Are you passionate about being an advocate for children? Do you want to use your expertise to bring about lasting change for children and be a part of an inspiring, dynamic global movement?
As a key member of the Country Office Human Resources team, and in close collaboration with the HR Director, the HR Manager oversees HR policy and practices in people management in SC Uganda. The HR Manager specifically leads on optimizing the recruitment and selection process of the country office and the effective implementation of the performance management system (Develop to Perform).

THE ROLE
KEY AREAS OF ACCOUNTABILITY:
HR Operations (general)
• In conjunction with the HR Director contribute to development and/or review of HR policies, procedures ensuring legal compliance with the local legislation is observed.
• Supports HRD in ensuring that all operations aspects of Human Resources for the CO and field offices are delivered according to best practice HR standards and in compliance with local law and SCI policies.
Support managers in implementing polices and processes on matters related to resourcing, terminations, performance management, remuneration,
• Contribute to the implementation of key strategic HR priorities.
• During Humanitarian responses in close collaboration with the HR Director provide support to managers with implementing the emergency HR plan and other emergency HR actions.
• To represent and champion staff views and concerns and ensure these are communicated to the HR Director.
• Collaborate with the HR Director in implementation of HR Initiatives in relation to reward and compensation, employee retention, Gender & Diversity.
• Work with the HR Director with the review of compensation & benefits as required.
• Collaborate with the HR Director in job evaluation system and salary review exercises.
• Work closely with the HR Director in building and developing the capacity of the HR team members.
• Comply with Save the Children policies and practice with respect to child protection, code of conduct, health and safety, equal opportunities and other relevant policies and procedures.

Recruitment and on-boarding:
• Understand current and anticipate future staffing needs, build pools of ready candidates through internal succession planning and external market knowledge and pro-active selection.
• Develops, maintains and implements effective recruitment/sourcing processes and procedures and provide timely and accurate information and advice to the HRD/SMT.
• Works closely with the hiring managers to ensure a full, fair and open recruitment process at all times. Actively participates in staff recruitments.
• Ensure the overall recruitment and selection process is conducted within the agreed time frame for each open position.
• Ensure gender and inclusion targets are pro-actively pursued and diversity and equality are maintained in the organization.
• Develop and implement effective induction plans and processes, ensuring that all staff are aware of the policies and practices relating to their employment.
• Conduct debriefing and exit interviews with all staff who leave the programme and any issues affecting staff retention are addressed.
• Support line managers in ensuring that all staff receive adequate induction and ensure general induction (SCI policies) is completed timely by HR.

Performance Management Cycle, Staff Development and wellbeing:
• Contribute to the implementation of SCI’s Performance Management system (Develop to Perform), undertake quality reviews and ensuring performance management system is well understood and implemented by managers and staff. Provide guidance to managers and staff on best practices.
• In close collaborate with the HR Coordinators, support managers in the implementation of the country capacity building plan, ensuring that all staff are provided with equal opportunities to further their career. Ensure that the capacity building of the HR and all other teams is planned within budget parameters and realistic.
• In close collaboration with the HR team and senior managers, promote, propose and implement wellbeing initiatives for all members of the staff.
• Provide day to day coaching, mentoring and on job training on HR technical skills to the HR Coordinators and officers and support dissemination of capacity building to field HR personnel.
• Develop and deliver HR trainings for non-HR personnel for all cadres of staff to raise awareness of HR processes and procedures.

HR systems, data and administration:
• Work with the HRIS Officer to ensure that the Human Resources Information System (HRIS) is regularly updated and managed appropriately, and the quality of data is maintained accurately to inform all levels of organizational administration.
• Ensure that personnel files are updated at all times and managed in the highest level of confidentiality.
• Ensure that the monthly payroll for staff is processed in a timely manner and based on accurate up-to-date data.
• Ensure proper documentation and filing of all payrolls and the support documentation in an orderly manner.

Safeguarding:
• Support the HRD and the Safeguarding Manager in conducting investigations of child/staff/ adult safeguarding cases.
• Ensure that investigation reports are compiled in a timely manner and recommendations are made to recommendations to Senior Management Team for decision making.

Disciplinary and Grievance Handling
• Work hand in hand with HRD in managing on staff disciplinary issues, guiding based on the HR manual and the Employment Act.
• Support HRD in conducting Hearing meetings, Appeal Meetings and Disciplinary sessions according to the SCI HR manual and the Employment Act of Uganda.
• Guide, train and mentor the HR Coordinators/ Non-HR managers on managing the disciplinary processes.

HR Business Processes & Systems
• Partners and Coordinate with Regional HR coordinators in carrying out HR clinics and HR support calls to the different regions.
• Carry out regional HR support visits to address staff concerns that need attention Recommend/implement appropriate actions to address issues raised in HR clinics.
• Coordinate timely investigations of grievances and disciplinary issues and facilitate mediation and inquiries and ensure conclusion and responses to the parties involved.
• Review exit reports/Carry out staff exit meetings and regularly prepare appropriate recommendations/reports for management action.
• Attend the SCI Risk Management Committee Meetings, to ensure that Risk is managed in the HR office.
• Ensure identified gaps are addressed within agreed timeline(s) and recommend to management appropriate action to mitigate future risks.

Administrative & Supervisory Responsibilities
• Effective supervision of the HRIS officer and HR Officers.
• Manage and oversee the administration departmental operations including supervision of the front desk officer, Records officer and other administration staff as deemed necessary.
• Ensure that the Country Office is compliant with all the necessary licenses as required by the NGO Act, the NSSF Act, the Workers compensation.

To be a strong supporter and advocate for children in this role you will need to have:
• Master’s in Human Resource Management is required. Bachelor’s degree or higher in Humanities
• 8-10 years of proven relevant experience at HR management level in complex environments particularly within an INGO.
• Proven operational HR experience of providing a senior generalist HR service to managers across a full range of HR issues.
• Experience of building and developing the capacity of HR staff through the use of training, performance management frameworks and development plan.
• Resourcefulness and creativity in developing the role of Human Resources in the Country Office and ensuring the most effective support to line management (including the ability to synthesize and analyze complex information and present clear and informed solutions)
• Excellent planning, coordination, and reporting skills, with the ability to organize a substantial workload comprised of complex, diverse tasks and responsibilities.
• Ability to build relationships quickly with a wide variety of people, both internally and externally
• Demonstrated experience in leading multicultural teams, working across multiple locations and building value driven teams.
• Excellent skills in handling and advising on complex people management issue.
• Experience of and well-developed skills in international recruitment
• Good attention to detail
• Good facilitation skills and ability to deliver induction briefing/training.
• Strong communication (written and spoken) in English.
• Willingness to work and travel in often difficult and insecure environments.
• Commitment to Save the Children aims and principles and in particular commitment to the SCI policies and procedures.