Human Resource Jobs at EnviroServ Uganda and other companies

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Deadline of this Job: 20 September 2022
Job Title: Human Resources Administrator
Position Ref No: EUL/SS/03
Department: Human Resources
Closing Date: 20 September 2022
Location: Kampala
Direct Manager: Human Resources Manager

Job Purpose
To provide a comprehensive Human Resources (HR) support service across the HR value chain in line with business strategic objectives, in compliance to HR related legislation, HR policies and procedures.

Educational Qualifications
• Related Human Resources degree/ diploma

• Experience Requirements
• 5 years of experience.

• Knowledge
• Knowledge of Labour laws of Uganda
• Advanced computer literacy in Excel, Word and PowerPoint.

• Key Job Responsibilities
• HR and payroll administration:
• Assist employees with resolving day-to-day HR, Payroll, benefit related queries
• Issue standardised reference or undertaking letters for the staff as requested;
• Keep updated employee files.
• As advised, prepare and scan provided documents and file original copies;
• Ensure confidentiality of departmental information all times; and,
• Provide any other support as may be required by the department or as advised by the supervisor.
• Facilitate on-time monthly payroll input
• Ensure that approved organograms are in place and up to date
• Ensure that each approved job has a role profile
• Recruitment:
• Advertise vacant positions internally and externally.
• Manage applications and response handling
• Assist selection panels in shortlisting and selection.
• Arrange interviews.
• Preparing interview packages
• Assist in candidate checks and verification
• Organise pre-employment, periodic and exit medical examinations.
• Send out regrets to unsuccessful candidates.
• Facilitate the completion and approval of related paperwork in the case of appointments, transfers and promotions
• Document control and filling of various related documents
• Help in retrieving documents as requested;
• Receive, sort and dispatch mail that comes to the department; and,
• Update track tools on a daily basis.
• Performance Management:
• Ensure that all employees have valid Performance Contracts and Personal
• Development Plans.
• File all job descriptions, objectives and appraisal documents for all staff as provided by the supervisor;
• Work with the HR to arrange induction trainings for all new staff;
• Work with the HR in charge of performance management to arrange induction trainings for all new staff;
• Facilitate the Incorporation and Induction process for new hires
• Run the corporate Induction program for new hires
• Training and Development:
• Assist with arranging training courses and attendance as required
• Assist in the coordination and implementation of Learnership programs
• Employee Relations
• Liaise with the HR manager on all IR related matters
• Facilitate the management of poor performance, discipline, ill-health and disability issues
• Make appropriate arrangements for disciplinary and grievance hearings and keep proper records
• Ensure a cordial relationship between the company and employees
• Assist in managing workplace conflict
• Employee Wellness:
• Co-ordinate Employee Assistance Program events and interventions
• Monthly Reporting:
• Produce monthly and/ ad hoc reports on HR related activities
• Other:
• Filling and related ad-hoc administration.
• Assist with on-boarding of new employees.
• Assist with exit management process.

• Key Competencies Essential
• Deciding and Initiating Action
• Leading and Supervising
• Adhering to Principles and Values
• Delivering Results and Meeting Customer Expectations
• Analysing
• Planning and Organising
• Entrepreneurial and Commercial Thinking
• Persuading and Influencing

• Desirable
• Adapting and Responding to Change
• Working with People
• Following Instructions and Procedures
• Applying Expertise and Technology

Deadline of this Job: 30 September 2022

The Human Resource/Administrative Officer will assist in the routine functions of the Human Resources (HR) department

• Tactful talent acquisition.
• Knowledge of Ugandan employment law and labor law
• Tactful employee performance drive.
• Conduct performance evaluations and trainings.
• Knowledge of compensation and benefits.
• Bachelor's degree in Human Resources, Master's degree is an added advantage
• Knowledge of HRIS is a must.
• 4yrs of HRM experience in an industrial setting.

