Organisation: British
Council
Duty Station: Kampala, Uganda
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.
- 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
Follow the link below to register on the website to apply for the
job. All applications should be made by
following the link provided.
Deadline: 27 May 2015 by 23:59
UK Time
0 comments:
Post a Comment