Tugende is a for-profit social enterprise formally established in 2012 in Uganda. We use asset finance, technology, and a customer-centric model to help informal sector entrepreneurs dramatically increase their economic trajectory. Operating in Uganda and Kenya, our 460+ staff have served over 30,000 clients and are rapidly growing and innovating.About this job:Tugende’s ongoing rapid growth creates immense opportunities for innovation, improvement alongside the expansion of core business streams. Because the core business is growing so quickly, the Human Resource Department has the challenge and privilege of providing fast and effective support to Tugende as a whole. This includes ensuring Tugende has the right people, at the right time, and that all employees have a rewarding work experience while contributing to Tugende’s overall mission of helping people help themselves.The principal functions of the Human Resource Manager will be: To provide leadership and technical support for strategic Talent planning and acquisitionSupport Talent performance, learning, and GrowthHR- Policy Review, Development, and Legal ComplianceContributing to the successful delivery of all HR departmental initiatives/projects The key responsibilities include:Talent Planning and Acquisition: Responsible for developing, defining, and implementing short and long term company annual manpower plans; Undertake and analyze manpower productivity and workforce measurement within the entire organization.Work closely with departmental/ functional heads to understand their staffing requirements and make relevant recommendations.Create and monitor manpower and workforce planning models.Create annual recruitment plans based on current headcount, business strategy, and budgets that feed into the annual Human Resource work plan. Talent Acquisition: Develop long-term effective recruiting strategies and nurture trusting relationships with potential hires, create strong talent pipelines for our company’s current and future hiring needs. Work with department heads to develop and refine job descriptions, announcements, post advertisements internally, on social media, and with other external recruitment agencies.Work with head of departments to develop assessment tools such as test questions, case studies, and rating standards within established proceduresSupport the hiring managers with the review of online applications, evaluation of qualifications of both internal and external candidates, conducting interviews to analyze candidate experience and fit, and developing shortlists of potential candidates.Ensure reference checks and background checks of selected candidates, are completed as required to inform hiring decisions.Recommend system improvements to current recruitment processes to ensure streamlined, cost-effective, and high-quality services.Track application flows and maintains a pipeline of qualified candidates for future consideration.Conduct informational interviews with potential candidates. Solicit and prioritize internal referrals.Develop and foster long-term relationships with past applicants and potential candidates on social media (Facebook, Linkedin, etc)Develop tools for enabling a smooth on-boarding process for new employees, and monitor the orientation process to confirm adherence to the orientation programsConduct training for managers and other staff involved in the recruitment and selection process with regard to interviewing skills and ethical codes of conduct.Develop talent acquisition metrics to monitor the talent acquisition agenda, produce talent acquisition reports, and identify areas of improvement in recruitment and selection processes. Talent Learning and Growth Build a comprehensive learning and development model for Tugende to support growth.Develop processes, policies, and strategies to support the delivery of Learning & development initiativesProject future training needs based on both the business requirements, changes, and head of department recommendations.Develop and implement leadership and competence enhancement programs in line with identified behavioral competence gapsDevelop a structural process for the identification and analysis of learning and development needs, to ensure that performance gaps or skills gaps are addressed effectively.Co-ordinate financial planning, recording, and reporting of all learning and development activities in order to ensure budget managementConduct needs assessment to develop and avail business L&D interventions.Evaluates the impact of L&D on performance and behavior improvements in order to provide recommendations for future actions.Develop and coordinate the production of Learning and Development Content for the different departments or function unitsEnsure quality induction on the organization’s processes & systems to ease new joiners into their functionsUpdate and maintain trackers and databases on Learning and Development initiativesProvide regular progress reports on various learning initiatives Policy development, Implementation, and Compliance Provide an effective and dedicated HR advisory service to employees in relation to absence, health issues, conduct and capability, grievance matters, organizational change, and all other employee-relations mattersAssist in the communication, interpretation, and upkeep of HR-manual, employee directory, and organizational chart, and contributes to the development of policiesSuggest new procedures and policies to continually improve the efficiency of the HR department and organization as a whole, and to improve the employee experienceParticipate in both the HR department and organizational process auditsMaintain the work structure by updating job requirements and job descriptions for all positions as necessaryEnsures legal compliance with applicable employment laws by monitoring and implementing applicable human resource requirements and policies; conducting investigations; maintaining records.Coaches and trains managers in their communication, feedback, recognition, discipline management, and interaction responsibilities with the employees who report to them.Review employee feedback through the company’s complaint procedure and conduct investigations when required.Manage the administrative details of the Disciplinary Committee activities including the required paperwork, investigative report analysis, and communication of the disciplinary decision out-put to the respective parties. Monitor the Performance evaluation reviews Review and update performance evaluation procedures, guidelines, documents, and training material.Follows up on performance evaluation recommendations including monitoring staff on Performance Improvement PlansEnsures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; hearing and resolving employee grievances; counseling employees and supervisorsSupport/facilitate performance-related training/ coaching including evaluation tools & forms Data management and Human Resource Information Systems administration Review trends and people analytics to drive business strategy decisionsConduct research and analyze industry-wide publications for benchmarking a variety of HR metricsMaintain employee files and records in electronic and paper formMaintain all system securities and cost detailsEnsure all employee records are maintained and updated with new information or changes in employment statusMaintain historical human resource records by designing a filing and retrieval system; keeping past and current records. Administration Coordination Manage the employee benefits programs including the providers and brokers engagements e.g. Medical insurance, GPA/ WIBA, Study support, etcManage and follow-up applications for travel visas, work permits, etcManage the HR departmental budgetManage the budgets and logistics for all the staff engagement activities
