Job Purpose:

To spear head the day to day execution and administration of all people processes in line with the People & Culture Strategy in order to promote a positive employee experience across the business. The People Operations Manager will oversee the People business partnering role for both Operations and Support Functions as well as ensure effective implementation of the shared services activities in the People & Culture Function

Functional Outputs/Activities per key performance area:

Employee Engagement and Culture.

• Develop and effectively monitor an organizational-wide engagement and communicate tracker to ensure staff engagement issues are tracked and feedback is provided on
• Collaborate with the Culture Transformation Manager to promote clarity of the Business strategy, Functional priorities and plans, and their linkage to
• Champion the understanding and promoting of the Vision, Mission and core
• Champion the implementation of Engagement structures in all MBUs in Operations and Support
• Ensure all relevant communications to staff from the People & Culture Function are well coordinated, aligned and go out at the right
• Ensure full and active participation for Operations and Support functions in the engagement and other surveys carried out in the

Talent Acquisition and Development

• Coordinate with Functional heads and Line managers to assess staffing needs and initiate the talent acquisition process in accordance with the business
• Identify and collaborate with credible recruitment firms to attract the right talent at the right
• Support the Organizational Development (OD) Unit to review the recruitment checklists and hiring managers are well empowered to effectively participate in the recruitment processes including competence design and
• Collaborate with the OD Unit and other business partners to implement and ensure effective onboarding experience for all new hires and internal job
• Guide Functional Line Managers in setting clear probation goals/performance expectations for new hires and ensure the probation process is fully managed within the set
• Develop and maintain up to date talent profiles for potential hiring to manage the Turnaround Time (TAT) on

Performance management

• Collaborate with the OD team to ensure the entire business performance management process and guidelines are communicated and well understood by all
• Conduct continuous training and awareness sessions on the goal setting and performance evaluation processes to ensure the quality of goals and assessment of performance meet the set
• Ensure 100% utilization of the performance management system provided by the business across the assigned
• Lead the implementation of the performance-based reward
• Identify learning and development opportunities resulting from employee performance assessment and monitor their implementation with alignment and support of the OD
• Promote and guide Functional line managers and employees on the relevance and approach of implementing one on ones as tools of effective performance
• Provide guidance to staff on career development
• Implement the PIP process as

Succession Management

• Assist the Chief People and Culture Officer in profiling key talent for the critical positions in the assigned functions and map them for proper man-power
• Work with and guide Functional and Departmental Heads to identify potential successors to ensure top talent retention and business
• Develop and implement development plans for potential successors with support from the OD team, and guidance from the Chief People & Culture

Employee Relations Management.

• Communicate to staff their duties and rights in the applicable labour laws as well the any changes in the labour legislation from time to
• Participate in the review of the People processes and procedures and ensure proper awareness and cascading across the
• Communicate the consequence management guidelines and ensure disciplinary management is effectively
• Effectively communicate and implement the grievance management procedure

Casuals and contracts Management

• Monitor the performance and effectiveness of the contracted staff service providers in line with the agreed KPIs in the service level
• Review the daily manpower supply in line with the daily production plans to minimize risks of fraudulent counting
• Guide the outsourced manpower providers on the quality of manpower supplied to meet the MPL standards of
• Ensure all contracted staff are fully and effectively on boarded with the right PPEs, Identification and entry into the T&A
• Monitor and ensure timely review and renewal of the service provider

Payroll Management.

• Review and adhere to the guidelines, template and timelines for payroll processes with proper alignment to the Chief People & Culture
• Manage the in-country benefit’s programs and ensure payroll is processed on time in line with the payroll
• Ensure the monthly payrolls are error free and are reviewed by the relevant parties as guided by the Chief People & Culture
• Adhere to the Statutory deductions and computation guidelines on all payroll
• Implement the payroll processes in the provided
• Provide monthly payroll reports with clear accountability of the

General staff Administration

• Develop or review and ensure effective implementation of the checklists to guide staff file
• Ensure staff files physically and electrically are up to date as per the agreed
• Track HR data for contract renewals and other significant P&C events and anniversaries
• Compile management reports from database monthly as required by the Chief People & Culture Officer and the in-country management
• Represent employee issues to the Management Committee and vice
• Provide counsel to all employees on issues concerning employee relations guided by MPL
• Administer the Disciplinary process in line with the HR
• Monitor the medical Insurance cover, workers' compensation claims and work with the contracted Insurance providers to manage
• In collaboration with the People Office participate in salary and benefits surveys to ensure competitive compensation and benefits plans in the
• Advise senior management on pay and other remuneration issues, including promotion and benefits and the implementation of pre-approved standardized pay and title scales
• Work with Chief People Officer to develop and implement HR corporate programs as
• Proactively manage staff terminations including exit interviews
• Provide monthly turnover and attrition reports to management and implement staff succession

Financial Management

• Preparation of the in-country P&C budget as per the set guidelines
• Monitor and control the allocated budget

Minimum Qualification Requirements:

• A Postgraduate Diploma in HR or its equivalent is required plus a bachelor’s degree in (HR), Organizational Psychology or any relevant field obtained from a recognized
• A master's degree in HR or a relevant qualification is an added

        Extensive knowledge of labour laws in Uganda and their application in the workplace.

• A minimum of 5 years relevant work experience in a similar role in a busy environment preferably

       Experience of managing outsourced labour

Key Knowledge Requirement.

• Solid experience in HR Management Information System
• Advanced experience with MS
• Knowledge of in country labour laws.