The Ugandan Jobline

• The incumbent will develop and implement CP People and OD Plans:
  Develop a clear understanding of the CP people needs and with the Senior
  Management Team (SMT) create and effectively deliver a people and OD plan
  to maximise the CP’s effectiveness and capabilities. Ensure the People and
  OD Plan supports the wider WaterAid Global People Strategy.
• Work closely with the Senior Management Teams (SMT): As
  part of the SMT of the CP responsible for the overall leadership of the
  Country Programme. Promote and embed WaterAid’s values and leadership
  behaviours.
• Support Change Management: Assist the managers to drive,
  communicate and sustain change implementation by ensuring clarity on the
  rationale for change, the future vision, what needs to be done and what
  the impact is.
• Embed Performance Management:
  Embed and role-model a strong performance management culture and
  processes. Support and coach staff and managers to create clear appraisal
  objectives, hold open honest conversations, recognise success and
  implement performance improvement plans.
• Resourcing: Identify skills and capabilities
  required to deliver current and future CP work. Develop an annual CP
  resourcing plan and support and challenge managers to make the right
  resourcing choices. Use appropriate, effective and creative recruitment
  and selection approaches.
• Work with wider Global People team: In
  charge of supporting the development and delivery of global and regional
  people projects, sharing learning, resources and mentoring others across
  the people network.
• Induction: Ensure new and transitioning
  employees receive a thorough induction and coach managers on their role in
  delivering this.
• Identify and maximise potential:
  Support managers in identifying and maximising high potential and
  succession planning in the CPs.
• Learning and Development: Mentor and coach managers to
  understand employee learning needs, career aspirations and to build
  learning and development plans. Recommend suitable learning methods and
  develop an annual CPs learning and development plan, supported by learning
  initiatives from the global people team.
• Leadership and Management Development: Work in
  liaison with the RPL and global Leadership and Engagement Teams to build
  leadership competence in the CPs.
• Reward and Payroll: Manage and continuously improve CP
  reward ensuring an appropriate mix of pay, benefits and non-pay rewards in
  line with WaterAid’s reward principles and national legislation.
  Contribute to reward benchmarking and coach managers in talking to
  employees about reward. Ensure payroll and reward is delivered and
  communicated effectively.
• Employee Engagement: Encourage high levels of employee
  engagement, including thorough staff participation in the global employee
  survey.
• People Policies and Processes: Develop and
  maintain all CP people policies, processes, administration, staff handbook
  and other documentation, ensuring this is kept up to date, is effective,
  in line with current statutory legislation and WaterAid global policies
  (i.e., employment contracts, starters, leavers and change processes).
• Effective Management of Employee Relations:
  Provide specialist advice and instruction to managers on employee
  relations issues (i.e. disciplinary, grievance, capability, bullying and
  harassment) in line with CP policy, Global WaterAid policies and statutory
  legislation, working with legal providers as needed
• Diversity Management: Give accurate and appropriate
  advice, training and support to managers to recognise, respect and enable
  diversity.
• People Reporting: Collect, collate and accurately
  analyse people metrics for use within the Country Programme’s and for
  regional and organisational wide people reporting.
• Partner Organisational Development :
  Contributing to and supporting the Partner’s organisational design and
  development in close collaboration with other departments/ teams within
  country programmes
• Other role related tasks / activities as required
  by the Country Programme s or Global People Team. Willing and able to
  travel between 8-12 weeks per year, predominately to WaterAid and partner
  offices within the country programmes aside the work base in Kampala.
  Although may be required occasionally across other countries in the region
  and WaterAid head office in London

• The applicant for the WaterAid Head of People
  & Organisational Development vacancy should hold a Master’s degree
  level qualification in Human Resources Management, Organisation Psychology
  or a Master’s degree in Business Administration with a post graduate
  diploma in Human Resources Management.
• Professional HR qualification highly
  desirable
• Significant HR management operational
  experience within a busy HR team environment providing timely and high
  quality advice with a minimum of 5 years at senior management level
  handling a cross range of issues including recruitment, conflict
  management, employee relations, reward, performance management, employment
  legislation, change management, policies and processes and learning and
  development
• Comprehensive working knowledge in HR best
  practice and innovative new practices
• Strong IT skills particularly MS Word, Excel
  and Outlook, with experience of using HR databases, online recruitment
  tools and Intranets
• Good analytical and numeracy skills, to
  produce and distil accurate information
• Excellent communication skills in written and
  oral English Commitment to WaterAid’s values, code of conduct and working
  style that exhibits our leadership behaviours
• Highly competent in interpreting and applying
  statutory legislation.
• Excellent track record of providing
  empowering support to line managers
• Actively seeks to develop understanding of
  the sector, the CP and WaterAid.
• Connects with peers across the organisation
  to bring best practice ideas to the CP, working in a matrix management
  structure.
• Ability to consider an issue or opportunity
  from a wide and strategic perspective
• Able to evaluate information and apply
  intuition and strong judgement
• Able to influence and support and challenge
  senior managers and seen as a credible source of advice
• Customer, solutions and delivery focused,
  with the ability to manage competing priorities and deadlines
• Proactive, flexible, resourceful and
  innovative
• Able to consult and research but can also
  make effective decision
• Effective and engaging communicator who
  tailors communications to include and engage different audiences
• Committed to effective performance management
  and able to instil this commitment in managers
• Ability to promote cross team collaboration
  and form effective working relationships with people from across the
  organisation
• Holds a position with courage (when
  appropriate) but can also be flexible
• Role models WaterAid values
• Personal Integrity
• Good analytical thinking
• Strategic Thinking
• Pro-activity
• Results Orientation
• Concern for Impact
• Good relationship building skills
• Good training and facilitation, coaching and
  recruitment skills
• Good leadership ability
• Good planning and organizational skills
• Good problem solving and decision making
• Excellent written and oral for both Swahili
  and English
• Good communication Skills
• Organisation Development Orientation is
  desired
• Independent Thinking
• Performance Management
• Change Management is desired
• HR Policy design and implementation
• Skills Capacity Building
• Good Team Building
• High level of innovation
• Excellent in both written and oral English
  language.
• Show commitment to WaterAid’s values and ways
  of working.

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