Human Resource Manager Baylor- Uganda

Develop and implement the operational HR plans and ensure a competent, engaged workforce is available to implement Baylor Foundation Uganda’s strategic plan.

Overall Responsibilities
1. HR Policy implementation. (10%)
• Implement the HR policies, strategies, procedures, and terms and conditions of service in compliance with laws and regulations and ensure consistency across the organisation.
• Monitor and continually review HR processes and systems to ensure relevance and compliance.
Proactively advise management and staff of any changes in HR policies, employment law and guidelines and the implications thereof
2. HR business processes and systems (40%)
• Lead in budgeting for and implementing new and ongoing HR policies, processes, initiatives, and processes and ensure standardization of HR business processes across Baylor Uganda projects and locations.
• In collaboration with the Talent Acquisition Coordinator, HR regional coordinators partners and hiring managers, support the timely acquisition and placement of quality staff in accordance with applicable policies and guidelines.
In collaboration with the HR Coordinator – Learning, Performance and Development, support implementing staff learning and development plans and initiatives.
Coordinate with regional HR coordinators to carry out HR wellbeing surveys and plan and implement the delivery of staff wellness programs.
• Guide and supervise the administration of staff benefits, ensuring compliance and employee satisfaction.
• Monitor consolidated annual and quarterly leave plans and implementation.
• Track the renewal of staff contracts and recommend necessary actions where applicable.
• Prepare and ensure the timely running of staff payroll in accordance with applicable guidelines and policies
• Coordinate timely investigations of grievances and disciplinary issues. Facilitate mediation and inquiries and ensure conclusion and responses to the parties involved.
• In collaboration with the HR Business partners, follow up and ensure timely handover and payment of benefits for all exited staff.
• Carry out staff exit meetings and regularly prepare appropriate recommendations/reports for management action.
• Maintain HR risk register, plan for and implement regular scheduled and unscheduled compliance checks and other risk mitigation measures. Ensure identified gaps are addressed within the agreed timeline(s) and recommend to management appropriate action to mitigate future risks
• Maintain comprehensive human resource records and oversee the management and operation of HRIS to ensure compliance with organisational and legal requirements, as well as provide HR information to the organisation.
3. HR Business partnering. (30%)
• Ensure the provision of high-quality HR support and transaction services to all HR clients. Ensure HR guidance and advice are proactively provided to management and staff and on demand.
• Provide technical support to the HR Business Partners. Effectively supervise HR Business partners to ensure they carry out their responsibilities to the required standards.
• Perform supportive and specialised human resource administration for the COE regarding contract interpretation and administration, absence management, HR guidance, performance management and other HR transactional activities.
4. People/team Management (10%)
• Coach, train, supervise and mentor direct-report staff, including communicating clear expectations, setting quarterly performance objectives, providing regular and timely positive and constructive performance feedback, and providing documented semi-annual and annual performance reviews.
• Provide measurable development plan including on-the-job learning with the aim of strengthening technical capacity, exchanging knowledge within the team and providing guidance on career paths and, as part of succession planning, identify, train and develop capability and capacity of high potential staff to take on critical roles.
• Promote and monitor staff care and well-being. Plan, approve and manage all time, attendance, and leave requests to ensure adequate departmental coverage.
5. Reporting and accountability (10%)
• Track HR metrics and prepare and submit departmental reports and other briefs to the Head Director of HR as and when required.
• Any other duties assigned from time to time.

Required Qualification, Experience and Competencies:
• A Master’s degree in human resources, Business administration, organisational psychology or related/similar qualifications.
• First degree in natural, life or social sciences or business-related qualification.
• At least six years of working experience, with at least two years of working experience in a senior HR role in a reputable organisation.
• 6 Years Relevant Experience