The Ugandan Jobline

• Serve as strategic partner to senior
  management of program offices by integrating HR strategies into Response
  operational strategy.
• Work in close collaboration with line
  management, develop and implement an HR strategy in alignment with the
  Response overall organizational and programmatic priorities/objectives and
  with regional HR strategy.
• Ensure timely follow-up on HR audit
  recommendations.
• Prepare and manage the annual HR budget.
• Actively participate in the overall
  budgeting process to ensure HR plans are included.
• Provide management oversight and
  leadership to the HR members of the Response Team.
• Contribute proactively to developing
  organizational culture that is in line with WV mission and vision.
• Actively participate in Leadership Team
  meetings and initiatives.

• Design, develop and review HR policies and
  procedures in close coordination with the line management and Senior
  Management Teams. Orient staff on all existing HR policies and procedures.
• Oversee the recruitment process through
  development of workforce planning, recruitment tools, and facilitating
  interviews and orientation.
• Oversee the Our People system (applicant
  tracking system) ensuring that data is accurate.
• Work in close collaboration with the
  Response Director support the development and design of compensation and
  benefits plans through job evaluation, job analysis process, HAY job
  grading, and market salary surveys and in accordance with Local Labor laws
  and the regional and Global Centre (GC) requirements.
• Work in liaison with the HR Director &
  Response Director, evaluate salary adjustments and increases as well as
  internal promotions and transfers for all response team in coordination
  with relevant managers and according to established policies.
• Manage the process of short-term
  deployments and secondment from and/or to response offices as well as the
  process of recruiting volunteers and interns.
• Oversee the staff termination process and
  conduct exit interviews with staff leaving the response offices.

• Build the capacity of HR teams to deliver
  quality services to the response.
• Promote staff growth and development
  through the implementation of performance management system and capacity
  building initiatives. Facilitate training of Sr. Management Teams and
  staff on Project Management System.
• Carry out annual training needs
  assessments to identify and establish the annual capacity building and
  training plans.
• Develop/select and implement employee
  training programs in coordination with all departments’ heads to increase
  individual and organizational effectiveness.
• Provide support in the implementation of
  the partnership wide initiatives such as leadership development and
  succession planning initiatives in collaboration with the P&C Director
  and leadership.
• Facilitate the Leadership Team and other
  non HR staff in understanding and interpretation of HR policies.

• Handle staff grievances for program
  offices and disciplinary action process in close collaboration with HR
  Director and line managers.
• Support management in counseling employees
  on problems affecting performance.
• Provide counsel to staff and managers on
  issues pertaining to employee relations in line with local labor laws and
  WVI policies.

• Review and monitor the international staff
  payroll on monthly bases.
• Ensure that all local payroll process are
  completed in a timely manner.

• Provide support in the review and facilitation
  of staff care programs that are applicable to a context and environment.
• Create and facilitate culturally sensitive
  programs that enable staff practice their faith in meeting community needs
  in an interfaith environment.

• Develop linkages with like organizations
  to share access to resources and to keep in tune with changes in HR
  environment, responsibilities and best practices.
• Attend and participate in different
  organizational events.
• Build and maintain relationships with
  other HR practitioners, both within WV partnership and outside of World
  Vision.
• Attend and participate in daily devotions
  and weekly Chapel services.
• Perform other duties as assigned.

• The ideal candidate for the World Vision
  People & Culture (HR) Manager job opportunity should hold a University
  degree in a field related to HR Management, Business management, or
  Psychology.
• A minimum of five to ten years of human
  resource management experience of which 3 should have been at providing
  leadership to a country team.
• Previous WV Experience is desired
• Excellent problem solving, interpersonal
  and negotiation skills.
• Ability to maintain discretion.
• Compassionate yet firm.
• Extensive knowledge of local &
  international employment laws and legal requirements
• Excellent English communication skills
  (oral and written).
• Ability to work in and contribute to team
  building environment.
• Exhibit spiritual maturity and integrity.
• Familiarity with emergency settings and
  dynamics and ability to work in a hostile environment.
• Broad knowledge and understanding of World
  Vision, People in Aid, and Sphere relief standards.
• Knowledge of and adherence to the Red
  Cross and NGO Code of Conduct.
• Ability to work under pressure, being
  self-motivated and detail oriented.
• Ability to build and maintain positive
  relationships with colleagues and maintain confidentiality at all times.
• Cross-cultural sensitivity, flexible world
  view, emotional maturity and physical stamina.
• Ability to maintain performance
  expectations in psychologically stressful environments and physical
  hardship conditions with limited resources.
• Able to use a computer, with word-processing
  and spreadsheets, (e.g. Microsoft Office).
• Excellent detail orientation skills.
• Fluency in English is a requirement.
• Attend any other building capacity forum.
• Must be a committed Christian, able to
  stand above denominational diversities.
• Knowledge of emergency response operations
  an added advantage.

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