The Ugandan Jobline

• Measures and monitors existing HR policies and procedures
• Maintain in depth knowledge of legal, National and International
  requirements related to day-to-day management of employees, reducing legal
  risks and ensuring regulatory compliance.
• Provide HR Policy guidance and interpretation to line management
  and  build the capacity of line
  management to understand and implement organizational policies and
  procedures
• Communicate and support development of mechanisms that facilitate
  adoption of organizational culture and values by employees
• Provide day to day performance management guidance to line management
  (coaching, counselling, career development, disciplinary actions).
• Works closely with line management and employees to improve work
  relationships, increase productivity and retention
• Coordinate specific projects as determined in the annual HR
  operational plan and contribute to functional and cross-functional
  initiatives.

• Ensure the staff welfare and benefits for the Response Team are
  running as required – medical insurance schemes are running smoothly and
  serving staff needs
• Ensure related information is updated  always and respective functions are up
  to date – IT, Payroll, Administration
• Participate in periodical reviews of HR  policies and strategies and employee
  opinion surveys and make recommendations for the better  running of the department
• Manage all HR correspondences related ensuring response deadlines
  are met
• Ensure all documentation related to area of responsibility is filed
  and maintained
• Reporting for the department- monthly, quarterly and annual

• Manage the recruitment and selection process in collaboration with
  the Recruitment office and –work with line managers to develop JDs,
  advertising new positions, shortlisting, screening and interviewing
• Manage and coordinate the recruitment schedules and actual
  interviews
• Process all documentation and appointment letters for all new staff
  and ensure onboarding as per the policies and procedures
• Organize and coordinate an effective orientation and induction for
  staff on ground in line with the HR orientation policy
• Ensure technical orientation is taking place for staff with their
  managers

• Talent management and succession planning
• In coordination with CHRM and line managers, identify training needs
  for various categories of staff, and participate in the design of in-house
  staff training programs.
• Coordinate and support the implementation of appropriate learning
  initiatives as per  existing
  Training Plans and Policies.
• Work hand-in hand with the ERM and CHRM to ensure the talent
  management program is running for the Emergency Response.
• Ensure updated succession plans at all times for the recommended
  categories.
• Maintain database of organizations that can offer various types of
  professional development.

• Build capability of employees and managers to respond to and manage
  organizational changes
• Support line managers to review processes and systems and initiate
  changes to improve work effectiveness.
• Ensure Transition preparedness and change management trainings take
  place for the  Response team.
• Support managers implement, track and assess on-going changes.
  (change portfolio management)

• The applicant for the Plan International Human Resource Coordinator
  job vacancy must hold a Bachelor’s degree in Human Resource management or
  related field.
• Post graduate diploma or masters in Human resource management
• Excellent technical knowledge on general HR areas particularly
  Emergency Response complexities
• Knowledge of operationalizing HR in a busy NGO environment
• Firsthand experience and knowledge of working in developing country
• Excellent written and spoken English skills
• Proven skills in the full range of general HR needs including data
  management, recruitment, pay and employee relations is essential
• Staff wellbeing and engagement experience
• Communication – excellent negotiation and influencing skills in
  multi-cultural contexts

• 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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