Human Resource Manager job at Lafab Solutions

POSITION SUMMARY

The Human Resource Manager will provide strategic and operational leadership in the development, implementation and management of human resource functions to support organisational growth, operational efficiency and employee productivity.

The successful candidate will be responsible for establishing and strengthening HR systems, managing workforce planning and recruitment, overseeing employee relations, ensuring compliance with applicable labour laws, developing performance management frameworks and promoting a productive organisational culture.

Given the organisation's involvement in electric mobility, electric motorcycles, battery solutions, renewable energy and technology-driven operations, the HR Manager must demonstrate the ability to manage a diverse workforce comprising technical personnel, sales and marketing teams, operational staff, logistics personnel and administrative professionals.

The ideal candidate should be a strategic HR professional who can translate business objectives into effective people-management strategies while ensuring that the organisation attracts, develops, motivates and retains competent employees.

KEY ROLES AND RESPONSIBILITIES

A. Strategic Human Resource Management

• Develop and implement HR strategies, policies and procedures aligned with organisational objectives and business expansion plans.
• Provide strategic HR advice to senior management on workforce requirements, organisational structure, employee productivity and people-related risks.
• Establish effective HR systems, processes and operational frameworks that support organisational efficiency.
• Participate in organisational planning, restructuring and change management initiatives.
• Advise management on human capital investment, workforce optimisation and employee engagement strategies.
• Develop and maintain an effective HR departmental work plan and budget.

B. Workforce Planning and Talent Acquisition

• Lead workforce planning and identify current and future staffing requirements across technical, commercial, operational and administrative departments.
• Develop and implement effective recruitment and selection strategies to attract qualified and competent personnel.
• Oversee the entire recruitment process, including job analysis, job descriptions, vacancy advertising, candidate screening, interviewing, selection and onboarding.
• Coordinate the recruitment of specialised personnel, including electric vehicle technicians, battery and electrical systems specialists, sales executives, engineers, logistics personnel and other relevant professionals.
• Establish talent pipelines and succession plans for critical organisational positions.
• Ensure recruitment decisions are competency-based, objective and aligned with approved staffing requirements.
• Monitor recruitment costs, time-to-hire and quality-of-hire indicators.

C. HR Operations and Employee Administration

• Oversee the day-to-day administration of the human resource function.
• Maintain accurate and up-to-date employee records, personnel files, contracts and HR databases.
• Develop, review and administer employment contracts, job descriptions, staff handbooks and HR policies.
• Coordinate employee onboarding, confirmation, transfers, promotions, leave administration, separation and exit procedures.
• Ensure timely preparation and management of HR documentation.
• Establish efficient HR information management and reporting systems.
• Maintain confidentiality and appropriate access controls over employee information.

D. Employee Relations and Labour Law Compliance

• Promote positive employee relations and maintain a professional, inclusive and respectful working environment.
• Advise management on employment matters, disciplinary procedures, grievances, workplace conflicts and dispute resolution.
• Ensure compliance with Uganda's Employment Act, 2006, applicable labour regulations and other relevant employment requirements.
• Oversee disciplinary processes, investigations and grievance handling while ensuring procedural fairness.
• Coordinate the development and implementation of workplace policies, codes of conduct and employee welfare programmes.
• Monitor compliance with employment contracts, working hours, leave entitlements and statutory employment obligations.
• Support management in addressing workplace conduct, employee absenteeism, misconduct and other labour-related matters.

E. Performance Management and Organisational Productivity

• Design, implement and monitor an effective performance management system across all departments.
• Develop performance indicators and measurable targets for employees in technical, sales, operational and administrative functions.
• Coordinate employee performance appraisals, performance reviews and feedback sessions.
• Advise departmental heads on performance improvement plans and employee productivity.
• Identify performance gaps and recommend appropriate corrective and developmental interventions.
• Promote accountability, results-oriented performance and continuous improvement.
• Monitor employee productivity and provide management with regular performance reports.

