As a key HR strategic focal point, the Human Resource Business Partner – Support is expected to partner with Head Office departments and Heads of Departments to deliver on the Bank’s strategy through driving employee productivity, departmental performance and employee engagement.

• Bachelor’s Degree from a recognized university in Human Resources and Business related course.
  
• Postgraduate HR Diploma in HR is an added advantage.
  
• At least 3 to 4 years HR general experience in a Banking Sector.
  
• Excellent people management skills and stakeholder management.
  
• HR analytical and problem-solving skills.
  
• Knowledge of Uganda labour laws.
  
• Good communication skills and coordination skills.
  
• Able to work under minimal supervision.
  
• Attention to detail.
  

• Department Support – Analyze staff productivity per Head Office department and drive department efficiency as well as recommend HR interventions.
  
• HR Policy advisor – Provide daily HR policy advice and guidance.
  
• Implement effective HR policies that support the close department knowledge gaps and ensure compliance through monthly HR Clinic sessions.
  
• Workforce Planning – Support with the identification of current and future staffing needs
  
• Performance Discipline – Drive strict performance management culture by addressing underperformance and misconduct and monitoring the performance review process, identifying gaps and providing guidance.
  
• Employee Relations and Engagement -Provide HR support and guidance towards the resolution of complex cases related to fraud, grievance, abscondment.
  
• Monthly participation in department meeting engagements and focus group discussions to drive retention, build morale increase productivity and drive an enhanced Employee Value Proposition
  
• Lead on the delivery of online and face to face HR employee engagement sessions and campaigns (i.e. HR Mentor Series, HR Wellness Series) and drive employee awareness of the CLEAR growth culture of the Bank
  
• Coordinate and implement the employee survey feedback action plans (quarterly)
  
• Talent Management – Analyze talent needs and identify skilling gaps and propose relevant talent interventions
  
• Data-driven decision-making: Utilize HR information systems, HR data and to analyze people and department trends to measure the success of HR initiatives.
  
• Prepare and submit monthly departmental HRBP reports and HR Dashboards to the Head of Human Resources