Human Resource Manager job at Ranchers Finest (U) Ltd

Reports To: Chief Executive Officer (CEO)
Direct Reports: HR Officer and Admin Officer.

Job Summary:
The HR Manager will provide strategic leadership and direction for the Human Resources function by developing and implementing people strategies that enable Ranchers Finest Limited to achieve its business objectives. The Human Resource Manager is responsible for talent management, workforce planning, organizational development, performance management, employee relations, culture transformation, succession planning, compliance, and workforce productivity across the entire business.

Key Responsibilities.

1. Strategic Human Resource Leadership

• Develop and execute the Human Resource Strategy aligned to the company's strategic plan.
• Partner with the CEO and Executive Team on organizational design, workforce capability, succession planning, and change management.
• Serve as a strategic advisor to management on all people-related matters.
• Lead initiatives that improve workforce productivity, employee engagement, organizational effectiveness, and business performance.
• Develop and monitor HR metrics and analytics to support strategic decision-making.
• Drive a high-performance culture that promotes accountability, integrity, teamwork, innovation, and customer focus.

2. Workforce Planning and Talent Management

• Develop annual manpower plans aligned with business growth requirements and lead recruitment and talent acquisition strategies for critical.
• Establish talent pipelines for key operational and technical roles.
• Implement succession planning frameworks for critical positions.
• Ensure effective onboarding and integration of new employees.
• Develop retention strategies for high-performing employees and critical talent.

3. Organizational Development and Culture

• Lead organizational development initiatives that improve effectiveness and operational efficiency.
• Drive culture transformation programs aligned with company values.
• Facilitate organizational restructuring and workforce optimization projects.

4. Performance Management and Productivity

• Coordinate annual performance planning, performance reviews, and evaluations.
• Support managers in managing performance, accountability, and employee development.
• Lead implementation of performance improvement plans where necessary.

5. Learning, Leadership Development and Succession Planning

• Develop and implement the annual training and development strategy.
• Identify leadership capability gaps and implement development programs.
• Establish succession plans for critical positions
• Coordinate management and leadership development initiatives.
• Measure return on investment for training and development programs.
• Promote continuous learning and professional development across the organization.

6. Employee Relations and Industrial Relations

• Develop and maintain positive employee relations across all business units.
• Guide disciplinary, grievance, and conflict management matters.
• Promote effective communication between management and employees.
• Manage industrial relations issues and maintain workplace harmony.

7. Compensation, Benefits and Reward Management

• Payroll and benefits administration.
• Develop reward and recognition programs that drive performance.

8. HR Governance, Risk and Compliance

• Ensure compliance with labour legislation, employment regulations, and company policies.
• Maintain robust HR governance frameworks and controls.
• Ensure timely compliance with statutory obligations including NSSF, PAYE, and other regulatory requirements.
• Lead HR audits and implement corrective actions.

9. Health, Safety and Employee Wellbeing

• Partner with operational teams to promote workplace safety and compliance.
• Support development and implementation of occupational health and safety programs.
• Promote employee wellness and wellbeing initiatives.
• Monitor workplace incidents and recommend preventive interventions.
• Foster a safety-conscious culture throughout the organization.

Qualifications, Experience, and Skills

• Bachelor’s degree in human resource management, Business Administration, Organizational Psychology, or a related field.
• A postgraduate diploma is an advantage.
• Minimum 5–7 years in HR management, preferably in manufacturing or the FMCG sectors.
• Knowledge of Ugandan labor legislation and statutory requirements is essential.
• Excellent interpersonal, communication, and conflict resolution skills.
• High level of integrity, confidentiality, and professionalism.

• Develop and execute the Human Resource Strategy aligned to the company's strategic plan.
• Partner with the CEO and Executive Team on organizational design, workforce capability, succession planning, and change management.
• Serve as a strategic advisor to management on all people-related matters.
• Lead initiatives that improve workforce productivity, employee engagement, organizational effectiveness, and business performance.
• Develop and monitor HR metrics and analytics to support strategic decision-making.
• Drive a high-performance culture that promotes accountability, integrity, teamwork, innovation, and customer focus.
• Develop annual manpower plans aligned with business growth requirements and lead recruitment and talent acquisition strategies for critical.
• Establish talent pipelines for key operational and technical roles.
• Implement succession planning frameworks for critical positions.
• Ensure effective onboarding and integration of new employees.
• Develop retention strategies for high-performing employees and critical talent.
• Lead organizational development initiatives that improve effectiveness and operational efficiency.
• Drive culture transformation programs aligned with company values.
• Facilitate organizational restructuring and workforce optimization projects.
• Coordinate annual performance planning, performance reviews, and evaluations.
• Support managers in managing performance, accountability, and employee development.
• Lead implementation of performance improvement plans where necessary.
• Develop and implement the annual training and development strategy.
• Identify leadership capability gaps and implement development programs.
• Establish succession plans for critical positions
• Coordinate management and leadership development initiatives.
• Measure return on investment for training and development programs.
• Promote continuous learning and professional development across the organization.
• Develop and maintain positive employee relations across all business units.
• Guide disciplinary, grievance, and conflict management matters.
• Promote effective communication between management and employees.
• Manage industrial relations issues and maintain workplace harmony.
• Payroll and benefits administration.
• Develop reward and recognition programs that drive performance.
• Ensure compliance with labour legislation, employment regulations, and company policies.
• Maintain robust HR governance frameworks and controls.
• Ensure timely compliance with statutory obligations including NSSF, PAYE, and other regulatory requirements.
• Lead HR audits and implement corrective actions.
• Partner with operational teams to promote workplace safety and compliance.
• Support development and implementation of occupational health and safety programs.
• Promote employee wellness and wellbeing initiatives.
• Monitor workplace incidents and recommend preventive interventions.
• Foster a safety-conscious culture throughout the organization.

• Excellent interpersonal, communication, and conflict resolution skills.
• High level of integrity, confidentiality, and professionalism.

• Bachelor’s degree in human resource management, Business Administration, Organizational Psychology, or a related field.
• A postgraduate diploma is an advantage.
• Knowledge of Ugandan labor legislation and statutory requirements is essential.