The Ugandan Jobline

Job Title:   People & Culture Business Partner

Organisation: World Vision International

Duty Station:  Kampala, Uganda

Reports to: People & Culture Manager

About US:

World Vision Uganda is a Christian Relief, Development and Advocacy Non-Government Organization dedicated to working with children, families and communities to overcome poverty and injustice. We currently work in over 41 districts in Uganda. World Vision is committed to the protection of children and we will not employ people whose background is not suitable for working with children. All employment is conditioned upon the successful completion of all applicable background checks, including criminal record checks where possible. “Our Vision for every child, Life in all its fullness.  Our prayer for every Heart, the will to make it so.”

Job Summary:  The People & Culture Business Partner will provide effective support for all P&C functions to line managers, team leads as well as all staff in a bid to build and retain a workforce with the right skills to deliver World Vision Uganda’s (WVU) People and Culture Strategy.  The job holder requires thorough understanding and appreciation of both internal and external context in which he/she will be working and be forward thinking in anticipation of future P&C as well as Organizational Development needs. He/she will also be required to identify and together with the P&C Manager, effectively manage P&C risks within their area of operation, ensuring full compliance with all relevant local laws/regulations and WVU P&C policies and procedures promote child well-being aspirations in line with Our Promise

Key Duties and Responsibilities:

Strategic Partner: Develops and implements Human Resource solutions to business problems

• Actively contribute to the business strategies by providing technical support & guidance to Managers and team leaders to identify, prioritize, and build organizational capabilities, behaviors, structures and processes.
• Analyze trends and metrics in partnership with P&C team to develop solutions, programs and policies.

Operations Management: measure monitors and coordinates People and organization capabilities:

• Recruitment and Onboarding support
• Payroll Management
• Contracts Management

Performance Management:

• Line managers are equipped with the skills and confidence to effectively manage the performance of their teams to support the delivery of WVU strategy.
• Provide day to day performance management guidance to Staff (coaching, counseling, career development, disciplinary actions).

Learning and development and Succession Planning:

• Work with Line managers and L&D to identify, develop and report on staff learning and development initiatives in line with the approved training work plan.
• Support line managers in identifying, developing and retaining talent and potential successors within WVU.

Staff Development / Capacity Building – works with the L&D Unit to ensure the following:

• WVU staff are equipped with the skills and knowledge and demonstrate the right behaviours to deliver effective programs now and in the future.
• Together with L&D Manager, support develop a capacity development plan and implementing it effectively to address the issues of capacity needs in a strategic way.

Spiritual nurture:

• Monitor that spiritual nurture initiatives are cascaded to all staff to ensure that Christ is kept at the center and staff live out their Christian faith with boldness and humility as it applies to WV ministry work.

Exit coordination and management

• Manage exit of staff to ensure the HR system is updated and information is accurate for computation of final staff payments.
• Manage the staff clearance processes and ensure timely payment of terminal benefits within policy
• Work with staff and supervisors to complete Exit Interviews/ forms in time and compile quarterly reports
• Quarterly analysis of exit interview forms and submission of report to supervisor

Employee engagement and Employee Relations management: Supports creation of solutions to drive employee commitment and contribution.

• Maintain in depth knowledge of legal, National and partnership requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
• Provide HR Policy guidance and interpretation to staff and build the capacity of line management to understand and implement organizational policies and procedures.
• Participate in periodical reviews of P&C policies and strategies, employee opinion surveys and make recommendations for better running of the division.
• Communicate and facilitate adoption of organizational culture and values by employees
• Together with P&C Manager, develop action plan and effectively implement to address all the issues identified by Our Voice/Employee Opinion Survey and report on the progress to improve employee wellbeing and engagement.
• Support line management to manage and resolve complex employee relations issues.
• Work closely with line management and employees to improve work relationships, increase productivity and retention.
• Attend to employee grievances as well as disciplinary issues.
• P&C risks presented by the local context are effectively mitigated.

Change Management

• Build capability of employees and managers to respond to and manage organizational changes
• Coordinate and guide management on staff transitions during program/project phase outs and ensure all applicable policies and procedures are adhered to.
• Under change management, is it okay, we include expectations on being part of the OD projects.

P&C Administration/Operations

• Reporting
• Prepare Monthly/Quarterly reports for information and update
• Provide P&C analytics to advice on trends and areas of improvement in the respective programs.
• Conduct periodic visits for P&C related support.
• Leave Management: Prepare monthly leave reports and share with the People & Culture Manager at the end every quarter and reconcile in the HRIS.

Staff Welfare, Health and Safety

• Work with P&C Respective staff to ensure Staff are enrolled on the Personal Accident insurance as well as Group Life and follow up on any claims and compensations.

Qualifications, Skills and Experience:

• The applicant for the World Vision People & Culture Business Partner job must have extensive knowledge & applicability of Ugandan labour laws and legal requirements
• Substantial business acumen with clear, comprehensive understanding of the link between talent and other HR initiatives and organizational strategy,
• Ability to effectively envision, develop, and implement new strategies to address competitive, complex business issues.
• Ability to collect, synthesize data and develop recommendations that aid management decisions
• Required to remain objective and neutral at all times and not get emotionally involved, sometimes in stressful situations.
• Required to balance operational and strategic demands of the role.
• Customer service orientation
• Well-developed interpersonal and communication skills
• Good skills in conflict resolution/problem solving, teamwork, crisis management, training facilitation and coaching.
• A practicing Christian.

How to Apply:

All suitably qualified candidates are encouraged to submit your application and complete Curriculum Vitae by applying online through visiting World Vision International’s e-recruitment jobs portal at the web link below.

Click Here

Deadline: 29^th April 2022

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