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Laboratorians
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Reach Out Mbuya
Health Systems Strengthening Advisor
Kampala, Uganda
Closing: Oct 5, 2023
8 days remainingPublished: Sep 26, 2023 (1 day ago)
Job Requirements
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Work experience:
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Job Summary
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You are a member of the Senior Management Team who will
provide strategic and technical responsibility for all peoplemanagement functions within the country programme to enableoptimal decision-making for the successful delivery of the WaterAidUganda strategic plan. You will act as a strategic advisor andpartner to the WaterAid's leadership and management teams. Yourrole involves aligning people and organizational strategies to driveoverall business success.You will provide functional guidance and advice to staff and
management on related organisational initiatives that ensure thewell-being and effectiveness of both staff and the organization as awhole.You will play a crucial role in creating a positive work environment,
nurturing talent, and fostering a culture of performance,collaboration and growth in line with WaterAid people practices.Bachelor's degree in Human Resources Management or a related field, with
Master's degree in Human Resources Management, OrganisationalDevelopment, Organisation Psychology, labor relations or BusinessAdministration.• Professional Human Resource qualification such as SHRM-CP, IPD or similarcertifications. Candidates with part qualifications or working towards certificationsand having other experience may be considered.
• A minimum 10 years Human Resource and Organisational Developmentexperience with 7 of these years within SMT, having supervisory role andmanaging the HR and OD Department. With 5 year within development sector.
• Highly proficient in organisational capacity assessments, recruitment, employeerelations, reward, performance management, employment legislation, changemanagement, organisational design, capacity building, policy and processes andlearning and development.
• Strong demonstrable experience of Human Resources planning, recruitment,
design and implementation of progressive HR strategies, systems, proceduresand practices• Formal coaching education experience leading and coaching cross-functionalteams and managing teams of professionals• Knowledge of labour laws and highly competent in interpreting and applying
statutory legislations.• Excellent people management capabilities and relationship management skills.
Proven ability in building strong working relationship with colleagues and a varietyof stakeholders• Strong IT skills particularly MS Word, Excel and Outlook, with experience of using
HR databases, online recruitment tools and Intranets.• Well-organized with strong attention to detail and follow-through, with the abilityto prioritize tasks to meet deadlines
Responsibilities
You are a member of the Senior Management Team who will
provide strategic and technical responsibility for all peoplemanagement functions within the country programme to enableoptimal decision-making for the successful delivery of the WaterAidUganda strategic plan. You will act as a strategic advisor andpartner to the WaterAid's leadership and management teams. Yourrole involves aligning people and organizational strategies to driveoverall business success.You will provide functional guidance and advice to staff and
management on related organisational initiatives that ensure thewell-being and effectiveness of both staff and the organization as awhole.You will play a crucial role in creating a positive work environment,
nurturing talent, and fostering a culture of performance,collaboration and growth in line with WaterAid people practices.Bachelor's degree in Human Resources Management or a related field, with
Master's degree in Human Resources Management, OrganisationalDevelopment, Organisation Psychology, labor relations or BusinessAdministration.• Professional Human Resource qualification such as SHRM-CP, IPD or similarcertifications. Candidates with part qualifications or working towards certificationsand having other experience may be considered.
• A minimum 10 years Human Resource and Organisational Developmentexperience with 7 of these years within SMT, having supervisory role andmanaging the HR and OD Department. With 5 year within development sector.
• Highly proficient in organisational capacity assessments, recruitment, employeerelations, reward, performance management, employment legislation, changemanagement, organisational design, capacity building, policy and processes andlearning and development.
• Strong demonstrable experience of Human Resources planning, recruitment,
design and implementation of progressive HR strategies, systems, proceduresand practices• Formal coaching education experience leading and coaching cross-functionalteams and managing teams of professionals• Knowledge of labour laws and highly competent in interpreting and applying
statutory legislations.• Excellent people management capabilities and relationship management skills.
