MAIN PURPOSE OF THE JOB:
To implement HR policies, strategies, guidelines and to effectively monitor, evaluate and recommend appropriate reviews to the established HR related UTB policies/guidelines.

MINIMUM QUALIFICATIONS AND CERTIFICATIONS
a) An Honour’s Bachelor’s degree in either Human Resource management or Social Sciences with a postgraduate in Human Resource management.

EXPERIENCE:
a) He/she must have three (3) years relevant experience in a similar role from a busy and reputable Organization.
b) Skilled in handling and coordinating capacity building activities for staff.

KEY COMPETENCIES:
a. Technical Competencies
i. Human Resource Management.
ii. Ability to interpret and apply Labour laws.
iii. Time management.
iv. Ethics, integrity and confidentiality.
v. Communication skills both written and oral.
vi. Skills in guidance, Counselling and negotiation.

b. Behavioural/Generic Competencies
i. High levels of integrity
ii. Team player
iii. Interpersonal and communication skills.

JOB ACCOUNTABILITIES AND OBJECTIVES (DUTIES AND RESPONSIBILITIES)
Key Result Area: (the core areas the job holder is accountable)
Activities/Processes for each Key Result Area (KRA)
KRA 1: Reporting and HR Administration
i. Prepares Unit reports.
ii. Custodian of staff data.
iii. Managing the HR information system through ensuring functionality, and regularly updating the different files with relevant information
iv. Ensuring learning and development of staff on a continuous basis.
Coordinating the scheduling of staff meetings and ensuring communication and mobilisation of staff.
vi. Participating in the drafting, development and or review of standard operating procedures (SoPs) for streamlining of the Unit’s activities and fostering of efficient and effective performance.
vii. Participating and conducting of salary surveys and staff climate surveys on a regular basis.

KRA 2: Employee Welfare and Benefits
i. Coordinate provision of counselling services to staff on job related and Individual problems.
ii. Following up and compiling attendance records, time sheets and other relevant information for timely preparation and execution of payroll adjustments and payments.
iii. Participate in staff disciplinary matters.
iv. Providing and communicating routine updates to staff regarding medical care innovations and changes.
v. Managing the HIV and AIDS policy
vi. Participating in review of insurance policies for staff.
vii. Development of staff welfare schemes.

KRA 3: Implementation of Human Resource policies
i. Participate in periodical review and development of
ii. Human Resource management policies and procedures.
iii. Handling capacity building programme for staff.

KRA 4: Performance Management
i. Coordinate the appraisal of staff within salary scale T5-T8
ii. Coordinate staff leave rosters.
iii. Ensuring that all staff have an up-to-date job descriptions that clearly communicate their roles and responsibilities
iv. Coordinating the employee induction process.

KRA 5: Recruitment and Selection
i. Participating and advising on the appropriate selection methodologies for recruited positions ensuring that process results in a good job: person fit.
ii. Taking lead in conducting new employee reference checks ensuring that the feedback supports the identification process.
iii. Coordinating the induction process ensuring that new staff members are settled well in the new working environment.
iv. Making sure that all new staff have all their tools of trade that will contribute to their level of engagement within UTB.

KEY PERFORMANCE INDICATORS
a) Timely Training Plan in Place.
b) Performance Management Reports timely produced (weekly, monthly, quarterly and annually).
c) Complete HR files and records for staff.
d) Standard Operating Practices for HR matters in place.
e) Operational Counselling Centre in Place.
f) Short Turnaround time for recruitment.
g) Up to date HR Policies and Procedures in place.
h) Timely staff appraisals conducted.
i) Monthly risk logs.