F. Training, Learning and Employee Development

• Conduct training needs assessments and develop annual employee training and development plans.
• Identify skills gaps among technical, sales, operational and administrative employees.
• Coordinate training programmes in areas such as leadership, customer service, technical operations, workplace safety, communication and professional development.
• Support technical and product-related training for employees working with electric motorcycles, battery systems and renewable-energy solutions.
• Develop employee career development and succession planning initiatives.
• Evaluate training effectiveness and assess the impact of learning programmes on employee performance.
• Promote continuous learning, innovation and professional growth.

G. Compensation, Payroll and Benefits Administration

• Oversee the administration and coordination of employee compensation, payroll and benefits.
• Ensure accurate and timely processing of employee payroll information in collaboration with the finance department.
• Monitor salary structures, allowances, incentives, overtime and other employee benefits.
• Ensure appropriate administration and remittance of statutory deductions and employment-related contributions in accordance with applicable laws.
• Participate in salary reviews, compensation benchmarking and benefits administration.
• Maintain accurate payroll records and promote confidentiality in compensation management.

H. Occupational Health, Safety and Employee Welfare

• Work with relevant departments to promote a safe, healthy and compliant working environment.
• Coordinate the development and implementation of workplace health and safety policies and procedures.
• Support compliance with applicable occupational safety and health requirements.
• Promote employee awareness of workplace hazards, accident prevention and safe working practices.
• Coordinate incident reporting, workplace investigations and appropriate follow-up actions.
• Pay particular attention to safety considerations in technical workshops, electric vehicle servicing, battery handling, charging operations, warehouses and other operational environments.
• Coordinate employee welfare, wellness and workplace support initiatives.

I. Organisational Culture and Change Management

• Promote a positive organisational culture built on professionalism, accountability, teamwork, integrity and innovation.
• Develop initiatives that strengthen employee engagement, motivation and retention.
• Support management in communicating organisational changes, new policies and business priorities.
• Facilitate effective communication between management and employees.
• Champion diversity, fairness, equal opportunity and respectful workplace practices.
• Support organisational expansion by ensuring that HR structures, policies and workforce capabilities evolve with business needs.

J. HR Reporting, Analytics and Management Advisory

• Prepare and present periodic HR reports to senior management.
• Monitor key HR indicators, including employee turnover, absenteeism, recruitment costs, workforce productivity, training effectiveness and employee performance.
• Maintain accurate HR statistics and workforce information to support management decision-making.
• Identify emerging workforce challenges and recommend practical solutions.
• Provide management with regular updates on recruitment, employee relations, HR compliance and organisational development.
• Use HR data and reporting systems to improve workforce planning and operational effectiveness.

ACADEMIC AND PROFESSIONAL QUALIFICATIONS

• Bachelor's Degree in Human Resource Management, Business Administration, Industrial and Organisational Psychology, Management or another relevant discipline from a recognised institution.
• A postgraduate qualification in Human Resource Management, Business Administration or a related field will be an added advantage.
• Professional HR certification or membership of a recognised HR professional body will be an added advantage.
• At least five (5) years of relevant progressive HR experience, with a minimum of two (2) years in a supervisory or managerial HR role.
• Demonstrated experience in managing HR operations, recruitment, employee relations, performance management and organisational development.

REQUIRED TECHNICAL COMPETENCIES AND SKILLS

• Strong knowledge of human resource management principles, practices and employment legislation in Uganda.
• Proven ability to develop and implement HR policies, systems and procedures.
• Excellent workforce planning, recruitment and talent management capabilities.
• Strong understanding of payroll administration, compensation and benefits management.
• Demonstrated experience in employee relations, disciplinary management and conflict resolution.
• Strong performance management and organisational development skills.
• Ability to use HR information systems, payroll applications and Microsoft Office tools.
• Strong analytical, reporting and HR data interpretation capabilities.
• Excellent leadership, decision-making and problem-solving abilities.
• High levels of integrity, professionalism, confidentiality and accountability.

