Job Level Specifications

Essential

• Bachelor’s degree in Human Resources Management, Industrial Organizational Psychology or Public Administration and Management.
  
• Professional Human Resource certification
  
• Minimum of 5 years HR experience, including at least 2 years in progressive HR management roles, preferably within the NGO sector.
  

Desirable Criteria

• Experience in managing HR functions within complex, donor-funded programs.
  
• Strong knowledge of Ugandan labour laws, HR best practices, and compliance requirements.
  
• Proven ability to coach, mentor, and build capacity of managers and staff in HR-related areas.
  
• Excellent interpersonal, communication, and negotiation skills.
  
• Strong analytical, problem-solving, and decision-making abilities.
  

Talent Acquisition

• Collaborate with the ASTYE Program Lead to assess talent needs and ensure timely filling of gaps.
  
• Manage the full recruitment cycle for ASTYE program positions in compliance with GOAL’s recruitment procedures.
  
• Oversee recruitment documentation and maintain accurate records.
  

Performance Management and Employee Development

• Manage the country’s performance appraisal system (Grow With GOAL).
  
• Train line managers and teams on GOAL’s performance management framework.
  
• Support and monitor managers to ensure the performance cycle is implemented consistently.
  
• Provide coaching and guidance to managers in addressing underperformance and implementing improvement plans.
  

Employee Relations

• Advise on grievance matters in line with GOAL policies and procedures.
  
• Strengthen staff–management relations through mediation, issues resolution, and proactive engagement.
  
• Lead disciplinary processes, ensuring cases are handled to completion and properly documented.
  
• Ensure grievance procedures are fully operational and foster a supportive work environment.
  

Employee Engagement

• Lead quarterly staff engagement activities to foster a positive workplace culture.
  
• Develop and implement innovative, non-financial initiatives to enhance employee appreciation and motivation.
  
• Collaborate with the Head of Human Resources (HHR) to organize the annual team-building event.
  
• Coordinate HR clinics in line with the established calendar.
  

Compensation & Benefits

• Participate in compensation reviews and benchmarking in collaboration with the Head of HR.
  
• Promote internal equity by applying compensation policies and advising management on pay levels based on internal and external analysis.
  
• Ensure employee benefits programs are clearly communicated to program teams.
  

Learning & Development

• Partner with line managers to design and deliver Personal Development Plans (PDPs) and evaluate interventions.
  
• Facilitate and manage the internship program in collaboration with institutions.
  
• Develop coaching and mentoring strategies to support staff growth and PDP implementation.
  
• Maintain a staff skills and knowledge database to leverage diverse talents across the office.
  
• Train line managers on effective people management practices.
  
• Conduct periodic staff training on HR policies.
  

Human Resource Strategy

• Ensure HR strategies are responsive to program needs while aligning with country people strategy
  
• Provide strategic input to strengthen HR planning and workforce development.
  
• Produce and share monthly HR dashboard reports with the PMU on key KPIs.