Human Resource Manager
2025-06-03T04:37:39+00:00
African Initiatives For Relief And Development
https://cdn.greatugandajobs.com/jsjobsdata/data/employer/comp_9838/logo/AIRD.JPEG
https://airdinternational.org/
FULL_TIME
Kampala
Kampala
00256
Uganda
Nonprofit, and NGO
Human Resources
2025-06-09T17:00:00+00:00
Uganda
8
The African Initiatives for Relief and Development (AIRD) is a non-political, non-religious and non-profit making NGO with Country Programme Offices in Burkina Faso, Cameroon, Central African Republic, Chad, Democratic Republic of Congo, Tanzania, South Sudan, Ethiopia, Sudan and Uganda. AIRD’s objective is to offer operational technical support, including but not limited to: supply chain, logistics and infrastructure in partnership with relief and development organisations that focus on disaster-affected, poverty stricken and development-oriented areas. AIRD delivers for and through partners including but not limited to UN Agencies, international and national donor organisations and governments.
AIRD is unique and top tier African home grown and based organisation with more than 1,500 talents delivering first class service to the most vulnerable across the continent. The organisation has grown tremendously since its creation in 2006. In 2023, AIRD set the ambition to be a USD$100 million organisation. Despite the challenges in the operating landscape and context, AIRD has huge opportunities and potential to exceed that ambition.
Position Summary
The Human Resources (HR) Manager oversees and implements AIRD human resource strategy, providing a spectrum of services. The HR Manager is expected to contribute to the strategic direction setting and operational problem solving through his/her areas of professional expertise. The HR Manager engages with the senior management team (SMT) to ensure compliance with all organization-wide policies and procedures and leads local labour law compliance efforts
The position plays a pivotal role in fostering a positive, inclusive and high-performing workplace culture that aligns with AIRD’s values through excellent communication skills. The HR Manager shall be deeply committed to achieving operational excellence and modelling the values of an engaging and respectful workplace where everyone can perform at their best.
This position will take a leading role in, supporting and strengthening AIRD Human Resources by delivering innovative human resources best practices through recognised standards of excellence and by providing strong and responsive support to Country Programs for effective people management. The role will respond to different operational and strategic demands and deliver a number of key strategic initiatives from the AIRD ongoing corporate strategy of 2021-2025, preliminary perspectives from 2026-2030 corporate strategy.
Human Resource Strategy Development and Execution:
- Collaborate with senior management and provide technical guidance in the development of HR strategies and initiatives that align with AIRD Corporate Strategy
- Lead communications on the HR strategies, policies and programs across AIRD
- Ensure deep understanding of strategic HR management, including workforce planning, performance management and organisational development by human resources staff in Country Programs
- Monitor implementation and compliance of HR strategies, system, and procedures across the organization
Human Resources Policies Development and Compliance
- Implement Human Resource Policies and procedures in line with AIRD strategy, best practices and local labour laws
- Provide technical expertise on HR policies and procedures development, periodic revision of policies and effective implementation
- Constantly review local labour laws, regulations and ensure compliance in in Country Programs and Head office
- Keep abreast on the latest HR developments in the humanitarian industry and improve HR practices in the organisation. Maintain relations with the HR professional associations
- Review employee litigation documents and prepare responses. Tracks progress of all cases in legal tracker.
- Maintain strong relationships and communicate with various government and non-government organizations on matters related to HR issues.
- Manage the background check procedures for staff, and independent contractors.
- Act as a Safeguarding focal point for the AIRD and oversee adherence to, training on and further development of the Safeguarding policies
- Maintain, update, and communicate changes to HR Policies and procedures. Ensure Country Programs local HR policies and benefits manuals are updated locally and are consistent with local employment law
- Monitor the implementation of HR policies in all Country Programs to ensure compliance with organizational standards, local labour laws, and donor requirements. Conduct regular audits and assessments to identify gaps or challenges
Talent Management and Staff Capacity Development
- Implement and maintain an organization-wide onboarding program to ensure new staff are introduced to the organization’s history, culture and values and effectively contribute to AIRD’s mission. Ensure that all departing employees go through the offboarding process and coordinates conducting of exit interviews.
- Ensure first class recruitment and selection practices are delivered. Support the development of new and innovative recruitment strategies
- Promote best practices through the integration of safeguarding considerations in hiring, recruitment and onboarding practices, ensuring that all AIRD employees receive orientation on AIRD’s Safeguarding Policy
- In collaboration with Senior Management, provide advice and coaching to supervisors and staff to cultivate effective supervision, employee engagement, and performance management
- Provide guidance and coordinate with Country Programs and Departments in developing organization’s staff capacity development plans and action plans as contained in the annual performance targets.
- Assist in identifying training and development needs of the Head Office national staff recommending appropriate interventions
- Serve as a strategic advisor to Line Managers, Country Programs HR staff, and Senior Management Team (SMT) on succession planning, providing key insights to facilitate future leadership transitions
Compensations Benefits and Rewards
- In coordination with senior leadership, ensure regular compensation reviews for market and internal equity.
