Human Resource Manager job at Britam Insurance Company

Job Purpose and Key responsibilities

Job Purpose:

The HR Manager is responsible for providing strategic and operational human capital leadership to the country insurance business. The role ensures the effective execution of Group HR policies, people strategies, and organizational development initiatives that enable a high-performing, compliant, customer-centric workforce.

The position oversees the full HR value chain—including workforce planning, talent acquisition, talent management, leadership development, learning, performance management, employee relations, culture transformation, people analytics, remuneration and benefits, and regulatory compliance —ensuring alignment with both Group HR Strategy and the Country Business Strategy.

The role reports through a dual reporting structure to the Country CEOs and the Director, Human Resources, ensuring both strategic alignment and operational effectiveness across the Group and country entity.

Key Responsibilities:

1. Strategic HR Leadership

• Lead the development and execution of the Country HR Strategy, ensuring alignment to the Group People Strategy and regulatory requirements.
• Provide strategic HR advisory to the Country CEO and Executive Committee, influencing organisational decisions from a people and culture perspective.
• Use people analytics and workforce insights to drive organisational effectiveness, future-skills planning, and evidence-based decision-making.

2. Culture, Leadership and Change Management

• Drive organisational culture transformation in line with the company’s values, vision, and purpose, ensuring a consistent employee experience across the market.
• Facilitate change-management programs that support business transformation, digitalisation, and new operating models.
• Build leadership capability across management through coaching, leadership development, talent reviews, and succession planning.

3. Organisational Design & Workforce Planning

• Lead organisation design initiatives, ensuring structures, job profiles, spans and layers, and operating processes support efficiency, risk mitigation, and customer service.
• Conduct regular workforce planning to ensure optimal staffing levels, workforce mix (permanent, temporary, outsourced), and alignment to productivity expectations.
• Ensure proper governance in role evaluation, grading, job architecture and career frameworks.

4. Talent Acquisition, Onboarding & Retention

• Manage end-to-end recruitment for the country business, ensuring timely and high-quality hiring in line with approved manpower plans.
• Ensure strong onboarding, induction, and early-engagement processes to support retention and accelerate productivity.
• Implement targeted retention and engagement strategies for critical roles, high performers, and successors.

5. Talent Management, Learning & Development

• Lead the execution of the Group’s talent management framework, including talent reviews, succession planning, leadership pipeline acceleration and critical-roles development.
• Assess country-wide learning needs and implement capability-building programs that support future business priorities (digital, risk & compliance, underwriting, actuarial, claims excellence, customer experience, etc.).
• Monitor learning impact and ensure adherence to Group learning governance and accreditation standards.

6. Performance Management & Productivity

• Champion a performance-driven culture leveraging OKRs methodology and Group performance management framework.
• Build capability among managers to set meaningful goals, conduct quality performance conversations, and manage performance issues fairly and consistently.
• Drive workforce productivity, engagement, and quality-of-workplace metrics across the business.

7. Employee Relations, Compliance & Governance

• Ensure consistent application of HR policies, employment laws, and HR governance standards in line with country labour legislation and Group compliance requirements.
• Manage employee relations matters, conflict resolution, disciplinary processes, and grievance mechanisms with fairness and organisational integrity.
• Ensure that all HR operations, documentation, and personnel records (digital and physical) meet internal audit, data-privacy, and regulatory expectations for insurance entities.

8. Reward, Benefits & Wellbeing Administration

• Administer all employee benefits, including Group Medical, Pension, Group Life and other country-specific offerings, ensuring competitiveness and regulatory compliance.
• Partner with Total Rewards to support salary reviews, market benchmarking, incentive programs, and reward governance.
• Drive wellbeing, safety and employee support programs that enhance engagement and retention.

9. HR Operations, Reporting & People Analytics

• Ensure the accuracy, integrity, and maintenance of all HR data, HRIS systems, and personnel documentation.
• Prepare monthly HR dashboards and reports for the Country CEO and Group HR, ensuring insights that drive business decisions.
• Monitor key people metrics (turnover, engagement, absenteeism, talent risks, hiring cycle time, HC productivity, etc.) and propose interventions.

