Job Title: Â People & Culture Director
Organisation:Â Future Options Consulting Ltd
Duty Station:Â Â Kampala, Uganda
About the Company:
Future Options Consulting Ltd is a HR & Management consultancy firm that was started in 2006 and offers these services: recruitment, headhunting, payroll management & outsourcing, workload audit services.
Our Client, an International NGO, that is an independent child rights and humanitarian organization in Uganda
Job Summary: Â Â We are an independent child rights and humanitarian organization committed to children living free of poverty, violence, and injustice.
We actively unite children, communities and other people who share our mission to make positive lasting changes in children’s and young people’s lives. We support children to gain the skills, knowledge, and confidence they need to claim their rights to a fulfilling life, today and in the future. We focus on girls and women, who are most often left behind. We have been building powerful partnerships for children for over 85 years and are now active in over 80 countries.
We engage people and partners to:
Empower children, young people, and communities to make vital changes that tackle the root causes of discrimination against girls, exclusion, and vulnerability.
Drive change in practice and policy at local, national, and global levels through our reach, experience, and knowledge of the realities children face.
Work with children and communities to prepare for and respond to crises and to overcome adversity.
Support the safe and successful progression of children from birth to adulthood.
As One P&C, we support the achievement of our Global Strategy by;
Creating a more engaging people experience
Supporting the evolution of our workforce
Accelerating performance, leadership, and learning
Promoting technology and process excellence
We embarked on an ambitious and exciting strategic change initiative to make the organization more transparent, legitimate, and agile. Strengthening our People and Culture processes is one of the key enablers in attaining our strategic goals.
The Country Office P&C Manager will:
Understand, influence, and Interpret the Country Office (CO) strategy and the organization’s P&C’s Strategic Plan and priorities to develop and implement CO P&C strategic and operational plans to enhance the Country Office’s performance through our people.
Partner with the Country leadership Team (CMT) to nurture an agile organizational culture in the CO, underpinned by our values and feminist principles.
Lead and manage the P&C function in the Country Office (CO) focusing on responsive and efficient operations and targeted excellence.
Build CO P&C capacity and capability to deliver CO strategic and operational plans, through competency assessments, learning and development, performance and talent management, workforce planning, etc.
Dimensions of the Role
Impact of this role is significant within the country and the region and could have some impact organization wide. The role operates in scope of, and aligned to:
Country Office Strategy
The organization P&C Strategy and Strategic Plan
Labor Law, organization policies and procedures and industry best practices
International assignee hosting
CO Complexity related context which is medium for Uganda
Membership in relevant networks in the country with other INGO’s and/or private sector
We are registered in Uganda and started operations in Uganda in 1993. With a portfolio of over 14M EuR to 16M Eur in the pipeline and close to over 250 staff, we are one of the largest INGOs in Uganda.
The organization in (country) have integrated programme – development and humanitarian (TBA). There are offices in (locations).
Other dimensions of the role are as follows:
A member of the Country Leadership Team
Line management and budget management of the P&C department
Management of sensitive and confidential information
Membership in relevant networks: The organization Regional and Global P&C other locally based professional networks
Key Duties and Responsibilities:
Strategic Leadership and Direction
Understand, influence, and Interpret the Country Office strategy and the organization’s P&C’s Strategic Plan and priorities to develop and implement CO P&C strategic and operational plans to enhance the Country Office’s performance through our people.
Be an active participant and contributor to the Regional and the Global P&C team (i.e., sharing of skills, ideas, and expertise)?
Influences the development of the organization’s P&C strategy and ensures and supports operational implementation within the country office and the region, to enhance the Country Office’s performance through our people.
Operate as One Plan across the breadth of P&C specializations. Integrate P&C work in the CO operations and programme planning (including people aspect of project/grants from proposal development to grants completion) as appropriate. Foster a culture of inclusivity, diversity, and equity in the CO.
Agile Organizational Culture
Partner with the Country Leadership Team (CLT) to nurture an agile organizational culture in the CO, underpinned by our values and feminist principles.
Partner with management to build a highly engaged and inspired team and achieve targeted excellence through our people.
As a member of the Country Leadership Team; support change management and initiatives required for sustainability, accountability, and quality.
Adopt a culture of continuous improvement as part of the Country Leadership Team (CLT) – process, policies, and systems, conduct reflections and analysis with CLT of P&C Key Performance Indicators for making strategic decisions and improvements.
Globally integrated, responsive, and efficient P&C function
Lead and manage the P&C function in the Country Office focusing on responsive and efficient operations and targeted excellence.
Ensure high-quality operational service across the full employee lifecycle for staff, including but not limited to contracts of employment, pre-employment checks, onboarding, payroll working closely with an external provider, probation, sickness absence, parental leaves, job changes and exit.