- Support the development and management of salary structures, ensuring that pay scales are competitive, equitable, and aligned with both local market conditions and organizational budget.
- Ensures employee benefits are compliant with local laws and AIRD policies
- Maintain the organization’s pay philosophy by exhibiting a working understanding of how pay is derived; explaining and training on pay basics; assist in preparing salary budgets and implementing pay structure revisions.
Employee Staff Engagement, Well-being and Work Culture
- Establish and promote open and transparent communication channels and mechanisms for staff feedback to facilitate staff engagement
- Work with the Director of Finance and Administration to address employer-employee relations and grievances, working closely with external legal counsel as needed
- Implement and/or support appropriate team building activities as context allows
- Support country management teams in the employee engagement process and offer advice and on the necessary action plans and seek to continually improve work practices, to meet changing organisation needs
- Facilitate organizational change initiatives, improving work relationships, and enhancing productivity
- Provide advice on employee retention strategies, staff welfare programs, and best practices for managing HR crises in different cultural and operational settings
- Review, track, and handle leave requests to maintain compliance with applicable laws and AIRD policies. Ensure accurate record-keeping for all leave balances and usage and conduct informational sessions or meetings as needed to educate employees on benefits and leave programs
Staff Performance Management
- Work with managers to establish and manage performance expectations, provide feedback, and conduct performance reviews for the Head Office and Country Offices international staff, to drive high performance
- Ensure annual staff performance appraisal are carried out in a timely manner
- Provide guidance and support to employees and managers in addressing unsatisfactory performance
- Ensure that all staff have up to date job descriptions that clearly communicate role expectations, skills, and experience requirements consistently across structures
Human Resources Information Management System
- Safeguard the integrity and confidentiality of employee data through HR processes, HR information system (ERP), update and maintain other relevant human resources systems
- Lead in driving digital transformation within HR functions and data-driven decision-making into HR functions
- Produce reports on the status of HR policy implementation, highlighting successes, challenges, and legal considerations that may require attention
- Develop monthly/quarterly HR metrics to strategically manage staff turnover
- Any other duties as may be assigned by management
Minimum Requirements
- Minimum bachelor’s degree and/or post graduate degree in Human Resource Management or relevant field
- Minimum of 5 years’ experience working in HR with international nongovernmental organization (INGOs)
- Excellent written and verbal communication skills in English (French an asset)
- People oriented and results drive
- Demonstrated ability to design and implement strategic HR initiatives and drive organizational transformation.
- Knowledge of HR concepts, systems and database
- Competence to build and effectively manage interpersonal relationships at all levels of the organization
- In depth knowledge of labour law and HR best practices
- Demonstrated ability to prioritize tasks and work well under pressure
- Proficiency to use MS Office suite and other HR systems
- Strong analytical, communication and problem-solving skills is necessary along with capacity to identify and articulate potential problems and provide possible solutions in concise and clear manner
Personal characteristics
The HR Manager should demonstrate competence in some or all of the following:
- Behave Ethically: Understand ethical behaviour and practices, and ensure that own behaviour and the behaviour of others is consistent with these standards and aligns with the values of the organization
- Excellent Interpersonal relationship: Establish and maintain positive working relationships with others, both internally and externally, to achieve the goals of the organization
- Communicate Effectively: Speak, listen and write in a clear, thorough and timely manner using appropriate and effective communication tools and techniques
- Creativity/Innovation: Develop new and unique ways to improve operations of the organization and to create new opportunities
- Foster Teamwork: Work cooperatively and effectively with others to set goals, resolve problems, and make decisions that enhance organizational effectiveness
- Organize: Set priorities, develop a work schedule, monitor progress towards goals, and track details, data, information and activities
- Solve Problems: Assess problem situations to identify causes, gather and process relevant information, generate possible solutions, and make recommendations and/or resolve the problem
The position plays a pivotal role in fostering a positive, inclusive and high-performing workplace culture that aligns with AIRD’s values through excellent communication skills. The HR Manager shall be deeply committed to achieving operational excellence and modelling the values of an engaging and respectful workplace where everyone can perform at their best. This position will take a leading role in, supporting and strengthening AIRD Human Resources by delivering innovative human resources best practices through recognised standards of excellence and by providing strong and responsive support to Country Programs for effective people management. The role will respond to different operational and strategic demands and deliver a number of key strategic initiatives from the AIRD ongoing corporate strategy of 2021-2025, preliminary perspectives from 2026-2030 corporate strategy. Human Resource Strategy Development and Execution: Collaborate with senior management and provide technical guidance in the development of HR strategies and initiatives that align with AIRD Corporate Strategy Lead communications on the HR strategies, policies and programs across AIRD Ensure deep understanding of strategic HR management, including workforce planning, performance management and organisational development by human resources staff in Country Programs Monitor implementation and compliance of HR strategies, system, and procedures across the organization Human Resources Policies Development and Compliance Implement Human Resource Policies and procedures in line with AIRD strategy, best practices and local labour laws Provide technical expertise on HR policies and procedures development, periodic revision of policies and effective