Human Resource Manager

Qualifications

1. Master's degree in Human Resource Management, Organisational/Industrial Psychology, Business Administration or a related field.
   
2. Minimum of 5 years relevant HR experience, with 2 years in a supervisory or managerial role, preferably in higher education or a comparable institution.
   
3. Sound knowledge of Ugandan labour law, payroll administration and statutory compliance.
   
4. information management systems is an added advantage.
   

Recruitment, onboarding and retention

1. Oversee recruitment, selection and onboarding of both academic and non-academic staff, ensuring a fair, transparent and merit-based process in line with university policy and NCHE requirements.
   
2. Lead workforce planning and coordinate with heads of faculty and departments to identify staffing needs and fill vacancies in a timely manner.
   
3. Drive staff retention through effective engagement, career development, recognition and a positive working environment, and monitor turnover to inform retention strategy.
   

Payroll (academic staff and non-academic staff)

1. Prepare, verify and authorise the monthly payroll for academic and non-academic staff, ensuring accuracy of salaries, allowances, deductions and part-time/adjunct payments.
   
2. Ensure timely remittance of statutory obligations — PAYE, NSSF and Local Service Tax — and maintain accurate payroll records for audit.
   
3. Reconcile payroll against contracts, teaching loads and appointment letters, and resolve pay queries promptly.
   

Staff development

1. Conduct training needs assessment.
   
2. Coordinate and organize professional development programmes.
   
3. Monitor implementation of training and evaluate training effectiveness.
   

Discipline and employee relations

1. Manage disciplinary cases involving staff in accordance with university policy and the Employment Act, ensuring due process and fair hearing.
   
2. Serve as secretary/custodian of disciplinary and grievance procedures, maintaining proper documentation and confidentiality.
   
3. Advise heads of faculty and management on handling misconduct, performance concerns and dispute resolution.
   

Welfare and staff support

1. Oversee staff welfare programmes and leave administration.
   
2. Act as the point of contact for staff welfare concerns and coordinate appropriate support.
   
3. Promote a positive, supportive and inclusive working environment for staff drawn from multiple countries.
   

Performance management and appraisals

1. Coordinate and oversee the performance appraisal cycle for staff, ensuring appraisals are conducted fairly, on schedule and linked to development and promotion.
   
2. Coordinate with heads of faculty and departments to allocate and monitor academic staff teaching loads in line with University workload norms and NCHE staffing standards.
   
3. Advise managers and heads of faculty on setting objectives, managing performance and following up on appraisal outcomes and improvement plans.
   

HR reporting

1. Produce regular HR reports for University Management on staffing, payroll, turnover, disciplinary cases, welfare and appraisals to support decision-making.
   
2. Prepare HR returns and data required for NCHE, audits and other statutory or institutional reporting.
   

HR policies and compliance

1. Develop, review and update HR policies in line with the university's strategic objectives and applicable laws.
   
2. Ensure approved HR policies are effectively communicated, implemented, monitored and reviewed for relevance and compliance.