Proven ability in building strong working relationship with colleagues and a varietyof stakeholders• Strong IT skills particularly MS Word, Excel and Outlook, with experience of using
HR databases, online recruitment tools and Intranets.• Well-organized with strong attention to detail and follow-through, with the abilityto prioritize tasks to meet deadlines
Strategic Leadership
• Define, develop and implement WaterAid Uganda people vision to support thecountry programme’s ambitious strategy. Provide clear and inspirational peoplemanagement to motivate and develop teams to deliver high quality services.• Review the country programme’s operating model and workforce planningapproaches to ensure optimal organizational structures are in place to supportfocus, growth, scalability and employee satisfaction. Act as a change agent bylooking for new ways to improve employee experience and engagement
• Provide guidance and recommendations on the most complex issues, supportingsenior management team in all related people areas including recruitment,performance management, succession planning, retention, talent development,compensation and rewards, employee relations, employee engagement andwellbeing
• Work with the wider Regional and Global People team to support the
development and delivery of global and regional people projects, sharing learningand resources across the network.• Provide guidance to senior management and lead on all partner organisationhealth capacity assessments to ensure that people management essentialstandards and organisation systems quality frameworks are being met as perstatutory and industry requirements.
• Collaborate with line managers, and employees to develop and implement peopleprogrammes that enhance cohesion, engagement, and development.
• As a trusted advisor, provide guidance on leadership development, changemanagement, and employee relations issues.
• Support WaterAid Uganda in fostering an inclusive and diverse work culture,ensuring equal opportunities for all employees
People Management
• Resourcing: Identify skills and capabilities required to deliver current and futureCP work. Develop an annual resourcing plan, support and challenge managersto make timely resourcing choices which secure the best talent. Use appropriate,effective and creative recruitment and selection approaches
• Induction and orientation: Ensure new and transitioning employees receiveplanned, effective and timely induction, and coach managers on their role indelivering this.
• Identify and maximise potential: Support managers in identifying andmaximising potential and drive development through succession planning andindividual development planning to meet CP skills & capability needs. Build thecapacity of line managers on people management and staff engagement.
• Learning and Development: Coach Managers to identify employee learning and
career aspirations and agree effective development plans. Recommend suitablelearning methods and develop an annual CPs learning and development plan,supported by learning initiatives from the global people team.• Leadership and Management Development: Work with the Regional People
Lead and global Leadership and Engagement Teams to build Line Managercapability and behaviours.• Compensation and benefits: Manage and continuously improve CP rewardensuring an appropriate mix of pay, benefits and non-pay rewards in line withWaterAid’s reward principles and national legislation. Contribute to rewardbenchmarking and coach managers in talking to employees about total reward.Ensure payroll and reward is delivered and communicated effectively.
• Employee Engagement: Foster high levels of employee engagement, including
staff participation in the Global Employee Engagement survey (GEES) and linemanager capability, activating GEES action plans. Promote practices that deepenunderstanding of organisational culture and values; nurture a motivating workenvironment consistent with WaterAid’s values and approach.• People Policies and Processes: Develop and maintain all CP people policies,
processes, administration. Ensuring the staff handbook is kept up to date and inline with current statutory legislation and WaterAid global policies (i.e.,employment contracts, starters, leavers and change processes) and standards.Provide in-country management and user support on WaterAid HumanResources Information System (People Place).• Employee Relations: Provide specialist advice and instruction to managers on
employee relations issues (i.e. disciplinary, grievance, capability, bullying andharassment) in line with CP policy, Global WaterAid policies and statutorylegislation, working with legal providers as needed.• Diversity Management: Give accurate and appropriate advice, training and
support to managers to recognise, respect and enable diversity and inclusion.• People Reporting: Collate and accurately analyse people data and metrics foruse within the Country Programme and organisational wide people reporting.
• Work with the wider Global People team: Support the development and
delivery of global and regional people projects, sharing learning and resourcesacross the network.• Employee Safeguarding: Develop comprehensive policies and procedures
related to employee safeguarding. This may include creating guidelines forreporting concerns, managing employee security, handling complaints, andensuring confidentiality. This will involve promoting a supportive and empatheticculture where employees feel comfortable seeking help.Organisational Development
• Organisational capacity assessments: Carry out organisational, capacityassessment; develop and implement effective and sustainable capacitydevelopment interventions and programs.• Embed a Performance Management Culture: Embed and role-model strongperformance management culture and processes. Coach staff and managers inagreeing SMART appraisal objectives, holding honest conversations, deliveringfeedback and recognising success. Hold managers accountable for managingunder/poor performance and implementing performance improvement planswhere required.
• Support and deliver effective change management: Support managers to
implement, communicate and sustain change programmes by ensuring clarity onthe rationale for change, the future vision, what needs to be done and theexpected impact. Bring HR expertise to diagnose the change requirementsacross structure, people, skills and ways of working.Administration
• Supervise the development and implementation of effective administrativesystems and processes for the CP.• Develop and review of administrative policies for the CP while ensuringcompliance.
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