The Ugandan Jobline

• Partner
  with line management and staff to identify current and future human
  capital business needs, and design appropriate People Management &
  Organizational Design strategies, plans, and interventions to enable the
  Bank achieve its short and long term business plans.
• Provide
  the interface between HR and the areas of operation to provide HR
  solutions and coordinate the implementation of the HR agenda in the
  Business. This will cover both operational and strategic areas of People
  management.
• Execute,
  support and monitor the implementation of the Bank’s performance
  management system. This will include supporting Line Managers with
  appropriate performance management interventions for their staff.
• Support
  organizational change by ensuring that appropriate structures are in place
  as a means of defining jobs and aligning the growth strategies of the Bank
  with the staffing plan and Budget. This includes involvement in Job
  Evaluation, alignment of Organization structures and development of job
  descriptions.
• Assess
  the level of talent, coordinate and implement succession planning and
  talent management strategies to support the delivery of business
  requirements in relation to the Banks current and future competence,
  knowledge and skills needs.
• Monitor
  and review Bank HR metrics in the area of Operation in order to define the
  human capital requirements and engage line managers and stake holders on
  undertaking the necessary interventions. This will include review of staff
  productivity and efficiency, staff alignment to expected standards and
  workload assessment.
• Develop
  and support the implementation of retention strategies to enable the Bank
  retain its critical talent as well as maintain overall attrition at
  acceptable levels.
• Coordinate
  the Staff cost and Headcount (workforce planning) budgeting and monitoring
  in the respective area of operation. This will also include coordination
  and support in Resourcing decisions made for staff.
• Support
  the staff engagement agenda of the Bank in order to ensure we implement
  the relevant initiatives to have a motivated and productive staff base and
  deliver our Employee value proposition. This will include undertaking
  various interactions with staff in the area of operation.

• The
  ideal candidate for the Centenary Bank Manager Human Resource Business
  Partnering job placement should hold a Bachelor’s degree in the field of
  HR Management, Social sciences, Organizational Psychology or other
  relevant degree
• A
  post graduate or professional qualification in the area of HR Management
  is an added advantage
• Three
  years of practical and progressive experience in an HR management role at
  an advanced level in a reputable organization preferably in a financial
  institution or FMCG.
• Hands
  on experience in HR Business partnering and in using the balanced
  scorecard as a performance management tool is an added advantage
• Business
  Acumen in terms of ability to understand the Business and area of
  operation
• A
  high level of integrity and strong communication skills
• The
  ability to work effectively with diverse teams and build relationships
• Thorough
  and proven understanding of best in class and contemporary HR practices
• Ability
  to meet deadlines and handle multiple tasks in a fast paced and demanding
  environment.
• Creative
  and innovative with a customer centric disposition
• Compassion/Counselling
  skills are required, particularly in assisting line managers with problems
  or any difficult situations referred by the team and staff
• Skills
  in the areas of coaching, mentoring and influencing.
• Analytical
  skills sufficient to set and monitor budgets and contribute to business
  planning and assessment decisions

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