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Job Title:   Employee Relations and Engagement Manager

Organisation: Medical Teams International (MTI)

Duty Station: Kampala, Uganda

About US:

Medical Teams International is a faith-based not for profit health relief and development organization with a Calling “Daring to love like Jesus, we boldly break barriers to health and restore wholeness in a hurting world.” MTI-UG has operations in West Nile and South western Uganda. We provide Comprehensive Primary Health Care, Reproductive Health, HIV/AIDS and Nutrition.

Job Summary: The ‘Manager, Employee Relations & Engagement’ analyses, researches, and develops appropriate fit-for-service HR tools and resources in the following areas: employee engagement, employee relations (discipline and grievance, handling Sexual Exploitation and Abuse (PSEA)/Child and Vulnerable Adult Protection (CVAP) investigations, etc.), staff care, learning and development and people-related data management. This position provides guidance and support to all HR Officers based in project sites concerning the areas above.

Key Duties and Responsibilities:

Incident Management/Employee Relations develop holistic approach to investigations

• In coordination with Headquarters (USA), research tools and best practices designed for incident management/investigations/employee relations cases. Tools to include HR tools and other departments’ (e.g. Security and Finance) tools.
• Partner with other departments managing incidents to agree on streamlined set of tools fit for Medical Teams International – Uganda needs.
• Contribute to the design of people manager training about tools for effective incident management, i.e. collecting evidence, taking witness statements, knowing when to escalate.

Conduct trainings on incident reporting and management.

• Provide guidance, counsel and training to employees and managers on issues of employee relations and conflict resolution.
• Serve as the primary lead in investigations and recommend solutions in a quick and efficient manner.
• Ensure disciplinary cases are handled in accordance with organizational policy and legal requirements; and advise field-based HR Officers in managing cases.
• Provide support to HR team as they serve as primary support for staff and managers on issues of employee relations, performance management, and conflict resolution.
• Serve as the Country safeguarding and PSEAH focal point.

Develop Staff Care strategy and plan

• Develop and implement strategy and approach for building staff resilience, including stress management and critical incident support.
• Receive training in peer support and critical incident stress management (CISM) and ensure the HR team and key people leaders in Medical Teams – Uganda are trained and ready to provide support.
• Actively participate in peer support, critical incident support when needed.
• Research culturally appropriate support for stress and trauma in Uganda, ensuring readiness and sharing of information to.
• Review occupational health and safety practices. Coordinate with Security Officer for any necessary changes.
• Provide critical incident stress management/peer support when specific needs arise and contribute to staff care efforts.
• Maintain knowledge of labour law requirements to ensure compliance.
• Support understanding and knowledge of staff well-being and healthy work environment by all people managers.
• Manage the development of staff wellness/care schemes and ensure staff wellbeing is taken into consideration through policy and practice.
• Design and manage employee recognition programs to celebrate achievements, foster a culture of appreciation, and reinforce Medical Team’s values and behaviour statements.
• Plan, and coordinate and execute employee events, town hall meetings, and other events to provide opportunities for staff engagements and to provide channels for sharing staff feedback and engaging with Senior Management.

Manage employee engagement efforts

• Develop calendar and timeline for the annual employee engagement surveys.
• Ensure adequate preparations are conducted, and communication developed for the surveys.
• Support managers in analysing responses and developing action plans.
• Analyse and report exit survey data for improving retention and addressing culture, team and organizational issues.
• Conduct Employee Engagement surveys, analyse data, develop action plans and effectively implement to address key issues.
• Manage the offboarding process by ensuring smooth transitions at end of contract and all Exits by ensuring compliance with Medical Teams’ policy procedures and legal compliance including documentation, while maintaining positive relationships for potential future reengagement.
• Produce Monthly HR reports on staff learning, staff care initiatives, and quarterly exit reports to inform and support organizational decision-making.

Manage Staff Learning and Development

• Lead HR Team to develop comprehensive annual staff training and development plans with a focus on leadership development, career development and continuous mentorship.
• Design and manage the learning and development budget. Source cost-effective solutions.
• Where needed, source external training partners or consultants, and ensure that they understand Medical Teams’ context, values, and specific needs. Manage relationships with external training suppliers and consultants.
• Maintain and timely update the learning and development tracker.
• Ensure optimal usage of online learning platforms available for staff learning and development.
• Implement and enhance the Medical Teams Leadership Development Program.
• In collaboration with HR Manager, ensure training needs from performance review process are incorporated into the annual training plan.
• Ensure the Safeguarding of program participants and employees through promoting an environment of awareness and upholding the code of conduct provisions of Medical Teams Protection from Sexual Exploitation & Abuse, Child & Vulnerable Adult protection, and harassment-free workplace policies. Incumbents will remain alert and responsive to any child and adult safeguarding risks, acquire relevant knowledge and skills which will enable you to promote strong safeguarding practices, understand the child and adult safeguarding policy and procedures, and conduct yourself in a manner consistent with the Safeguarding code of conduct and behaviour expectations.

Other duties as assigned.

• Contribute to other research and analysis as requested.
• Provide input and leadership into the development of other HR tools and resources, as requested.
• Contribute as active member of Human Resource team, through role modelling professionalism, customer support and teamwork.
• Additional duties as assigned.

Qualifications, Skills and Experience:

• Bachelor’s Degree in Human Resource Management, Industrial and Organizational Psychology, or equivalent is required.
• Professional Certificate in Human Resources is an asset.
• Related trainings in relevant fields
• Training of trainers certificate is an added advantage
• A minimum of 5 years of HR generalist experience, inclusive of three years with focus on staff welfare and employee relations
• Direct experience leading and successfully concluding investigations in a through and timely manner.
• At least two years’ experience in planning and leading training programs for staff
• Experience working with INGOs is an added advantage.
• In-depth knowledge of HR functions including employee relations, staff care, wellbeing and engagement, and learning and development.
• In-depth knowledge of Uganda labour laws
• Skilled in coaching managers and capacity building
• Skilled in conflict resolution and staff counselling
• Skilled in developing and conducting trainings for small and large audiences both in person and virtually.
• Excellent interpersonal and communication skills

How to Apply:

All suitably qualified and interested applicants should apply online at the link below.

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