Ensure that the country’s P&C function (policies, procedures, systems, and controls) is in place and compliance with PII policies, P&C frameworks local labor laws and requirements.
Ensure implementation and enriching the organization’s P&C strategic priorities within the CO, specifically around Employee Relations, Equity, Diversity and Inclusion, Engagement, Talent Acquisition, Performance Management and Succession Planning, Total Rewards, Staff Care and Wellbeing, Data and Analytics, Employee Value proposition etc., to ensure successful implementation.
Make decisions, develop solutions to diverse and complex problems and anticipate and resolve challenges within the country and in line with regional and P&C policies/ parameters.
Ensure the Talent Acquisition pipeline is in place and critical positions are filled within expected timelines to enable CO effective operations.
Ensure that all academic credentials of all National staff hired into the organization are checked with respective registrars of universities to mitigate fraudulent academic credentials
Facilitate Talent Management and Workforce/ Succession Planning, including short and long-term succession bench strength for leadership and strategically critical roles. Contribute to cross-regional succession planning.
Ensure High-Performance culture through coaching CO leadership, management, and staff in performance management. Ensure cadence is in place for CMT reflections, staff objective setting, mid-year, and annual performance reviews, development plans, regular 121 on deliverables, aligned to values, wellbeing, and development, etc.
Ensure Staff Care and Wellbeing practices are in place, in line with the global framework and CO context, Staff Care Framework is adjusted to the local context and applied consistently, Staff Care champions are in place and EAP is used.
Ensure Employee Relations and Case Management practices are robust and in line with global framework and use of data and trends to address focus areas, update policies, communication and training and leadership decision making.
Interpret people-related Data and Analytics drive data-driven decision-making by the CMT. Facilitate ongoing data integrity and staff ownership of their data on HRIS. Work to continually improve data and reporting to help COs to enhance their performance.
Ensure Total Rewards policy and practices is embedded and aligned with the CO context and the organisation Total Rewards philosophy.
Support the humanitarian response plans according to the Emergency Response Manual and CO Ready to Respond Plans. Support and provide expertise and advice to the Surge P&C Director where and as and when needed otherwise lead all HR functions in both development and humanitarian settings in line with organization’s dual mandate ensuring that there are guidelines to support P and C in humanitarian settings.
P&C capacity and capability
Build CO P&C capacity and capability to deliver CO strategic and operational plans, through competency assessments, learning and development, performance and talent management, workforce planning, etc.
Coach, monitor and train the P&C team to ensure teams are equipped to deliver on agreed P&C services and priorities, in line with global P&C strategy, plans and frameworks.
Work with P&C teams to identify:
Capability gaps and training requirements and develop strategies and plans to address needs/gaps.
Talent pools and manage capability and capacity development opportunities.
Oversee competency development, talent and performance management, succession planning and workforce planning of staff and roles in the P&C function of the Country Office.
Support the organization’s P&C in the design and roll out of capability development initiatives within the country office.
Ensure the P&C team is equipped to support national, international, and hosted employees in the country.
Analysis and preparation and presentation of analysis of key areas for Country Management Team; cost-efficiency, staff turnover, in-depth analysis and development of scenarios of possible pathways of mitigation key risks in their area of expertise.
International Staff Administrative management
Working closely with the Global and Regional P and C team and the CLT, provide the required P and C support to the International Staff team based in Uganda. Support entails the below areas;
Facilitate provision of information on local labor law provisions and requirements during higher of international staff
Ensure the P and C team is integral to the recruitment process.
Ensure effective onboarding of International Staff as well as offboarding of staff. This process includes identification of temporary accommodation and shipment of personal effects.
Work with the Director of operations and Head of Finance to manage expatriate taxes in country to reduce risk. This is tenable through a 3rd party provider among any one of the Four International Audit Firms to reduce the risk of non-compliance.
Work with the Director of operations and Head of Finance to ensure compliance to pension provisions in country and where international staff are members of the organization Pension scheme, secure waivers for local contributions with NSSF working closely with the organization’s legal team
Support Performance management as aligned to the performance management framework of the organization
Ensure international staff LSW is paid on time
Work with the Director of operations and Head of Finance to ensure international staff housing is secured in decent locations where security is high given the nature of these roles particularly the role of the Country Director. Where needed, ensure that local guidelines on Housing are aligned to the local market to locations approved by the United Nations which fosters quick Un Led Evacuations where required and needed
Work with the Director of operations and Head of Finance to ensure decent and high-quality furnishing for expatriate residences is secured to increase chances of reusage when new teams join
Work with the Administration and Logistics manager to ensure that asset management of Expatriate housing is well managed in a confidential and respectful manner and in tandem with the organization’s minimum standards.
Work with the Administration and Logistics manager to ensure effective maintenance at expatriate residences and that local caps made to local guidelines are realistic and align to the housing market in Uganda which market is highly aged and with high operational costs.
