The Ugandan Jobline

• In coordination with CHRM and line managers,
  identifies training needs for various categories of staff, and
  participates in the design of in-house staff training programmes.
• Coordinates and supports the implementation of
  appropriate learning initiatives as per existing Training Plans and
  Policies.
• Develops and oversees the coordination and
  implementation of the annual staff development /training plans and evaluates all training
  programmes and follows up with line management on development
  opportunities provided to staff
• Coordinates workshops and all corporate
  training requirements – this includes Child Protection Policy, Gender,
  Disaster Risk Reduction,
  Child Centred Community Development, Performance Management Standards,
  HRIS and others.
• Follows up with staff to ensure learnings from
  workshops/trainings are shared with all staff using an approved approach/
  strategy.

• Responsible for ensuring staff enroll /benefit from online courses, tracks
  progress and reports on online courses usage.
• Keeps abreast of all related developments on
  the Academy and updates management and staff.

• Works hand-in hand with CHRM to ensure the
  talent management programme is running.
• Responsible for updating succession plans at
  all times for the recommended categories.
• Maintains database of organisations that can
  offer various types of professional development.

• Responsible for smooth on-boarding for all
  staff, in collaboration with the Recruitment desk and hiring managers
• Organises and coordinates an effective
  orientation and induction programmes/workshops for staff at Country Office and Programme Area levels
  in line with the HR induction policy.
• Responsible for one-day orientation programme
  at Country Office for all new staff.
• Responsible for ensuring that technical
  orientation is takes place for staff at the Programme Area levels.

• Manages the medical and GPA -accident insurance
  schemes and ensure related information is updated always and respective
  accounts managed
• Participates in periodical reviews of HR
  policies and strategies and employee opinion surveys and make recommendations for the better running of the
  department
• Participates in salary reviews and budgeting as
  may be advised by supervisor
• Acts as a focal person between the HR
  department and other departments on staff development
• Manages all correspondences related to staff development ensuring
  response deadlines are met.
• Responsible for filing and maintaining all documentation
  related to area of responsibility.
• Coordinates reporting for the department- monthly, quarterly and annual
• Staff welfare: announcing births, deaths and
  supporting staff with bereavement benefits
• Notify IT, Administration on the new and exited
  staff on a monthly basis

• Supervises and supports the HR Officers to ensure they are
  performing on the respective deliverables.
• Manages performance and wellbeing of
  supervisees
• Supports the growth and development of
  supervisees

• The applicant for the Plan International HR Coordinator job opportunity
  must hold a Bachelor’s degree in human resource management or related field.
• Post graduate qualifications in human resource
  management is added advantage
• Excellent technical knowledge on general HR
  areas
• Knowledge of operationalising HR in a busy
  international NGO environment
• Firsthand experience and knowledge of working
  in developing country
• Skills
• Communicates clearly and effectively (both written and
  verbal).
• Strong analytical and problem solving skills
• Proven skills in the full range of general HR
  needs, including data management, recruitment, pay and employee relations
  is essential
• Skills in supporting strategic planning and
  human resourcing requirements
• Strong negotiating, facilitating and
  influencing skills.
• Strong team-building and motivational skills
• Good interpersonal and public relation skills

• Behaves consistently in approach to work and decision-making
• Strongly drives performance forward in area of
  the business for which they are responsible together with the team
• Sets a strong learning culture in their part of
  the organisation
• Remains calm and positive under pressure and in
  difficult situations
• Aware of impact on others and adjusting own
  behaviour accordingly
• Tolerant of difference – cultural sensitivity
  in relation to its impact on HR

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