Deadline of this Job: 16 September 2022
People & Culture Manager

Essential Job Responsibilities
Strategy & Vision:
• Identify weaknesses in current People systems, advise the Country Director on outstanding issues and assist in designing and implementing policies and procedures as required.
• Develop and execute MC-UG’s medium and long-term People and Culture strategy and ensure effective inclusion of key people and culture considerations
• Read and understand the broader business environment and provide expert and informed analysis and strategic advice to ongoing operations and expected decisions
• High-level analysis of key people data and trends in support of strategic priorities, advising an appropriate course of action as required.
• Organisational Development & Culture:
• Contribute to the development of a robust culture through role-modeling MC core values and the behaviors which drive this culture.
• Design and lead initiatives including research and diagnostics (e.g. annual employee engagement survey and exit interviews), to maximize the engagement of all employees and build organizational commitment to the desired culture.
• Program Management:
• Recruitment, Selection & Onboarding:
• Review position descriptions and prepare corresponding vacancy announcements for posting on job boards.
• Ensure the recruitment of national staff adheres to the standing Recruiting Policies and Procedures of MC Uganda
• Coordinate all MC-UG recruitment, getting great people into the right roles quickly and fairly, to minimize resource gaps across the team; ensure participation of the People and Culture Department in interviews for new staff.
• Responsible for the orientation of all new, national staff on Mercy Corps Country systems, policies and procedures.
• Ensure all new staff receive copies of the Country National Staff Policy Handbook and are alerted to benefits. Continue with support and advice on policies, as required.
• Assist with operational budget for staff coverage as requested.
• Anticipate future staffing needs, build pools of ready candidates through internal succession planning and external market knowledge and pro-active selection.

Leave Management:
• Ensure a tracking system for all types of leave for all employees is maintained.
• Coordinate coverage for operations during annual leave of key national staff with the Country Director and concerned supervisors.
• Performance Management:
• Ensure that employee performance evaluations are completed as scheduled and provide guidance on work and development plans as required.
• Work with managers and program leads to ensure that all national staff have an up-to-date and relevant position descriptions.
• Provide training and guidance to managers and staff to make best use of performance management process.
• Employee Relations:
• Conduct exit interviews with staff who leave MC-UG and identify any issues affecting staff retention to ensure they are addressed.
• Ensure employee issues are dealt with in a prompt time frame so MC-UG is not exposed to potential legal risk, including assisting in investigations into grievances and complaints where required.
• Participate in disciplinary, hiring and termination meetings with program staff upon request.
• Advise staff (national and international) on disciplinary procedures.
• Ensure Mercy Corps people and culture policies strictly adhere to Country labour law as applicable. This includes payment of appropriate taxes, benefits etc.
• Maintain confidentiality of all national staff personnel issues including disciplinary procedures and contracts/ pay rates.
• Administration & Legal:
• Provide oversight for maintaining people files for all staff – including recruitment documents, CVs, valid contracts, PAFs, timesheets, employee data sheets, disciplinary papers and performance evaluations by periodically auditing files.
• Periodically review the salary scale, employee manuals and People policies and procedures to ensure that they are in line with organizational and market dynamics.
• Maintain annual holiday schedule including determination of exact holidays in advance of the holiday (as possible) and inform all staff.
• Ensure that all expatriate staff have up to date work permits.
• Work with Mercy Corps Legal Counsel on all staff related matters where necessary
• Ensure service contracts for service providers are reviewed and updated as appropriate for example Medical Insurance, GPA, Legal, Consultants and any other that may come up.
• Ensure Annual Returns to the NGO Bureau are filed on time, by end of April each year.
• Remuneration & Benefits:
• Ensure Salaries and benefits adhere to Mercy Corps salary scales and standing protocols.
• Advise staff (national and international) on salary policies and procedures.
• Initiate monthly payroll for processing in conjunction with finance department and ensure payroll is delivered in a timely manner to all team members.
• Ensure terminal benefits for exited staff are processed in a timely manner, by 15th of the following month.

