The Ugandan Jobline

• Technically support Country Directors and
  the Senior Management Team on the delivery of corporate HR strategies and
  plans. To ensure HR policies and practices which support business needs
  are in place and well understood by all staff.
• Make sure that HR plans, Equality
  Diversity & Inclusion, issues and risks are actively managed across
  all areas – including recruitment, learning and development, performance
  management, TACOS, staff turnover and continuity.
• Offer technical advice to the Country and
  Cluster teams on HR trends, issues, staff relations and other areas
  required.

• Ensure that managers carry out recruitment
  and selection according to corporate standards and documentation related
  to recruitment and selection is completed in line with corporate
  requirements.
• Ensure that documentation of all
  recruitment procedures. Regular training for new starters and refresher
  training to be provided.
• Ensure effective induction is carried out
  for all staff and documentation as needed.
• External recruitment solutions are pursued
  effectively in country , and cluster countries.
• Ensure recruitment pages of websites are
  kept up to date and in line with agreed employer branding approach.

• Guide and coach managers and /or staff on
  HR issues and procedures including: Sickness absence, Disciplinary
  procedures and Grievances
• Support senior managers in meetings with
  local staff representatives as required.
• Contribute to reviews of operational procedures
  and working for British Council. Ensure procedures are up to date and
  accessible by staff and managers.
• Regularly review and update Employee
  handbook documentation annually according to local legal advice and
  corporate guidelines as agreed with Director/Regional HR team.
• Advise on local labour issues.
• Support annual pay or other reviews by
  providing required information as required by regional HR.
• Actively promote a supportive working
  environment for staff.

• To include improvements to HR systems and
  processes, restructuring, implementation of regional initatives, diversity
  and corporate social responsibility initiatives, and changes needed to
  comply with local employment legislation.
• Encourage at least 90% of staff to
  complete the staff survey and present staff survey results to the country
  and cluster management team. Under the leadership of the Country Director,
  devise the staff survey action plan for country and the cluster
• Arrange staff meetings to discuss staff
  survey reports and follow-up action agreed with staff and progress
  communicated to staff.
• Make sure that all projects are properly
  planned. Implementation is to the agreed timetable, with cost and quality
  targets met. – Key messages are communicated and are understood by
  relevant staff.

• Actively promote a culture of learning,
  knowledge sharing and teamwork.
• In charge of developing an annual learning
  plan in liaison with all cluster countries, representatives and line
  managers which meets business needs. Ensure that the plan is implemented
  and that all staff have individual learning and development plans.
• Ensure that training needs analysis is
  conducted annually. An overall learning and development plan which meets
  business requirements, the professional development and generic training
  needs of all staff is agreed and delivered in each country each year.
• Adequate budget provision for learning and
  development is agreed with specific budget holders.
• Ensure all new, promoted and transferred
  staff receive appropriate induction and support.
• Positive feedback on training events held
  in the region. Ensure appropriate evaluation is fed back into the planning
  cycle.
• Deliver local and regional training on HR
  specific topic as per results from training needs analysis or where there
  is a need.

• Manage and ensure effective performance
  management process for staff based in the cluster.
• Ensure communication with staff and
  managers yields the required outcomes and that processes are well known –
  with refresher sessions being offered where required.
• Advise and support managers within the
  cluster who are dealing with cases of poor performance.
• Corporate policy adhered to and regional
  deadlines met.
• Ensure that performance management data
  provided to the region is accurate and on time.
• Sound advice is given on disciplinary
  policy/ Essential HR and labour laws.

• Overall management of HR admin systems for
  medical/ dental and life insurance schemes, sickness and attendance
  procedures, staff records, business continuity records and other areas as
  appropriate.
• Oversight of the British Council staff learning
  and development budgets
• Justify and approve changes to staff pay.
• Support the process for reviewing and
  updating overseas allowances, in line with Essential HR.
• Renewal of medical and life insurance
  annually in accordance with BC procurement guidelines
• Ensure compliance with medical / insurance
  scheme rules, positive feedback from staff.
• Budget spend on target or variances
  reported to cluster Country Directors and budget managers.
• Active participation in the Enterprise
  Risk Management Framework process meetings.
• Clear, efficient processes for payroll
  administration.
• Ensure that Regional and country policies
  and legislation meet deadlines and 
  Essential HR are all complied with

• Ensure that British Council’s recruitment
  strategy identifies and responds to EDI issues.
• Manage the implementation of the British
  Council’s EDI policies in areas relating to HR (particularly recruitment).
• Send HR data to support the compilation of
  the DAF submission for the country.
• Conduct equality monitoring of staff.
• Ensure that EDI issues are acknowledged
  and openly discussed amongst staff and that appropriate action is planned and
  implemented and that HR staff attend relevant EDI training.

• Work closely with the Regional IKM Manager
  on the implementation of IKM policies in the country and cluster regarding
  HR data.
• Work with the Regional IPA to ensure that
  activities in country are completed in line with IKM standards.

• The ideal British Council candidates for
  HR Manager Job vacancy should possess a first degree in Human Resources and
  /or relevant professional HR qualification from a recognised awarding
  institution/University.
• A minimum of three years’ experience and
  track record in HR management; experience and understanding of best
  practice in HR processes and systems; understanding and experience HR
  matters relating to the country  (and cluster) employment laws.
• Proven budget management experience is
  desired
• Excellent communication & influencing
  skills with experience of working in an international and multi-cultural
  organisation.
• Skills in building good relationships at
  all levels of the organisation aimed at enhancing stakeholder engagement
• Strong planning and organisational
  skills.
• Skills in developing and reviewing the
  implementation of annual plans for a work group or function, taking
  account of business and customer requirements and
• Flexibility, independence and initiative
  to perform successfully in a rapidly changing environment
• Good knowledge and understanding of
  relevant areas of HR (employment law, employment contracts, work-life
  balance, maternity, EDI, dismissal, redundancy),Reward, Recruitment, Learning
  & Development, Performance management
• Provides support members of the team and
  is aware of individual differences. Helps colleagues perform tasks and use
  systems and processes.
• Possess the ability to work effectively
  in a matrix environment
• Negotiation & problem solving skills
• Face to face training skills.
• Excellent coaching skills is desired
• Past change management and project
  management skills are desired

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