The Ugandan Jobline

• Establishes credibility as a senior level HR business partner
  throughout the organization with management and the employees in order to
  be a trusted adviser, coach and problem solver.
• Participates in the development of the organization’s plans and programs
  as a strategic partner but particularly from the perspective of the impact
  on people, culture and employee engagement.
• Translates ENCOT’s strategic and business plans into objectives and
  HR strategies to enhance performance.
• Plans, develops, implements, and evaluates HR strategies, practices
  and policies to ensure desired outcomes are achieved.
• Creates a learning environment, brings knowledge and promotes change
  management strategies and practices to support organizational change.
• Develops staffing strategies and programs to identify and select top
  talent within and outside the organization. Identifies appropriate and
  effective external sources for candidates for all levels within the
  organization. Builds interviewing skills and selection tools to support
  those who interview candidates. Ensures the selection process is compliant
  and consistent with ENCOT strategic priorities and policies.
• Develops on boarding and orientation processes in collaboration with
  hiring managers for all new hires to ensure a positive initial employment
  experience and minimize turnover within the first 90 days.
• Consistent with a shared responsibility and total rewards
  philosophy, develops progressive, competitive and proactive compensation
  and benefits programs that motivate, incent, reward and retain employees.
  Ensures salary structure(s) and range(s) are market competitive.
  Participates in compensation and benefits surveys on behalf of the MFI.
• Maintains cost effective, mutually beneficial relationships with
  third party compensation and benefits consultants and plan providers.
• Develops effective performance management practices and processes
  that align organization goals to individual performance accountability,
  encourages high performance and rewards high performers. Must have a good
  understanding of the balanced scorecard system/principles/tools.
• Creates and implements organizational talent management and
  development programs. Areas of activity will include competency
  assessment, training and development, career development and succession
  planning.
• Oversees and ensures accurate time keeping, payroll processing and
  payroll accounting and payroll record keeping.
• Ensures compliance with applicable national laws and UMRA regulatory
  requirements.
• Maintain annual Affirmative Action Plan and supporting
  documentation. Acts as primary advocate for diversity and inclusion in the
  workforce at all position levels and in all parts of the organization.
• Administers the organization’s private pension scheme ensuring
  accurate record keeping, processing and communication to participants.
  Reports on program status per scheme requirements to advisors, senior
  management and the Board. Implements scheme changes deemed to be in the
  best interest of the organization.
• Develops appropriate policies and programs in support of a positive,
  engaging work environment. Provides assistance and counseling in the
  explanation and interpretation of human resource guidelines to both
  management and staff relating to work-related problems and issues
  encountered by them. Develops and maintains the Employee Handbook,
  policies and supporting procedures to ensure effective Employee Relations
  that reinforces an employee- and customer-focused, high-performance
  culture.
• Supports and establishes organization-wide employee communication
  vehicles and develops messaging that keeps employees informed and engaged.
• Leverages HR technology to drive efficient HR processes, analytics
  and reporting. Proactively manages the relationship with the technology
  provider.
• Ensures employees and managers gain value from the technology and
  are competent on the use of tools and information available to them within
  the system.
• Leads and coordinates the HR plans and integration activities
  associated with acquisitions and other partnerships of the organization.
• Manages the budget and other financial measures of the Human
  Resources Department.
• Keeps abreast of new and innovative practices in Human Resources
  through reading, continuing education, networking and associations with
  other professionals, vendors and consultants.

• The Senior Human Resources Business Partner (SHRBP) must hold a
  Bachelor’s degree in a related field is required. Advanced degree in a
  related field is preferred.
• HR Certification at any level is desired.
• Five years of progressively responsible HR management experience.
• Experience in the Microfinance and/or banking industry is strongly
  preferred.
• Must have strong recent experience in the development and
  maintenance of compensation and benefits philosophy, methods, and
  programs.
• Demonstrated skills in the development and implementation of
  effective training programs, including the ability to lead and train
  groups.
• Experience working with a geographically distributed workforce. Must
  have knowledge of Uganda labor laws.
• Flexible and able to multitask; can work within an ambiguous,
  fast-moving environment while also driving toward clarity and solutions;
  demonstrated resourcefulness in setting priorities and guiding investment
  in people and systems.
• Proficiency in MS Office suite, good understanding of IT and its
  role in modern management.
• Able to travel as needed.
• Prior experience/exposure as a Human Resource Officer or HR business
  partner or related role highly desired.
• Knowledge of contemporary Human Resources principles and practices.
• Prior experience working in the Microfinance or banking industry.

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