Training & Development:
• Train new staff on timesheet procedure.
• Coordinate with senior leadership and program teams for trainings and/or other People & Culture development activities including health and wellness talks.
• Identify training needs and gaps for different departments within the organization
• Ensure that staff undertake mandatory trainings like code of conduct & security essentials and also support online eLearning processes for staff to tap into internal training opportunities within Mercy Corps
• Identify training opportunities for the staff within the country

Team Management:
• Create and sustain a work environment of mutual respect where team members strive to achieve excellence.
• Promote accountability, communicate expectations and provide constructive feedback via regular performance reviews.
• Supervise, hire and orient new team members as necessary.
• Provide team members with information, tools and other resources to improve performance and reach objectives.
• Contribute to country team-building efforts, help team members identify problem-solving options and ensure the integration of all team members into relevant decision-making processes by working with staff representatives.
• Conduct himself/herself both professionally and personally in such a manner as to bring credit to Mercy Corps and to not jeopardize its humanitarian mission.

All successful team members must possess the following core competencies:
• Listening: Ability to actively listen (i.e., seeks to understand, asks good questions, paraphrases, and is in tune with speaker’s emotional state)
• Vulnerability & Courage: Ability to share lack of knowledge, mistakes, or failures; give and receive feedback; and raise difficult questions or concerns
• Curiosity: Ability to articulate and explore novel areas of learning that would contribute to greater effectiveness
• Systems Thinking: Ability to understand, affect, connect, and leverage various parts of a system while maintaining sight of the whole system
• Critical & Reflective Thinking: Ability to analyze and understand situations from a variety of perspectives
• Flexibility: Ability to accept the unexpected and adjust to what the situation now requires rather than what was planned
• Self-awareness & Personal Improvement: Ability to recognize and develop personal strengths and areas in need of improvement and adjust style and approach depending on what the situation requires
• Decision-Making: Ability to make informed, timely decisions based on a mixture of analysis, evidence, and experience.
• Required Languages: Excellent written and verbal communication skills in English

Behaviors Required
• Innovative: Consistently introduces new ideas and demonstrates original thinking
• Team Player: Works well as a member of a group
• Enthusiastic: Shows intense and eager enjoyment and interest
• Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well
• Leader: Inspires teammates to follow them

Motivations Preferred
Ability to Make an Impact: Inspired to perform well by the ability to contribute to the success of a project or the organization

Education Required
• Masters or better.

Experience Required
• 7 years: Experience with office administration, people operations, and management.

Deadline of this Job: 19 September 2022
Job Purpose:
• Implement HR related activities in the benefits administration,employee relations, training, performance management, onboarding, policyimplementation, recruitment/employment and employment law compliancefunctional areas in accordance with approved guidelines and procedures.

Key Result Areas:
1. Recruitment program support
• Implement recruitment activities for required Staff and conduct new-employee orientations as well monitor career-pathing program.
• Support the interview panels logistically and draft the final recruitmentreports.
• Support the staff orientation exercise and placement through draftingconfirmations for placements and contacting the successful applicants.

2. Support Performance management system
• Support the Performance Management process and preparation ofmanuals.
• Support the management team in the revision and update of the
• Performance Appraisal documents.
• 3. Implementation of employee compensation scheme
• Administer the employee compensation program in line with approvedpolicies and guidelines.
• Ensure that all staff of UCDA are under the medical cover and liaise withthe medical service providers to effect additions and cancellations to themedical scheme.
• Guide staff through the process of claims and any other issues that mightarise in line with worker’s compensation.

4. Records maintenance
• Maintain human resource information system records.
• Make constant updates to the HRIS.

5. Support staff training and development program
• Coordinate the staff capacity building exercise in accordance with theUCDA staff development policy.
• Conduct training needs assessment.
• Assist in the development of training plan and schedules to managementfor approval.
• Evaluate effectiveness and tracking progress of the training initiatives.

