.
• Work closely with local legal counsel to
  consult on HR issues as needed. Mediate with supervisor and supervisee in
  resolving conflict.
• Oversee the implementation of the staff
  wellbeing policy and well-being programs.
• Provide reports on the implementation of
  staff care plans across the Country Program.
• Manage national staff separation process including
  exit interviews, separation letters and benefits, and clearance, ensuring
  CRS policies and procedures and local labor laws are followed.

• Ensure personnel files are complete with
  all staff-related documentation and employment records as required per
  CRS, donor, and local law.
• Ensure job descriptions are up to date and
  responsibilities and performance expectations are clearly communicated.
• Ensure effective and efficient processing
  and authorization of national staff timesheets and leave.
• Ensure HR database is maintained up to
  date with all relevant information.
• Ensure proper internal control for all
  human resources issues.
• Address HR audit issues and lead the
  closing of any HR Audit findings.

• All suitably qualified and interested
  candidates who so wish to join the CRS USAID Project should hold a Bachelor’s
  degree in Human Resources Management required;
• Five or more years of progressive working
  experience in a similar position preferably with an International NGO, two
  years of these managing the HR function.
• Excellent knowledge of HR management best
  practices as an HR Generalist, including organizational development.
• Detailed working knowledge of local labor
  laws and ability to understand/ interpret legislative and policy issues.
• Possess the ability to maintain
  confidential information.
• Excellent team leadership to work with
  people in a highly demanding environment, including coaching, mentoring
  and motivating staff to follow quality guidelines.
• Demonstrated management skills to minimize
  work incidents and maximize service satisfaction.
• Ability to plan resources and actions in
  order to ensure timely and efficient service delivery.
• Possess the ability to assimilate and
  analyze situations, plus skill in handling unexpected situations.
• Ability to lead and to maintain effective
  working relationships in a multicultural environment with sensitivity and
  respect for diversity.
• Ability to interact effectively with
  internal and external counterparts at various levels.
• Ability to apply creative thinking to
  practical problem solving with an aim of improving service delivery. The
  person must be able to work with minimum supervision.
• Excellent interpersonal, negotiation and
  presentation skills. Fluent written and spoken English.
• Extremely flexible, and have the ability
  to cope with stressful situations.
• Experience with and enthusiasm for on the
  job training.
• Computer knowledge of Microsoft Office
  software (Word, Excel, PowerPoint, Outlook, and Internet) required.
• Desire to work effectively in a team
  oriented environment.
• All CRS staff should possess the following
  values: Serves with Integrity, Models Stewardship, Cultivates Constructive
  Relationships and Promotes Learning
• Ability to travel within rural Uganda.

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