ORGANIZATIONAL CONTEXT: These jobs are found in Country Offices (COs), Regional Bureaux (RBs), and Headquarters (HQ), and typically report to a more senior HR Officer, Regional/Country Director or the designate.

Job holders operate with minimal supervision, and provide guidance to junior staff to ensure that operational and project objectives are achieved. They are heavily involved in day–to-day activities and analytical work. Job holders provide advice on low complex issues, applying HR rules, regulations and expertise in making determinations and recommendations across a range of activities.

JOB PURPOSE: To deliver a professional, client-focused HR services, partnering with managers to implement HR solutions in line with WFP corporate priorities.

KEY ACCOUNTABILITIES (not all-inclusive, within delegated authority): 

1. Contribute towards the development of country specific plans and processes, and deliver HR operational activities or projects, following standard processes and ensuring alignment with wider WFP policies.
2. Provide advice to managers and employees, understanding their needs and ensuring policies, procedures, processes, systems and tools are available and correctly applied to support them.
3. Provide effective management of the employment relationship between WFP and its staff, by administering conditions of service, contracts and appropriate entitlements, and resolving employee relations issues.
4. Contribute to staff capability building, working with managers to understand individual skills and business requirements, and organizing/delivering development solutions which equip people with the skills and knowledge required to meet current and future challenges.
5. Deliver onboarding activities which ensure new employees have a positive experience of WFP, and are successfully integrated into their new role and the organisation.
6. Contribute to building and managing talent within WFP, working with managers to understand their needs and delivering solutions to recruit, retain, manage and develop a high caliber workforce to deliver business objectives.
7. Support organizational design activities that enable senior management to define and organize structures and jobs, and allocate people to the right places in order to improve efficiency.
8. Guide and supervise junior staff, acting as a point of referral and supporting them with analysis and queries.
9. Collate and analyse data for the preparation of accurate and timely reporting, supporting a WFP wide view of HR activities that enables informed decision-making and consistent information for stakeholders.
10. Contribute to continuous improvement by implementing new/updated HR policies, procedures and systems and recommending improvements to ways of working.

OTHER SPECIFIC JOB REQUIREMENTS (details to be determined by Post Managers):

This position will play a key role leading the Capability Development Portfolio which entails Talent Management (career development/succession planning), performance management, drive organizational culture transformation and Learning in the Uganda Country Office.

1. Lead the implementation of WFP corporate capability development programmes in the Country Office in line with the corporate learning priorities and calendar.
2. Partner with Area Offices to develop and implement country learning strategies to support Country Strategic Plans.
3. Lead the development and/or implementation of locally developed learning programmes to address current and future skill and capability gaps within the Country Office.
4. Create and publish the quarterly HR Newsletter with relevant and engaging content drawn from different units/offices in the Uganda Country Office.
5. Lead diversity and inclusion strategy from a capacity strengthening lens and awareness sessions focusing on defining the vision and strategy.
6. Conduct research on latest learning approaches/ innovation and trends in organizational learning and incorporate into the skills development plans.
7. Prepare learning content, coordinate and/or co- facilitate the delivery of in-house learning programmes.
8. Coordinate the vendor identification process in close liaison with Procurement team.
9. Identify Continuous improvement opportunities in our processes and coordinate the implementation of approved plans timeously.

Performance Management

1. Support by ensuring performance of all staff are well managed, analyses performance management outputs to help develop and implement performance improvement and capacity building plans.
2. Responsible for managing, updating and tracking data analytics in relation to Performance and Culture for quality reports to help make informed decisions.
3. Support with establishment of people performance best practice and practical experiences.
4. Provide support to all staff by encouraging use of organizational tools to inculcate a culture of feedback across the organization.
5. Responsible for supporting line managers on performance management of their teams.

Culture and Engagement

1. Lead the teams in Internalizing living & embedding the WFP inspirational Values and People Policy.
2. Develop and implement an engagement roadmap incorporating creative initiatives to promote values of team cohesion, enhance cross functional team working, open 2-way communication and feedback.
3. Support employee engagement improvement efforts and conduct periodic benchmarking.
4. Support Country Office engagement committee (GSS committee) to drive culture change.

Talent Management

1. Design a succession planning strategy for key national positions.
2. Support with career dial sessions to support WFP National staff growth and development.

DESIRED EXPERIENCES FOR ENTRY INTO THE ROLE – HR SERVICES:

• Has provided direction and instruction to more junior staff members within area of expertise
• Has gained extensive experience providing administrative and systems support across multiple activities in employment life cycle including: recruitment, interviews, training support, performance management, relocation support and policy implementation within a country office environment.

DESIRED EXPERIENCES FOR ENTRY INTO THE ROLE – CENTRE OF EXPERTISE:

• Proven track record of effectively owning, managing, and delivering projects within Learning & Development
• Has collated and analysed data in order to support aspects of broader change initiatives and programme design

STANDARD MINIMUM QUALIFICATIONS AND EXPERIENCE: 

• Proven track record of effectively owning, managing, and delivering projects within Learning & Development
• Has collated and analysed data in order to support aspects of broader change initiatives and programme design

Education: Advanced university degree in Human Resource Management, Public or Business Administration, Industrial Psychology or other relevant field, or First University degree with additional years of related work experience or trainings/courses.

Experience: Typically three or more years of postgraduate professional experience in Human Resources with an interest in international humanitarian development.

Knowledge & Skills: 

• Ability to work with minimal supervision.
• Excellent communication/presentation skills
• Able to manipulate data on MS Excel and create impactful reports and presentations to communicate qualitative and quantitative information
• Good working knowledge of learning and development theory and practice and adult learning principles, tools, and methodologies

Language: Fluency in both oral and written communication in English language.