6. Support the staffing, exit or handover processes
• Make sure the old staff all have up to date contracts.
• Assist the process of staffing adjustments [Transfers, Promotions andReassignments].
• Ensure that the staff leaving the institution follow the right handoverprocedures.

7. Oversee staff relations and code of conduct
• Oversee Staff’s adherence to the Staff Code of conduct and other Staffdisciplinary related cases.
• Guide staff on the expected code of conduct during execution of theirroles with the institution.
• Provide support to the Supervisor in handling employee relations.

8. Implementation of HSE policies
• Implement the Occupational Health, Safety and Environment policies andprocedures.
• Assist in the development of a safety, health and environment policy

9. Prepare periodical reports as requested by the supervisor
• Assist in the drafting and finalizing of reports.

10. Carry out any other duties as assigned from time to time

Minimum Education:
The ideal candidate must have;

• Master’s Degree in Human Resource Management, or OrganizationalPsychology or MBA (HR Option).
• Bachelors’ Degree (First Class or Upper Second class) in Human ResourceManagement, or Organizational Psychology, or Business Administration (HRoption), or Social Sciences, or equivalent degree from a recognized university

Minimum Experience
• At least five (5) years working experience in a Human Resource Department ina reputable organization or NGO.

Expected Personal Competences And Skills
• Familiarity with Balanced Score Card system will be an added advantage.
• Knowledge of performance management, learning and developmentpractices, and talent acquisition practices, and ability to apply this informationin a manner that is compliant with relevant Employment Law and the UCDA
• Human Resources Manual.
• Capability of compiling and analyzing employment data to guide strategicplanning.
• Excellent teamwork and inter-personal skills, and a good understanding ofhuman relationships, and creating a culture of engagement.
• Demonstrated effectiveness in written and verbal communication.
Deadline of this Job: 23 September 2022
United Nations World Food Programme (WFP) is the world’s largest humanitarian agency, fighting hunger worldwide. The mission of WFP is to help the world achieve Zero Hunger in our lifetimes. Every day, WFP works worldwide to ensure that no child goes to bed hungry and that the poorest and most vulnerable, particularly women and children, can access the nutritious food they need. In emergencies, WFP gets food to where it is needed, saving the lives of victims of war, civil conflict and natural disasters. After an emergency, WFP uses food to help communities rebuild their lives. On average, WFP reaches more than 80 million people with food assistance in 80 countries each year.

Brief description of WFP in Uganda
WFP delivers food assistance in emergencies and work with communities to improve nutrition and build resilience. WFP provides life-saving food assistance and livelihood opportunities to refugees in Uganda. In addition, WFP assists the most vulnerable people in Uganda with food and nutrition assistance. Finally, WFP works with smallholder farmers and links them to markets.
As Uganda strives to achieve Zero Hunger by 2030 and become a middle-income country by 2040, WFP is also assessing its relevance and repositioning its role in Uganda.

We are seeking qualified individuals for the position of Business Support Assistant (Human Resources) SC4 to be based in Kampala. Selected candidates will be employed on Service Contract

These jobs are found in Country Offices (COs), Regional Bureaux (RBs), and Headquarters (HQ). Job holders may either perform administrative support functions in the front office and report to the Business Support Associate, or provide administrative support to team(s) with the reporting line to the relevant Head of Unit, Chief, or the designate. In cases where these positions support a specific business stream, the reporting line may be to the relevant Head of Unit, Chief, or the designate.
At this level, work is carried out under minimal supervision. Job holders are expected to produce organised and accurate work, undertaking specific business support activities. They may offer guidance on standard practices to more junior staff in their area of work.

