Job Title: Senior Manager Human Resource
Organization: Marie Stopes
International
International
Duty Station: Kampala,
Uganda
Uganda
Reports to: Director of
Corporate Services
Corporate Services
About MSI:
Marie Stopes International exists to bring quality family planning and
reproductive healthcare to the world’s poorest and most vulnerable people.
We’ve been delivering family planning, safe abortion, and maternal health
services for over 35 years. Millions of women worldwide turn to us for help
each year, whether in limiting the size of their families, or avoiding
dangerous complications in pregnancy or unsafe abortion.
reproductive healthcare to the world’s poorest and most vulnerable people.
We’ve been delivering family planning, safe abortion, and maternal health
services for over 35 years. Millions of women worldwide turn to us for help
each year, whether in limiting the size of their families, or avoiding
dangerous complications in pregnancy or unsafe abortion.
Job Summary: The Senior
Manager Human Resource will mainly provide strategic oversight and business
partnering support in the use of MSI U’s human resources. Leading a small team,
the Senior Manager HR supports line-managers across MSI Uganda enabling them to
build and nurture the high-performing teams necessary to run their businesses
efficiently and to integrate all HR initiatives that support strategic
initiatives. Effectiveness will depend on the post holder’s ability to develop
quick and credible relationships throughout the organization and gain the
confidence and commitment of the leadership team as well as deliver technical
advice for HR operations. Specific HR actions include: the delivery of a viable
workforce plan to ensure delivery of strategic programme; oversight of
efficient HR systems to enable trust and organisational efficiency; performance
and talent management oversight; conflict resolution and mitigation; risk
management in relation to HR.
Manager Human Resource will mainly provide strategic oversight and business
partnering support in the use of MSI U’s human resources. Leading a small team,
the Senior Manager HR supports line-managers across MSI Uganda enabling them to
build and nurture the high-performing teams necessary to run their businesses
efficiently and to integrate all HR initiatives that support strategic
initiatives. Effectiveness will depend on the post holder’s ability to develop
quick and credible relationships throughout the organization and gain the
confidence and commitment of the leadership team as well as deliver technical
advice for HR operations. Specific HR actions include: the delivery of a viable
workforce plan to ensure delivery of strategic programme; oversight of
efficient HR systems to enable trust and organisational efficiency; performance
and talent management oversight; conflict resolution and mitigation; risk
management in relation to HR.
Key Duties and
Responsibilities:
Responsibilities:
The delivery of a viable workforce plan to ensure delivery of strategic
programme;
programme;
·
Formulate
an HR Strategy that clearly supports the delivery of business and supports new
business
Formulate
an HR Strategy that clearly supports the delivery of business and supports new
business
·
Oversee
business planning for HR to ensure viability and cost efficiency.
Oversee
business planning for HR to ensure viability and cost efficiency.
Oversight of efficient HR policy and systems to enable trust and
organisational efficiency:
organisational efficiency:
·
HR
Policy manual kept up to date and amendment (new policies) developed when
needed as per date on policy
HR
Policy manual kept up to date and amendment (new policies) developed when
needed as per date on policy
·
All
policies and systems included in induction of staff and on internet
All
policies and systems included in induction of staff and on internet
·
Carry
out surveys across the market to advise management of remuneration policy and
systems
Carry
out surveys across the market to advise management of remuneration policy and
systems
·
Policies
for management of sickness, absence, leave, whistle blowing, conflict of
interest, grievance and disciplinary procedures in place and are widely
used and understood by managers
Policies
for management of sickness, absence, leave, whistle blowing, conflict of
interest, grievance and disciplinary procedures in place and are widely
used and understood by managers
Recruitment and Selection:
·
Design
and implement recruitment, selection and induction standards that
attract the best talent for the organization.
Design
and implement recruitment, selection and induction standards that
attract the best talent for the organization.