DESIRED INDUSTRY EXPERIENCE

• Experience in any of the following sectors will be a strong advantage:
• Electric mobility and automotive industries.
• Renewable energy and clean-energy solutions.
• Manufacturing and industrial operations.
• Engineering and technology companies.
• Logistics, supply chain and distribution.
• Telecommunications and other technology-driven businesses.
• Candidates with experience managing a combination of technical, commercial, field-based and administrative workforces are particularly encouraged to apply.

KEY PERFORMANCE EXPECTATIONS

• Establishment and effective implementation of HR policies and systems.
• Timely recruitment and deployment of competent employees.
• Improved employee retention and workforce stability.
• Effective performance management across departments.
• Compliance with applicable labour laws and statutory requirements.
• Improved employee productivity, engagement and accountability.
• Effective payroll and HR administration.
• Development of employee skills and organisational capabilities.
• Timely and accurate HR reporting to management.

• Provide strategic and operational leadership in the development, implementation and management of human resource functions to support organisational growth, operational efficiency and employee productivity.
• Establish and strengthen HR systems, manage workforce planning and recruitment, oversee employee relations, ensure compliance with applicable labour laws, develop performance management frameworks and promote a productive organisational culture.
• Manage a diverse workforce comprising technical personnel, sales and marketing teams, operational staff, logistics personnel and administrative professionals.
• Translate business objectives into effective people-management strategies while ensuring that the organisation attracts, develops, motivates and retains competent employees.
• Develop and implement HR strategies, policies and procedures aligned with organisational objectives and business expansion plans.
• Provide strategic HR advice to senior management on workforce requirements, organisational structure, employee productivity and people-related risks.
• Establish effective HR systems, processes and operational frameworks that support organisational efficiency.
• Participate in organisational planning, restructuring and change management initiatives.
• Advise management on human capital investment, workforce optimisation and employee engagement strategies.
• Develop and maintain an effective HR departmental work plan and budget.
• Lead workforce planning and identify current and future staffing requirements across technical, commercial, operational and administrative departments.
• Develop and implement effective recruitment and selection strategies to attract qualified and competent personnel.
• Oversee the entire recruitment process, including job analysis, job descriptions, vacancy advertising, candidate screening, interviewing, selection and onboarding.
• Coordinate the recruitment of specialised personnel, including electric vehicle technicians, battery and electrical systems specialists, sales executives, engineers, logistics personnel and other relevant professionals.
• Establish talent pipelines and succession plans for critical organisational positions.
• Ensure recruitment decisions are competency-based, objective and aligned with approved staffing requirements.
• Monitor recruitment costs, time-to-hire and quality-of-hire indicators.
• Oversee the day-to-day administration of the human resource function.
• Maintain accurate and up-to-date employee records, personnel files, contracts and HR databases.
• Develop, review and administer employment contracts, job descriptions, staff handbooks and HR policies.
• Coordinate employee onboarding, confirmation, transfers, promotions, leave administration, separation and exit procedures.
• Ensure timely preparation and management of HR documentation.
• Establish efficient HR information management and reporting systems.
• Maintain confidentiality and appropriate access controls over employee information.
• Promote positive employee relations and maintain a professional, inclusive and respectful working environment.
• Advise management on employment matters, disciplinary procedures, grievances, workplace conflicts and dispute resolution.
• Ensure compliance with Uganda's Employment Act, 2006, applicable labour regulations and other relevant employment requirements.
• Oversee disciplinary processes, investigations and grievance handling while ensuring procedural fairness.
• Coordinate the development and implementation of workplace policies, codes of conduct and employee welfare programmes.
• Monitor compliance with employment contracts, working hours, leave entitlements and statutory employment obligations.
• Support management in addressing workplace conduct, employee absenteeism, misconduct and other labour-related matters.
• Design, implement and monitor an effective performance management system across all departments.
• Develop performance indicators and measurable targets for employees in technical, sales, operational and administrative functions.
• Coordinate employee performance appraisals, performance reviews and feedback sessions.
