The Ugandan Jobline

Job Title:  People and Culture Recruitment Manager

Organisation: World Vision Uganda

Duty Station: Kampala, Uganda

Reports to: People and Culture Director.

About the Company:

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 and Culture Recruitment Manager is a pivotal role tasked with the development and implementation of strategic talent acquisition initiatives that align with World Vision Uganda’s mission to serve the most vulnerable. This role requires a proactive approach to workforce planning, recruitment marketing, and talent sourcing to attract, assess, and retain high-caliber talent who can effectively contribute to the organization’s goals. Key responsibilities include managing all recruitment activities across the organization, ensuring the timely and effective placement of staff. This encompasses overseeing casual contracts, conducting job evaluations using Hay Job Grading methodology, and building capacity in the Workday system for efficient recruitment process management.

The role also involves fostering strong collaboration with hiring managers to ensure recruitment efforts align with departmental needs and organizational objectives. It requires ensuring compliance with organizational policies, safeguarding standards, and local labor laws. Additionally, the People and Culture Recruitment Manager provides leadership to the recruitment team, driving a high-performing recruitment function that upholds integrity and excellence.

Key Duties and Responsibilities:

Workforce Planning

• Analyze current workforce data and business objectives to predict future staffing requirements.
• Create strategies for sourcing, attracting, and hiring candidates, ensuring alignment with workforce needs.
• Develop recruitment campaigns that target specific skill sets or gaps in the workforce.
• Identify key roles and high-potential employees to fill these positions in the future.
• Develop leadership pipelines and training plans to prepare employees for future responsibilities.
• Develop plans for managing short-term workforce fluctuations, such as through casual workers or contractors.
• Ensure that the organization can adapt quickly to changes in market conditions or project demands.

Recruitment Process Management

• Collaborate with hiring managers and department heads at World Vision to clearly define job roles, responsibilities, and essential qualifications for each position.
• Ensure alignment of job descriptions with organizational objectives and the specific needs of World Vision’s programs, particularly in humanitarian and development sectors.
• Implement comprehensive recruitment strategies to source candidates through multiple channels such as job boards, social media, networking events, partnerships with universities, and community outreach mindful of inclusivity and cultural sensitivity.
• Review applications, CVs, and portfolios to shortlist candidates based on job requirements and organizational fit.
• Conduct preliminary assessments, including telephone or video interviews, to evaluate skills, experience, and alignment with World Vision’s values and mission.
• Facilitate structured interviews and assessments in collaboration with hiring managers, ensuring that all candidates are evaluated against the same criteria. Include behavioral interviews and competency-based questions to assess the candidate’s ability to thrive in World Vision’s working environment, particularly in field operations and community-based roles
• Carry out thorough reference and background checks, including verification of qualifications, work history, and professional references.
• Ensure compliance with World Vision’s safeguarding and child protection policies, particularly for roles that involve direct interaction with vulnerable populations.
• Prepare and extend job offers to selected candidates, outlining terms and conditions of employment clearly, including compensation, benefits, and expectations.
• Negotiate salaries and other terms where applicable, ensuring equity and fairness within World Vision’s salary structures and in accordance with organizational policies.
• Facilitate a seamless onboarding process, ensuring new hires are introduced to World Vision’s values, culture, and operational processes.
• Provide and/or ensure feedback is provided to interviewed candidates
• Track and measure recruitment success through key performance indicators (KPIs) such as time-to-hire, cost-per-hire, and quality-of-hire.
• Provide regular reports to the People and Culture Director, highlighting recruitment trends, challenges, and the effectiveness of recruitment strategies, ensuring alignment with World Vision’s overall talent acquisition goals.

Capacity Building and System Management

• Provide in-depth training and continuous support for the recruitment team and hiring managers to ensure efficient use of Workday and Box for recruitment processes, document management, and data storage.
• Conduct regular training sessions for the recruitment team on the latest recruitment trends, tools, and best practices to enhance overall efficiency and effectiveness.
• Implement data-driven approaches and automated workflows within the Workday system to streamline recruitment, improve time-to-hire, and minimize manual tasks, ensuring alignment with organizational objectives.
• Develop and standardize metrics and reporting templates within Workday to track recruitment performance, candidate pipeline, and key hiring trends, providing valuable insights to leadership for strategic decision-making.
• Build capacity for effective collaboration between the recruitment team, HR business partners, and hiring managers by establishing clear communication channels.