·
Ensure
all staff have current and up to date job frameworks in place
Ensure
all staff have current and up to date job frameworks in place
·
The
incumbent will deliver prompt recruitment services to clear and objective
criteria
The
incumbent will deliver prompt recruitment services to clear and objective
criteria
·
Establish
appropriate systems and processes for employee induction and skill specific
orientation
Establish
appropriate systems and processes for employee induction and skill specific
orientation
Performance and talent management oversight for excellence now and into
the future
the future
Performance
·
Oversee
the performance management system and ensure that all managers and team
members are trained on how to conduct performance reviews consistent with
organizational goals
Oversee
the performance management system and ensure that all managers and team
members are trained on how to conduct performance reviews consistent with
organizational goals
·
Lead
the performance review process across the management reflecting together on
scores
Lead
the performance review process across the management reflecting together on
scores
Training and Learning
·
Develop
and manage implementation of MSI Uganda’s learning and development strategy,
annual work plan and budget
Develop
and manage implementation of MSI Uganda’s learning and development strategy,
annual work plan and budget
·
Clearly
communicate organisational approach to learning and development to all staff
Clearly
communicate organisational approach to learning and development to all staff
Talent management
·
Develop
and manage a talent management strategy drawn from clarity in job
Frameworks, performance measures and future strategies
Develop
and manage a talent management strategy drawn from clarity in job
Frameworks, performance measures and future strategies
·
Mentor
and train line managers to achieve objectives assessments and to develop
appropriate succession plans and develop talent within their teams
Mentor
and train line managers to achieve objectives assessments and to develop
appropriate succession plans and develop talent within their teams
Risk management in relation to HR including conflict resolution and
fraud mitigation:
fraud mitigation:
Planning
·
HR
risk section on register agreed, auctioned and monitored
HR
risk section on register agreed, auctioned and monitored
·
Code
of conduct all staff/Conflict of interest agreement
Code
of conduct all staff/Conflict of interest agreement
·
Fraud
mitigation policy regularly reviewed
Fraud
mitigation policy regularly reviewed
·
Training
to all staff on whistle blowing
Training
to all staff on whistle blowing
Response
·
Ensure
effective implementation of Zero-tolerance Fraud Policy and annual trainings on
ethics
Ensure
effective implementation of Zero-tolerance Fraud Policy and annual trainings on
ethics
·
Promptly
and thoroughly conduct investigations of employee complaints using
serious incident group if necessary
Promptly
and thoroughly conduct investigations of employee complaints using
serious incident group if necessary
·
Provide
mediation support
Provide
mediation support
·
Collation
of whistle blowing
Collation
of whistle blowing
Learning: Conclude
all serious incidents with a report and noted learning
all serious incidents with a report and noted learning
Mentoring of a client focussed HR team reflecting the excellence they expect
in others:
in others:
·
Select
recruit and train the HR functions
Select
recruit and train the HR functions
·
Build
an HR team working together and with efficiency
Build
an HR team working together and with efficiency
·
Provide
performance management and training
Provide
performance management and training
Qualifications, Skills and
Experience:
Experience:
·
The ideal candidate for the Senior Manager Human
Resource placement should preferably hold a Master’s or equivalent HR related degree or equivalent (in a relevant
discipline is desirable)
The ideal candidate for the Senior Manager Human
Resource placement should preferably hold a Master’s or equivalent HR related degree or equivalent (in a relevant
discipline is desirable)
·
Member
of a recognised HR professional body
Member
of a recognised HR professional body
·
A minimum of five years’ experience of managing, developing and successfully implementing
a strategy for HR aligned with organisational objectives.
A minimum of five years’ experience of managing, developing and successfully implementing
a strategy for HR aligned with organisational objectives.
·
Broad
knowledge and experience of global HR practices, employment law, compensation,
talent management, change management, employee relations, and
recruitment.
Broad
knowledge and experience of global HR practices, employment law, compensation,
talent management, change management, employee relations, and
recruitment.
·
Highly
attuned levels of discretion
Highly
attuned levels of discretion
·
Excellent
track record of driving HR initiatives through business needs and decentralised
environments.
Excellent
track record of driving HR initiatives through business needs and decentralised
environments.
·
Broad
knowledge and understanding of the complexities of working in a multicultural
environment and demonstrable ability to put equity at the heart of strategy, policy
and practice.
Broad
knowledge and understanding of the complexities of working in a multicultural
environment and demonstrable ability to put equity at the heart of strategy, policy
and practice.
