Founded in 1976, Habitat for Humanity International is a global Christian-based nonprofit organization that grew out of an intentionally multi-racial community in rural Georgia.  Seeking to put God’s love into action, Habitat brings together people of all faiths and people of no faith to build homes, communities, and hope. Working together, we help families and individuals build and improve places to call home and achieve the strength, stability, and self-reliance they need to build better lives for themselves.

HFHU was established in Uganda in 1982 to help families build strength, stability, and self-reliance through affordable shelter. Since then, HFHU has built and refurbished over 40,000 homes; supported over 2,000 youth to acquire vocational skills, and improved access to clean water, hygiene, and sanitation; thereby positively impacting the lives of over 1.5 million people.

Habitat for Humanity seeks individuals who have a willingness to affirm these principles and values.

JOB DESCRIPTION 

Habitat for Humanity, Uganda

 A. Position Summary

Reporting to the National Director (ND), the Human Resource (HR) Manager will partner with the Senior Management Team (SMT) to coordinate the HR Function in HFHU and support the ND in ensuring efficient and effective HR Policies and procedures that fit and are aligned with the organization’s Principles, Strategy, and Goals.  

B. Essential Duties and Responsibilities:

 1. Recruitment

1. Coordinate and provide advice and active support to hiring managers throughout the recruitment process, such as: identifying resourcing options and strategies, adhering to policy, developing assessment materials, coordinating interviews, etc.
2. Coordinate and organize HR systems to ensure smooth due processes in the selection and onboarding phase; background checks, offers & contracts, system set-up, induction, and orientations, etc.
3. Develop recruitment matrices and strategies to ensure timely and optimum staffing in HFHU.

 2. Employee Relations

1. Develop & review policies for HFHU which include staff handbook and HR-related procedure manuals, to ensure that the documents & practices meet the requirements of Local labor Laws and other statutory requirements.
2. Generate HR reports, matrices, data, and analyses regularly, e.g., staff turnover, engagement, and retention, and together with the AO HRLOD team suggest improvements to ND.
3. Collaborate with the AO HRLOD team to identify and implement employee engagement activities that will enhance ministry alignment and enhance employee morale across Office operations.
4. Support the ND with the resolution of employee relation issues and disciplinary procedures.

 3. Performance management

1. Coordinate the HFHU performance management system consistently and effectively to foster a performance-based culture in the organization.
2. Support employees and Line Managers on all performance management issues, setting goals/objectives, monitoring performance, giving and receiving timely and effective feedback, managing poor performance, etc.
3. Support in developing and reviewing performance improvement plan reports with the Line Managers and employees.
4. Enable a process of tracking progress from goal setting, monthly 1;1s, quarterly reviews, mid-year, and annual performance reviews, ensure timely feedback is given and areas of concerns are addressed promptly.
5. In liaison with the line managers address skill gaps that affect performance of employees in HFHU.
6. Ensure the performance management system supports business goals and is aligned with the relevant strategies and initiatives in HFHU.

4. People Development and Capacity Building

1. Liaise and work with the ND and AO HR to support the planning, implementation, monitoring, and evaluation of the strategic plan objectives related to people development including but not limited to, organizational core competencies, leadership development, and succession planning.
2. Identify, consolidate, and develop appropriate resources for capacity development programs and activities (both internal and external resources).
3. Facilitate access to training resources and capacity-building support for HFHU staff. These may include conducting training, engagement of trainers, establishing institutional links, and identifying opportunities for staff exchange or mentoring.

5. HR Audits

1. Support with conducting internal HR Audits ensuring that HFHU is aligned to HFHI HR policies, systems, standards, and tools are aligned to local labor laws and other HFHI standards.
2. Coordinate the HR Audit and compliance recommendations and issues related to external, and internal audit reports and internal control issues.

6. Compensation and Benefits

1. In coordination with the ND, develop an overall compensation philosophy (salary increase, salary, benefits structure, timelines, etc.) including coordinating salaries and labor market surveys and defining benchmarking approaches.
2. Analyze different components of the remuneration package internally, Compensation and Benefits surveys and prepare reports about the internal equity and external competitiveness.