To perform a range of HR tasks to support the Human Resources Unit nurture a culture of an excellent employee experience in line with the WFP Human Resources policies and procedures

KEY ACCOUNTABILITIES (not all-inclusive)
1. Actively participate & support the National staff talent acquisition process in Kampala and at the field offices, while making sure that all necessary documentation is authentic and properly maintained.
2. Coordinate sessions of talent acquisition and retention for national staff Country-wide.
3. Market WFP jobs /vacancy announcements on various sources to make sure that we attract the best talent to serve the persons of concern.
4. Coordinate with the internal units/offices on HR related matters, i.e., payroll, contracts, etc. and provide necessary information to enable timely HR services.
5. Gather HR related information with clear direction to support the drafting of documents and preparing reports by other staff.
6. Maintain confidential personnel records, HR databases and archives, to ensure data and files are accurately stored and updated in compliance with the established standards.
7. Coordinate employee engagement activities for example General Staff Meetings (GSM), engagement surveys, monthly HR newsletters
Key Accountabilities 1/1
8.Respond to HR related queries and escalate where appropriate, to provide a timely and accurate service to clients.
9.Support processing and managing routine administrative and financial tasks to contribute to the effective and timely management of resources.
10. Take responsibility for the maintenance of set standard systems and files, to ensure information is accurate and readily available for the function.
11. Take responsibility for data integrity to facilitate availability of accurate information in corporate systems.
12. Work with a variety of individuals, taking on feedback where appropriate to assist in business support delivery for staff.
13. Provide assistance on general HR queries and follow up actions, to ensure consistent and high-quality HR services are delivered to clients.
14. Extract and compile HR data on staff recruitment and selection, contractual conditions, entitlements, performance, and training requirements, to support analysis and reporting needs.
15. Any other duties as may be assigned by the supervisor from time to time.

• Understand and communicate the Strategic Objectives: Helps teammates articulate WFP’s Strategic Objectives.
• Be a force for positive change: Suggests potential improvements to team’s work processes to supervisor.
• Make the mission inspiring to our team: Explains the impact of WFP activities in beneficiary communities to teammates.
• Make our mission visible in everyday actions: Articulates how own unit’s responsibilities will serve WFP’s mission.
• Look for ways to strengthen people's skills: Trains junior teammates on new skills and capabilities.
• Create an inclusive culture: Seeks opportunities to work with people from different backgrounds.
• Be a coach & provide constructive feedback: Serves as a peer coach for colleagues in same area of work.
• Create an “I will”/”We will” spirit: Tracks progress toward goals and shares this information on a regular basis with supervisor.
• Encourage innovation & creative solutions: Explores ways to consistently be more efficient and accurate in own areas of work and shares new methods of work with colleagues.
• Focus on getting results: Focuses on getting results and tracks trends in completion rates for own tasks to identify opportunities for efficiency.
• Make commitments and make good on commitments: Takes responsibility for own tasks and notifies supervisor as soon as possible of potential delays in meeting deadlines or commitments.
• Be Decisive: Independently decides what action to take when faced with critical choices in the workplace or in dangerous situations in the field.
• Connect and share across WFP units: Suggests opportunities for partnering with other units to supervisor.
• Build strong external partnerships: Identifies opportunities to work with colleagues and partners in the field towards common goals.
• Be politically agile & adaptable: Develops an understanding of the value of WFP’s teams and external partners in fulfilling team’s goals and objectives.
• Be clear about the value WFP brings to partnerships: Aligns own activities with supervisor’s priorities to fulfill internal and external partner needs.

Qualifications & Experience:
A University degree in Human Resource Management, Public or Business Administration, Industrial /Organizational Psychology, or any other related field, attained from a recognized institution.
At least four (4) years of relevant working experience in Human Resources management and development, administration, gained from reputable organizations.

Standard Minimum Qualification 1/1
Knowledge & Skills:
• Ability to maintain confidentiality
• Ability to work with teams remotely
• Ability to quickly build credibility with internal stakeholders
• Ability to work well with a diverse team and demonstrated business partnering skills
• Creative problem solver, flexible and constructive approach
• Ability to prioritise multiple stakeholder requests.
• Good working knowledge and experience using MS Office applications and HR Information Management Systems
Fluency in oral and written English, including strong writing skills

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