• Advise departmental heads on performance improvement plans and employee productivity.
• Identify performance gaps and recommend appropriate corrective and developmental interventions.
• Promote accountability, results-oriented performance and continuous improvement.
• Monitor employee productivity and provide management with regular performance reports.
• Conduct training needs assessments and develop annual employee training and development plans.
• Identify skills gaps among technical, sales, operational and administrative employees.
• Coordinate training programmes in areas such as leadership, customer service, technical operations, workplace safety, communication and professional development.
• Support technical and product-related training for employees working with electric motorcycles, battery systems and renewable-energy solutions.
• Develop employee career development and succession planning initiatives.
• Evaluate training effectiveness and assess the impact of learning programmes on employee performance.
• Promote continuous learning, innovation and professional growth.
• Oversee the administration and coordination of employee compensation, payroll and benefits.
• Ensure accurate and timely processing of employee payroll information in collaboration with the finance department.
• Monitor salary structures, allowances, incentives, overtime and other employee benefits.
• Ensure appropriate administration and remittance of statutory deductions and employment-related contributions in accordance with applicable laws.
• Participate in salary reviews, compensation benchmarking and benefits administration.
• Maintain accurate payroll records and promote confidentiality in compensation management.
• Work with relevant departments to promote a safe, healthy and compliant working environment.
• Coordinate the development and implementation of workplace health and safety policies and procedures.
• Support compliance with applicable occupational safety and health requirements.
• Promote employee awareness of workplace hazards, accident prevention and safe working practices.
• Coordinate incident reporting, workplace investigations and appropriate follow-up actions.
• Pay particular attention to safety considerations in technical workshops, electric vehicle servicing, battery handling, charging operations, warehouses and other operational environments.
• Coordinate employee welfare, wellness and workplace support initiatives.
• Promote a positive organisational culture built on professionalism, accountability, teamwork, integrity and innovation.
• Develop initiatives that strengthen employee engagement, motivation and retention.
• Support management in communicating organisational changes, new policies and business priorities.
• Facilitate effective communication between management and employees.
• Champion diversity, fairness, equal opportunity and respectful workplace practices.
• Support organisational expansion by ensuring that HR structures, policies and workforce capabilities evolve with business needs.
• Prepare and present periodic HR reports to senior management.
• Monitor key HR indicators, including employee turnover, absenteeism, recruitment costs, workforce productivity, training effectiveness and employee performance.
• Maintain accurate HR statistics and workforce information to support management decision-making.
• Identify emerging workforce challenges and recommend practical solutions.
• Provide management with regular updates on recruitment, employee relations, HR compliance and organisational development.
• Use HR data and reporting systems to improve workforce planning and operational effectiveness.

• Strong knowledge of human resource management principles, practices and employment legislation in Uganda.
• Proven ability to develop and implement HR policies, systems and procedures.
• Excellent workforce planning, recruitment and talent management capabilities.
• Strong understanding of payroll administration, compensation and benefits management.
• Demonstrated experience in employee relations, disciplinary management and conflict resolution.
• Strong performance management and organisational development skills.
• Ability to use HR information systems, payroll applications and Microsoft Office tools.
• Strong analytical, reporting and HR data interpretation capabilities.
• Excellent leadership, decision-making and problem-solving abilities.
• High levels of integrity, professionalism, confidentiality and accountability.

• Bachelor's Degree in Human Resource Management, Business Administration, Industrial and Organisational Psychology, Management or another relevant discipline from a recognised institution.
• A postgraduate qualification in Human Resource Management, Business Administration or a related field will be an added advantage.
• Professional HR certification or membership of a recognised HR professional body will be an added advantage.
• At least five (5) years of relevant progressive HR experience, with a minimum of two (2) years in a supervisory or managerial HR role.
• Demonstrated experience in managing HR operations, recruitment, employee relations, performance management and organisational development.