The Ugandan Jobline

• Partner with the business line
  management teams to Influence thinking, challenge and identify
  opportunities to adopt HR best practices and guide them in the effective
  management of people to improve engagement levels, optimize on their
  contribution and achieve the Business strategies;
• 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 (capability), knowledge and skills needs.
• Monitor and review relevant 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 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.
• Coach leaders and line managers to
  become increasingly more effective at leading, managing and developing
  their units, teams, employees and their cross-functional relationships

• 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 Requisite
  Experience, knowledge and skills
• Three years of practical and progressive
  experience in a People 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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