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United Nations Regional Service Centre
Entebbe, Uganda
Closing: Jul 27, 2024
1 day remainingPublished: Jul 20, 2024 (6 days ago)
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Work experience:
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Job Profile
The human resource manager is responsible for
creating and overseeing the implementation of the people strategy and all
related processes, policies and frameworks; talent acquisition, performance
management, employee relations, employee engagement and retention,
compensation and benefits and resource planning. He/she leads the
overall implementation of learning & development, succession and career
management and mobility programs in supporting delivery of business
results.
The Human Resource Manager also provides
oversight of organization development initiatives and to ensure alignment of Talent
Management initiatives to the business requirements and to advise and inform
business decisions. A critical success factor to this role is the ability to
understand the strategic development of the company and ensure that the
function adds value to the People Management agenda.
Requirements
Job Profile
The human resource manager is responsible for
creating and overseeing the implementation of the people strategy and all
related processes, policies and frameworks; talent acquisition, performance
management, employee relations, employee engagement and retention,
compensation and benefits and resource planning. He/she leads the
overall implementation of learning & development, succession and career
management and mobility programs in supporting delivery of business
results.
The Human Resource Manager also provides
oversight of organization development initiatives and to ensure alignment of Talent
Management initiatives to the business requirements and to advise and inform
business decisions. A critical success factor to this role is the ability to
understand the strategic development of the company and ensure that the
function adds value to the People Management agenda.
Requirements
Manage HR costs -
review and approve or modify budgets.
Ultimately, ensure all HR initiatives are cost-effective, run smoothly
and contribute to a healthy work environment.
Enhance productivity
through effective design and implementation of identified Talent programs.
Develop creative and
innovative talent acquisition strategies – this includes appropriate
marketing, planning and building a diverse talent pipeline.
Oversee the process of
strategic workforce planning - examine workforce plans, understands the
labor markets segments, skills, competencies and experience necessary that
aligns to the business needs.
Develop activities that
help to uncover, articulate and define the company’s image, organizational
culture, key differentiators and reputation to attract quality candidates and
talent.
Continuous tracking and
use of key metrics to drive continuous improvement and to make better
decisions, to ultimately improve the quality of Talent Acquisition &
Training function.
Analyze and compare the
level of competencies of the employees with the competencies needed to be
successful in the role and translate eventual gaps in development programs,
monitor and report effectiveness of programs.
Design and
implementation the Performance Management system.
Ensure whole PM process
is managed in the PM system and the link between pay and performance is
maintained.
Design and implement
learning philosophy which will include blended learning.
Act as custodian for
Leadership Development programs for all levels of leadership in the
organization.
Oversee the development
and implementation of the company’s career and succession frameworks.
Provide professional
expertise in the design, development and implementation of the talent review
process that is required to achieve results in the creation of an internal
bench of top talent.
Continuously evaluate
and monitor existing and new programs to ensure continued value add.
Report to management
and other stakeholders to ensure transparency and monitoring effectiveness of
the training system.
Review the recognition
and incentive pay practices and ensure they contribute to the overall People
Management agenda.
Lead the development of
innovative policies and creative methods of working for wellbeing, employee
engagement and related initiatives.
Implement continuous
improvement processes to ensure that all HR operational systems and processes
are fit for purpose. HR Management
Information Systems and data integrity, payroll and employee documentation.
Advise the Company on
the cost-effective operating model that will yield maximum benefits and
minimize risks to the Company.
Ensure an adequate
mechanism exists for the collection, processing and analysis of people data
in line with applicable legal requirements around records retention, privacy,
confidentiality access etc.
Lead Employee Benefits
and Salary surveys and benchmarking to ensure market competitiveness.
Responsible for
maintaining an up to date job evaluation and maintenance of organization
structures that reflects business reality.
Coach and mentor line
managers to create understanding and meaning for HR policy and the importance
of compliance.
Obtain metrics on
employee’s attendance to ensure productivity that is linked to employees’
performance i.e., Latecomers, absentees or absconders and ensure necessary
action is taken.
Conduct regular audits
to ensure compliance to SLA’s with 3rd party service providers.
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