Work with the Administration and Logistics to ensure highly reputable security firms are deployed as expatriate residences. In doing so ensure that security of international staff is not compromised
Women in Security
Work with the Administration and Logistics Manager to ensure that the annual women in security assessments are undertaken and that clear action Plans are put in place to address gaps.
Work with the Administration and Logistics manager to ensure female staff particularly are trained in FAST.
Work with the Administration and Logistics to ensure knowledge on where to find PEP kits is embedded in all FAST-training sessions and that female staff understand the critical importance of timely access to PEP kits when required.
Ensure office organizing is structured in such a manner that fosters workplace safeguarding and that minimum requirements for health and safety are adhered to.
Socialize workplace safe and safeguarding standards to ensure adoption of good practices within the Plan and partner offices
Ensure availability of health and safety structural improvements in the office are undertaken such as provision of a children’s play area as well as maternity spaces for expectant mothers, provisions for the physically impaired such as those requiring guides and wheel chairs.
Safeguarding
Ensure that organization’s global policy for Safeguarding and the organization policy for Preventing Sexual Harassment Exploitation and Abuse; and Gender Equality and Inclusion are fully embedded in accordance with the principles and requirements of the policy including relevant Implementation Standards and Guidelines as applicable to their area of responsibility. This includes, but is not limited to, ensuring staff and associates are aware of and understand their responsibilities under these policies and the organization’s Code of Conduct (CoC), their relevance to their area of work, and that concerns are reported and managed in accordance with the appropriate procedures.
Qualifications, Skills and Experience:
Master’s degree in Human Resource Management from a recognized university/ institution
Bachelor’s degree in Human Resource Management or Organizational Psychology.
Membership with HR professional body is a MUST
Desirable
Diploma in Law to foster adherence to local labor law.
HR Professional Certification.
Details of experience
At least ten (10) years’ relevant experience working in non-profit sector at a leadership level and in organizations of similar scale and scope to the organization or higher.
Knowledge, skills and competences
Knowledge of the local culture and a strong command of the English language as Uganda is an English-speaking country.
Significant professional expertise and in-depth knowledge acquired through professional qualifications, inherent understanding, and substantial relevant experience in developing and embedding people, capability, and organizational / HR practices.
Fundamental understanding and extensive experience in strategic and operational aspects of people, capability and organizational/HR practices in a leadership role and ability to plan and prioritize work within the context.
Business management and leadership competencies
Understanding the organization in context Business Competency, aligned to ‘We are open and accountable’ Leadership Competency, Maintaining professionalism.
Working well together: Listening to colleagues, stakeholders, and partners with humility, sharing information and listening to their input, being open to feedback, aligned to Managing people and relationships business competency.
Adapting and coping in challenging and changing environments.
Self-awareness, aligned with the organization Leadership Competency ‘I see and develop myself as a leader’.
Motivating and influencing others, and working with others, aligned to ‘We work well together’ Leadership competency, and Business Management competency ‘Managing People and Relationships’:
Working with others, managing people, and promoting culture of equity, diversity and inclusion.
Delivering results: Planning and managing resources, projects and partnerships for the effective and efficient delivery of results, aligned to the Leadership Competency ‘We strive for lasting impact. Ensuring a realistic budget is in place for the team and our activities, aligned with business priorities and including planned change (We are open and accountable).
P&C Technical Competencies
Business Acumen: Ability to understand influence, and translate key business drivers, priorities, and demands of various stakeholders in a globally diverse organization. Business Knowledge, Industry Knowledge and Financial Knowledge?
Relationship Management: Ability to understand the needs of various stakeholders and focus on continuously improving the stakeholder experience?Customer Focus, Collaboration and Networking, Persuasion and Influencing ?
Talent Management: Ability to nurture and act as a champion of an agile organizational culture of high performance, inclusion, innovation and engagement. Comfortable with Change and shifting priorities, able to deal with ambiguity and uncertainty?. Strategic HR Expertise, Employee Experience management, Change Management and Technology Savviness
Data Savviness: Ability to analyze, interpret and communicate data to influence and support business decision making for different stakeholders and audiences?.
Data foundation, interpretation and story-telling
Agility: Ability to analyze and evaluate information, create diverse solutions and ideas and take constructive criticism to further stretch the imagination of what is possible? Critical thinking, Creativity, Innovation and Growth mindset?
Strategic Consulting: Customer and stakeholder centric design of processes rather than internal focused ? Consultative Problem Solving, Project Management, Risk Management
NB: Female candidates are highly encouraged to apply.
How to Apply:
All interested and qualified persons are strongly encouraged to apply by email: vacancy
futureoptions.org clearly indicating the Position Title in the email subject line.
Please note that only successful candidates will be contacted.
Deadline: 6th October 2024
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