Monday, 18 May 2015

British Council Jobs in Uganda - HR Manager


British Council Jobs - HR Manager

Job Title: HR Manager

Organisation: British Council

Duty Station: Kampala, Uganda

About BC:

The British Council is the UK’s international organisation for educational opportunities and cultural relations. We create international opportunities for the people of the UK and other countries and build trust between them worldwide. British Council Uganda is based in Kampala and offers a full range of programmes including examinations, project management on behalf of other donors, and its own
grant funded projects. British Council has operated in Uganda since 1952 and its aim is to build cultural and educational relations between Uganda and the UK.

Job Summary: The British Council Human Resources Manager will oversee all HR operations and ensure their overall objectives and business priorities in support of all teams based in Uganda or Rwanda and the Uganda cluster’s (Uganda, Rwanda, Malawi) overall objectives and business priorities, in line with regional and corporate policies. To manage the delivery of a range of agreed HR services to internal customers, and to lead on and contribute to the agreed HR projects in the cluster and the region. The incumbent will provide British Council staff based in Uganda Cluster with technical advice and services on a range of HR issues, provide accurate and accessible information and support the achievement of operational goals.

Key Duties and Responsibilities:
 
1. Leadership and team working: The post holder is a member of the Management Team, the Uganda cluster (Uganda, Rwanda and Malawi) and the SSA Regional HR team. S/he will:
Technically support Country Directors and the Senior Management Team on the delivery of corporate HR strategies and plans. To ensure HR policies and practices which support business needs are in place and well understood by all staff.
Make sure that HR plans, Equality Diversity & Inclusion, issues and risks are actively managed across all areas – including recruitment, learning and development, performance management, TACOS, staff turnover and continuity.
Offer technical advice to the Country and Cluster teams on HR trends, issues, staff relations and other areas required.

2. Recruitment and staffing:
Ensure that managers carry out recruitment and selection according to corporate standards and documentation related to recruitment and selection is completed in line with corporate requirements.
Ensure that documentation of all recruitment procedures. Regular training for new starters and refresher training to be provided.
Ensure effective induction is carried out for all staff and documentation as needed.
External recruitment solutions are pursued effectively in country , and cluster countries.
Ensure recruitment pages of websites are kept up to date and in line with agreed employer branding approach.

3. Staff Relations:
Guide and coach managers and /or staff on HR issues and procedures including: Sickness absence, Disciplinary procedures and Grievances
Support senior managers in meetings with local staff representatives as required.
Contribute to reviews of operational procedures and working for British Council. Ensure procedures are up to date and accessible by staff and managers.
Regularly review and update Employee handbook documentation annually according to local legal advice and corporate guidelines as agreed with Director/Regional HR team.
Advise on local labour issues.
Support annual pay or other reviews by providing required information as required by regional HR.
Actively promote a supportive working environment for staff.

4. Plan and implement HR projects and change management projects:
To include improvements to HR systems and processes, restructuring, implementation of regional initatives, diversity and corporate social responsibility initiatives, and changes needed to comply with local employment legislation.
Encourage at least 90% of staff to complete the staff survey and present staff survey results to the country and cluster management team. Under the leadership of the Country Director, devise the staff survey action plan for country and the cluster
Arrange staff meetings to discuss staff survey reports and follow-up action agreed with staff and progress communicated to staff.
Make sure that all projects are properly planned. Implementation is to the agreed timetable, with cost and quality targets met. - Key messages are communicated and are understood by relevant staff.

5. Manage staff learning and development processes:
Actively promote a culture of learning, knowledge sharing and teamwork.
In charge of developing an annual learning plan in liaison with all cluster countries, representatives and line managers which meets business needs. Ensure that the plan is implemented and that all staff have individual learning and development plans.
Ensure that training needs analysis is conducted annually. An overall learning and development plan which meets business requirements, the professional development and generic training needs of all staff is agreed and delivered in each country each year.
Adequate budget provision for learning and development is agreed with specific budget holders.
Ensure all new, promoted and transferred staff receive appropriate induction and support.
Positive feedback on training events held in the region. Ensure appropriate evaluation is fed back into the planning cycle.
Deliver local and regional training on HR specific topic as per results from training needs analysis or where there is a need.

6. Performance management process:
Manage and ensure effective performance management process for staff based in the cluster.
Ensure communication with staff and managers yields the required outcomes and that processes are well known - with refresher sessions being offered where required.
Advise and support managers within the cluster who are dealing with cases of poor performance.
Corporate policy adhered to and regional deadlines met.
Ensure that performance management data provided to the region is accurate and on time.
Sound advice is given on disciplinary policy/ Essential HR and labour laws.

7. Administration and financial management:
Overall management of HR admin systems for medical/ dental and life insurance schemes, sickness and attendance procedures, staff records, business continuity records and other areas as appropriate.
Oversight of the British Council staff learning and development budgets
Justify and approve changes to staff pay.
Support the process for reviewing and updating overseas allowances, in line with Essential HR.
Renewal of medical and life insurance annually in accordance with BC procurement guidelines
Ensure compliance with medical / insurance scheme rules, positive feedback from staff.
Budget spend on target or variances reported to cluster Country Directors and budget managers.
Active participation in the Enterprise Risk Management Framework process meetings.
Clear, efficient processes for payroll administration.
Ensure that Regional and country policies and legislation meet deadlines and Essential HR are all complied with

8. Equal Diversity and Inclusion:
Ensure that British Council’s recruitment strategy identifies and responds to EDI issues.
Manage the implementation of the British Council’s EDI policies in areas relating to HR (particularly recruitment).
Send HR data to support the compilation of the DAF submission for the country.
Conduct equality monitoring of staff.
Ensure that EDI issues are acknowledged and openly discussed amongst staff and that appropriate action is planned and implemented and that HR staff attend relevant EDI training.

9. Information Knowledge Management:
Work closely with the Regional IKM Manager on the implementation of IKM policies in the country and cluster regarding HR data.
Work with the Regional IPA to ensure that activities in country are completed in line with IKM standards.

Qualifications, Skills and Experience:
  • The ideal British Council candidates for HR Manager Job vacancy should possess a first degree in Human Resources and /or relevant professional HR qualification from a recognised awarding institution/University.
  • A minimum of three years’ experience and track record in HR management; experience and understanding of best practice in HR processes and systems; understanding and experience HR matters relating to the country (and cluster) employment laws.
  • Proven budget management experience is desired
  • Excellent communication & influencing skills with experience of working in an international and multi-cultural organisation.
  • Skills in building good relationships at all levels of the organisation aimed at enhancing stakeholder engagement
  • Strong planning and organisational skills.
  • Skills in developing and reviewing the implementation of annual plans for a work group or function, taking account of business and customer requirements and
  • Flexibility, independence and initiative to perform successfully in a rapidly changing environment
  • Good knowledge and understanding of relevant areas of HR (employment law, employment contracts, work-life balance, maternity, EDI, dismissal, redundancy),Reward, Recruitment, Learning & Development, Performance management
  • Provides support members of the team and is aware of individual differences. Helps colleagues perform tasks and use systems and processes.
  • Possess the ability to work effectively in a matrix environment
  • Negotiation & problem solving skills
  • Face to face training skills.
  • Excellent coaching skills is desired
  • Past change management and project management skills are desired
How to Apply:

Please acquaint yourself with the Following Job documents before you Apply for this vacancy. BC Behaviours and BC Core Skills

Follow the link below to register on the website to apply for the job. All applications should be made by following the link provided.

Click Here

Deadline: 27 May 2015 by 23:59 UK Time

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