7. Staff Welfare

1. Develop supportive plans of action for staff care, ensuring a comprehensive approach to support the well-being of staff and foster a positive working environment. Recommendations in this plan should address actionable activities and advice to support the morale and the social, physical, and psychological well-being of all HFHU staff.
2. Work to actively engage in building trust with staff at all levels and in all roles.
3. Develop, gather, and distribute personal well-being educational reading materials to all staff regularly.

8. Safeguarding

1. Administer and maintain Safeguarding policy acknowledgments with signatures.
2. Adhere to Habitat’s safer recruitment guidelines as per the recruitment toolkit
3. Ensure that safeguarding is included in all HFHU job descriptions and advertisements.
4. Include safeguarding in performance reviews.
5. Ensure that all staff members receive safeguarding onboarding and training.

C. Core Competencies

a.  Effective communication in writing, business presentations, and interpersonal communication.

b.  Expertise in employment law.

c.  Ability to increase productivity and continuously improve departmental contributions to the strategic goals while remaining cost-d.  sensitive.

d.  Experience in organization development and change management.

e.  Familiarity and skill with the tools of the trade within Human Resources including HRIS, the Microsoft Office suite, file management, and benefits administration.

D. Minimum Education, qualifications, and/or experience required

a)  A university degree in Human Resources Management or Organizational Psychology, Economics, Administration, Sociology, Public Policy/Administration, or other similar discipline

b)  Master of Business Administration (MBA) or Higher National Diploma (HND) in HRM and practicing member of IHRM and or any other HR certification preferred

c)  5-7 years of progressively more responsible positions in human resources

d)  Experience in compensation and benefit management

e)  Experience working with country teams

f) Hands-on experience in HR Audit, Risk, compliance, and Workforce Planning

g)  Experience in the deployment and management of HR Information Management Systems, HR metrics, and reporting

h)  A people-orientated and results-driven attitude

i)  Excellent communication skills, including active listening, negotiation, training and presentation skills

j)  Ability to build and effectively manage interpersonal relationships at all levels in the organization

k)  Good knowledge of Employment/Local Labor laws and HR best practices in Uganda

l)  Functional independence with the initiative to manage high-volume workflow, with diplomacy and tact and follow up on requests in a timely and efficient manner

m)  Proficiency in Microsoft 365  – Excel, Access, PowerPoint, and Word (App and Web)

n)  Active support of HFHI Values:

• Humility – We are part of something bigger than ourselves
• Courage – We do what’s right, even when it is difficult or unpopular 
• Accountability – We take personal responsibility for Habitat’s mission

o)  Safeguarding: HFHU requires that all employees take seriously their ethical responsibilities to safeguard our intended beneficiaries, their communities, and all those with whom we work. Managers at all levels have responsibilities to support and develop systems that create and maintain an environment that prevents harassment, sexual exploitation, and abuse, safeguards the rights of beneficiaries and community members (especially children), and promotes the implementation of Habitat for Humanity’s code of conduct.

E. Other Requirements;

1. Ability to work long and odd hours, including weekends and evenings. b. Confidentiality
2. Honesty
3. High levels of integrity

F. Success Criteria

The standards that will be used to measure success in this role.

a.  Staffing efficiency

b.  Timely resolution of HR issues

c.  Consistency in the regulation of salaries and other remunerations in HFHU

d.  Employee attraction and retention

e.  Increased HR capacity in HFHU

f.  Staff capacity building plans in place

g.  Enhanced skills and competencies for HFHU staff

h.  Effective system and process deployment

Application

Qualified persons should submit their applications (including cover letter, CV, and relevant academic documents) addressed to the National Director and submitted as 1 single PDF document not exceeding 35MB on this email address hr@hfhuganda.org before 5:00 pm on Friday, 17^th May 2024.

HFHU is an equal opportunity employer committed to building a diverse team and all applications shall be asseesed on their individual merit. However, all suitably qualified FEMALE candidates with the willingness to affirm and embody our principles and core values are especially encouraged to apply for this role.

Hard copies of applications will not be accepted. Only shortlisted candidates shall be contacted, and any form of canvassing by any candidate shall lead to automatic disqualification from the recruitment process.