The Ugandan Jobline

• Work closely with line management and staff to identify current and
  future staff / HR business needs, and design appropriate HR &
  Organizational Design strategies, plans, and interventions to enable the
  Fund 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.
• Keenly analyzes trends and metrics to develop solutions, programs
  and policies. Monitor and review Fund’s HR metrics in the area of
  Operation in order to define people risks and engage line managers and
  stakeholders on corrective and collective actions. This will include
  review of staff productivity and efficiency, staff alignment to expected
  performance standards and workload assessment.
• Drive the staff engagement agenda of the Fund in order to ensure we
  implement the relevant initiatives to have a motivated and productive
  staff base and deliver our Employee value proposition.
• Support organizational change by ensuring that appropriate
  structures are in place as a means of defining jobs and aligning the
  growth strategies of the Fund with the workforce plan and Budget. This
  includes involvement in Job Evaluation, alignment of Organization
  structures and 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 Fund’s current and future
  competence, knowledge and skills needs.
• Execute, support and monitor the implementation of the Fund’s
  performance management system. This will include supporting implementation
  of the poor performance management interventions with Line managers.
• Tasked with developing and implementing retention strategies to
  enable the Fund retain its critical talent as well as maintain overall
  attrition at optimal levels
• Maintains in-depth knowledge of legal requirements related to
  day-to-day management of employees, reducing legal risks and ensuring
  regulatory compliance. Partners with the legal department as
  needed/required.
• Works closely with management and employees to improve work
  relationships, build morale, and increase productivity and retention.
  Manages and resolves complex employee relations issues.
• Identifies training needs for business units and individuals,
  including executive coaching needs. Participates in evaluation and
  monitoring of training programs to ensure success. Follows up to ensure
  training objectives are met.

• The applicant for the National Security Social Fund (NSSF) Human
  Resource Business Partner job placement must hold a Bachelor’s degree in
  Human Resources plus a Master’s degree in HR or related field.  Membership of an HR Professional Body is
  an added advantage
• A minimum of eight years of experience in Human Resource Management.
• Strategic thinker
• Business Acumen
• Excellent negotiation, influencing and persuasion skills
• Clear, concise and influential written communication skills
• Excellent people management skills
• Good counseling skills
• Good coaching and mentoring skills
• Tactful and diplomatic
• Ability to work on own initiative and under pressure
• Team player
• Flexibility in approaching work situations
• Competency in dealing with difficult situations
• Analytical and goal oriented
• Demonstrable experience with HR metrics
• Thorough knowledge of labor legislation
• Full understanding of all HR functions and best practices

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