New Staff Onboarding Process

• Set up workstations, email accounts, and necessary software, ensuring all documentation is ready for employees before the first day.
• Introduce the new hire to key team members, managers, and cross-functional stakeholders.
• Train the new hire on internal systems (e.g., Workday) and tools relevant to their role.
• Schedule regular check-ins to assess progress, address any concerns, and gather feedback on the onboarding experience.

Reporting and Metrics.

• Prepare monthly and quarterly reports on recruitment metrics, including time-to-fill, cost-per-hire, and quality of hires.
• Provide regular updates and analytics to leadership on recruitment trends and challenges.
• Support internal and external audits by ensuring proper documentation and compliance with standards.
• Regularly review and analyze watchdog or block party screening reports to ensure that recruitment practices comply with World Vision’s child protection and safeguarding policies.
• Address any concerns or discrepancies promptly, Collect and analyze feedback from candidates about their recruitment experience to report on candidate satisfaction and suggest improvements to the recruitment process to enhance the organization’s employer brand.
• Manage and maintain a comprehensive monthly recruitment tracker, ensuring that it includes all active job openings, candidate status, and hiring progress to maintain transparency and manage recruitment timelines and expectations.
• Review recruitment reports submitted by recruiters and assess their alignment with organizational recruitment goals.
• Ensure that key metrics such as candidate quality, time-to-fill, and job fit are met, and provide actionable feedback for improvement.

Hay Job Grading

• Lead and manage the comprehensive job grading process for the National Office, ensuring that all new and existing positions are accurately graded in line with established guidelines and organizational standards
• Build internal capacity by training and mentoring National Office P&C staff and hiring managers on job grading best practices, methodologies, and tools to ensure consistent and objective grading decisions across the organization.
• Provide guidance and support to departmental managers in understanding and implementing job grading procedures, ensuring that the grading process aligns with both local and global compensation frameworks

Leadership and Supervision

• Provide leadership and mentorship to the Recruitment Officer, fostering a high-performing team culture.
• Oversee the distribution of tasks within the team and monitor progress to ensure efficiency and quality.
• Champion diversity, equity, and inclusion in all hiring practices.

Qualifications, Skills and Experience:

• Proven experience (typically 5–7 years) in end-to-end recruitment processes, including sourcing, interviewing, and on-boarding.
• Expertise in creating and executing talent acquisition strategies to attract high-quality candidates.
• Experience in leveraging recruitment marketing, employer branding, and sourcing techniques such as social media, job boards, and headhunting
• Demonstrated ability to lead, mentor, and manage recruitment teams.
• Strong decision-making skills and the ability to prioritize and manage multiple hiring needs in the emergency context.
• Experience in workforce planning and forecasting to meet organizational staffing requirements.
• Proficiency in using applicant tracking systems (ATS), recruitment software, and HR management systems like Workday, SAP Success Factors, or similar.
• Experience in building and maintaining recruitment databases and future hire pipelines.
• Proven experience working closely with hiring managers and business leaders to define role requirements and develop job descriptions.
• Strong ability to collaborate across teams, including HR Business Partners, Senior leadership, and external partners.
• Knowledge of labor laws, recruitment policies, and equal employment opportunities.
• Experience in preparing and presenting recruitment metrics, and monthly and quarterly reports.
• Ability to support internal and external audits related to recruitment practices.
• Familiarity with job evaluation methodologies such as Hay or similar systems, and experience in grading positions.
• Capacity building in recruitment tools and systems for team members.
• Experience in managing casual labor contracts and other non-standard employment arrangements.
• Exposure to international or multi-sector recruitment (e.g., INGO, corporate, or public sector experience).

Required Education, training, license, registration, and certification:

• A Master’s degree in Human Resources Management, Business Administration, or a related field is desirable.
• A minimum of a Bachelor’s degree in Human Resources (HR), Business Administration, Industrial and Organisational Psychology, or a related field
• Certified Recruitment Professional (CRP) from professional organizations
• Hay Group Job Evaluation Certification or training in job evaluation methodologies (e.g., Hay, Mercer)
• Training in modern interview techniques, psychometric testing, and candidate assessment tools

Preferred Knowledge and Qualifications

• Significant on-the-job experience in recruitment and HR functions is essential
• Familiarity with Applicant Tracking Systems (ATS), HRIS systems (e.g., Workday, SAP SuccessFactors, Oracle), and social media recruiting platforms like LinkedIn Recruiter.

Applicant Types Accepted: Local Applicants Only

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: 20th January 2025

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