10. Business Performance

• Deliver on performance expectations as defined in the HR Strategy Map, OKRs, and Personal Performance goals.
• Partner with leaders to ensure the HR function supports growth targets, customer delivery, operational excellence, risk mitigation, and regulatory compliance within the insurance environment.

Knowledge, experience and qualifications required

Knowledge, experience, and qualifications required

• Bachelor’s degree in Social Sciences, Human Resources or related field. Masters is an added advantage;Post graduate diploma in Human Resources Management.
• 6 - 8 years’ experience in Human Resources; 2-3 years should be in a managerial position.
• Experience within financial services industry or a service industry.
• Proficient in HR management systems; and
• A Ugandan national is preferred.

• Lead the development and execution of the Country HR Strategy, ensuring alignment to the Group People Strategy and regulatory requirements.
• Provide strategic HR advisory to the Country CEO and Executive Committee, influencing organisational decisions from a people and culture perspective.
• Use people analytics and workforce insights to drive organisational effectiveness, future-skills planning, and evidence-based decision-making.
• Drive organisational culture transformation in line with the company’s values, vision, and purpose, ensuring a consistent employee experience across the market.
• Facilitate change-management programs that support business transformation, digitalisation, and new operating models.
• Build leadership capability across management through coaching, leadership development, talent reviews, and succession planning.
• Lead organisation design initiatives, ensuring structures, job profiles, spans and layers, and operating processes support efficiency, risk mitigation, and customer service.
• Conduct regular workforce planning to ensure optimal staffing levels, workforce mix (permanent, temporary, outsourced), and alignment to productivity expectations.
• Ensure proper governance in role evaluation, grading, job architecture and career frameworks.
• Manage end-to-end recruitment for the country business, ensuring timely and high-quality hiring in line with approved manpower plans.
• Ensure strong onboarding, induction, and early-engagement processes to support retention and accelerate productivity.
• Implement targeted retention and engagement strategies for critical roles, high performers, and successors.
• Lead the execution of the Group’s talent management framework, including talent reviews, succession planning, leadership pipeline acceleration and critical-roles development.
• Assess country-wide learning needs and implement capability-building programs that support future business priorities (digital, risk & compliance, underwriting, actuarial, claims excellence, customer experience, etc.).
• Monitor learning impact and ensure adherence to Group learning governance and accreditation standards.
• Champion a performance-driven culture leveraging OKRs methodology and Group performance management framework.
• Build capability among managers to set meaningful goals, conduct quality performance conversations, and manage performance issues fairly and consistently.
• Drive workforce productivity, engagement, and quality-of-workplace metrics across the business.
• Ensure consistent application of HR policies, employment laws, and HR governance standards in line with country labour legislation and Group compliance requirements.
• Manage employee relations matters, conflict resolution, disciplinary processes, and grievance mechanisms with fairness and organisational integrity.
• Ensure that all HR operations, documentation, and personnel records (digital and physical) meet internal audit, data-privacy, and regulatory expectations for insurance entities.
• Administer all employee benefits, including Group Medical, Pension, Group Life and other country-specific offerings, ensuring competitiveness and regulatory compliance.
• Partner with Total Rewards to support salary reviews, market benchmarking, incentive programs, and reward governance.
• Drive wellbeing, safety and employee support programs that enhance engagement and retention.
• Ensure the accuracy, integrity, and maintenance of all HR data, HRIS systems, and personnel documentation.
• Prepare monthly HR dashboards and reports for the Country CEO and Group HR, ensuring insights that drive business decisions.
• Monitor key people metrics (turnover, engagement, absenteeism, talent risks, hiring cycle time, HC productivity, etc.) and propose interventions.
• Deliver on performance expectations as defined in the HR Strategy Map, OKRs, and Personal Performance goals.
• Partner with leaders to ensure the HR function supports growth targets, customer delivery, operational excellence, risk mitigation, and regulatory compliance within the insurance environment.

• Proficient in HR management systems

• Bachelor’s degree in Social Sciences, Human Resources or related field. Masters is an added advantage;Post graduate diploma in Human Resources Management.
• Experience within financial services industry or a service industry.
• A Ugandan national is preferred.