·
Significant
experience of working with senior business managers, providing customer focused
HR advice and support to address organisational needs.
Significant
experience of working with senior business managers, providing customer focused
HR advice and support to address organisational needs.
·
Excellent
interpersonal skills, the ability to build effective working relationships at
all levels.
Excellent
interpersonal skills, the ability to build effective working relationships at
all levels.
·
Excellent
oral and written communication skills.
Excellent
oral and written communication skills.
·
Demonstrates
strong management and leadership skills both within the function and as a role
model
Demonstrates
strong management and leadership skills both within the function and as a role
model
·
Advocacy
skills; able to influence stakeholders through effective communication in a demanding
external environment.
Advocacy
skills; able to influence stakeholders through effective communication in a demanding
external environment.
·
Excellent
verbal, written and presentation skills
Excellent
verbal, written and presentation skills
·
More
than one Ugandan language desirable
More
than one Ugandan language desirable
Behavioral Competencies:
·
Initiative: Thinking ahead and
taking action to make the most of opportunities by finding the optimum solution
Initiative: Thinking ahead and
taking action to make the most of opportunities by finding the optimum solution
·
Innovative: Thinking creatively and
outside of the box so that ideas generated create a positive outcome
Innovative: Thinking creatively and
outside of the box so that ideas generated create a positive outcome
·
Effective Communication:
Communicating through active listening and good questioning techniques, using
appropriate body language, ensuring information is clear and concise.
Effective Communication:
Communicating through active listening and good questioning techniques, using
appropriate body language, ensuring information is clear and concise.
·
Responsive: Being responsive to changing
priorities and demands
Responsive: Being responsive to changing
priorities and demands
·
Working Efficiently: Planning,
prioritising and organising work to ensure work is accurate and deadlines are
met
Working Efficiently: Planning,
prioritising and organising work to ensure work is accurate and deadlines are
met
·
Sharing Information: Sharing
information and knowledge whilst maintaining confidentiality
Sharing Information: Sharing
information and knowledge whilst maintaining confidentiality
·
Focus on Learning: Taking
responsibility for keeping knowledge and skills updated and for seeking
opportunities to develop further
Focus on Learning: Taking
responsibility for keeping knowledge and skills updated and for seeking
opportunities to develop further
·
Commitment: Awareness and
understanding of goals, vision and values and how your role impacts on this and
going the extra mile to meet role requirements
Commitment: Awareness and
understanding of goals, vision and values and how your role impacts on this and
going the extra mile to meet role requirements
·
Driven: Drive and determination to
deliver results
Driven: Drive and determination to
deliver results
·
Accountable: Taking responsibility
for appropriate decisions that you make, and the actions and behaviour you
demonstrate
Accountable: Taking responsibility
for appropriate decisions that you make, and the actions and behaviour you
demonstrate
·
Embracing Change: Openness to
embracing change within the organisation and being able to adjust
plans/activities accordingly
Embracing Change: Openness to
embracing change within the organisation and being able to adjust
plans/activities accordingly
·
Motivated: Motivation towards
achieving quality results to maximise potential
Motivated: Motivation towards
achieving quality results to maximise potential
·
Team Player: Working as part of a
team by being supportive, flexible and showing respect for each other
Team Player: Working as part of a
team by being supportive, flexible and showing respect for each other
The Senior Manager Human Resource provides a key interface between
junior and senior staff and has regular contact with outside stakeholders. S/he
is must actively demonstrate MSU’s core values of:
junior and senior staff and has regular contact with outside stakeholders. S/he
is must actively demonstrate MSU’s core values of:
·
Accountability of all staff to each other and
our clients and stakeholders
Accountability of all staff to each other and
our clients and stakeholders
·
Equality of opportunity and access
Equality of opportunity and access
·
Value for money in the management of our
resources
Value for money in the management of our
resources
How to Apply:
All candidates who wish to join Marie Stopes are strongly encouraged to
send an updated CV and cover letter addressed to the Director Corporate
Services via email to: [email protected]
send an updated CV and cover letter addressed to the Director Corporate
Services via email to: [email protected]
Deadline: Friday 23rd
September, 2016 by 12:00 pm
September, 2016 by 12:00 pm
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