implementation Constantly review local labour laws, regulations and ensure compliance in in Country Programs and Head office Keep abreast on the latest HR developments in the humanitarian industry and improve HR practices in the organisation. Maintain relations with the HR professional associations Review employee litigation documents and prepare responses. Tracks progress of all cases in legal tracker. Maintain strong relationships and communicate with various government and non-government organizations on matters related to HR issues. Manage the background check procedures for staff, and independent contractors. Act as a Safeguarding focal point for the AIRD and oversee adherence to, training on and further development of the Safeguarding policies Maintain, update, and communicate changes to HR Policies and procedures. Ensure Country Programs local HR policies and benefits manuals are updated locally and are consistent with local employment law Monitor the implementation of HR policies in all Country Programs to ensure compliance with organizational standards, local labour laws, and donor requirements. Conduct regular audits and assessments to identify gaps or challenges Talent Management and Staff Capacity Development Implement and maintain an organization-wide onboarding program to ensure new staff are introduced to the organization’s history, culture and values and effectively contribute to AIRD’s mission. Ensure that all departing employees go through the offboarding process and coordinates conducting of exit interviews. Ensure first class recruitment and selection practices are delivered. Support the development of new and innovative recruitment strategies Promote best practices through the integration of safeguarding considerations in hiring, recruitment and onboarding practices, ensuring that all AIRD employees receive orientation on AIRD’s Safeguarding Policy In collaboration with Senior Management, provide advice and coaching to supervisors and staff to cultivate effective supervision, employee engagement, and performance management Provide guidance and coordinate with Country Programs and Departments in developing organization’s staff capacity development plans and action plans as contained in the annual performance targets. Assist in identifying training and development needs of the Head Office national staff recommending appropriate interventions Serve as a strategic advisor to Line Managers, Country Programs HR staff, and Senior Management Team (SMT) on succession planning, providing key insights to facilitate future leadership transitions Compensations Benefits and Rewards In coordination with senior leadership, ensure regular compensation reviews for market and internal equity. Support the development and management of salary structures, ensuring that pay scales are competitive, equitable, and aligned with both local market conditions and organizational budget. Ensures employee benefits are compliant with local laws and AIRD policies Maintain the organization’s pay philosophy by exhibiting a working understanding of how pay is derived; explaining and training on pay basics; assist in preparing salary budgets and implementing pay structure revisions. Employee Staff Engagement, Well-being and Work Culture Establish and promote open and transparent communication channels and mechanisms for staff feedback to facilitate staff engagement Work with the Director of Finance and Administration to address employer-employee relations and grievances, working closely with external legal counsel as needed Implement and/or support appropriate team building activities as context allows Support country management teams in the employee engagement process and offer advice and on the necessary action plans and seek to continually improve work practices, to meet changing organisation needs Facilitate organizational change initiatives, improving work relationships, and enhancing productivity Provide advice on employee retention strategies, staff welfare programs, and best practices for managing HR crises in different cultural and operational settings Review, track, and handle leave requests to maintain compliance with applicable laws and AIRD policies. Ensure accurate record-keeping for all leave balances and usage and conduct informational sessions or meetings as needed to educate employees on benefits and leave programs Staff Performance Management Work with managers to establish and manage performance expectations, provide feedback, and conduct performance reviews for the Head Office and Country Offices international staff, to drive high performance Ensure annual staff performance appraisal are carried out in a timely manner Provide guidance and support to employees and managers in addressing unsatisfactory performance Ensure that all staff have up to date job descriptions that clearly communicate role expectations, skills, and experience requirements consistently across structures Human Resources Information Management System Safeguard the integrity and confidentiality of employee data through HR processes, HR information system (ERP), update and maintain other relevant human resources systems Lead in driving digital transformation within HR functions and data-driven decision-making into HR functions Produce reports on the status of HR policy implementation, highlighting successes, challenges, and legal considerations that may require attention Develop monthly/quarterly HR metrics to strategically manage staff turnover Any other duties as may be assigned by management
Minimum bachelor’s degree and/or post graduate degree in Human Resource Management or relevant field Minimum of 5 years’ experience working in HR with international nongovernmental organization (INGOs) Excellent written and verbal communication skills in English (French an asset) People oriented and results drive Demonstrated ability to design and implement strategic HR initiatives and drive organizational transformation. Knowledge of HR concepts, systems and database Competence to build and effectively manage interpersonal relationships at all levels of the organization In depth knowledge of labour law and HR best practices Demonstrated ability to prioritize tasks and work well under pressure Proficiency to use MS Office suite and other HR systems Strong analytical, communication and problem-solving skills is necessary along with capacity to identify and articulate potential problems and provide possible solutions in concise and clear manner
JOB-683e7c13c1959
Vacancy title:
Human Resource Manager
[Type: FULL_TIME, Industry: Nonprofit, and NGO, Category: Human Resources]
Jobs at:
African Initiatives For Relief And Development
Deadline of this Job:
Monday, June 9 2025
Duty Station:
Kampala | Kampala | Uganda
Summary
Date Posted: Tuesday, June 3 2025, Base Salary: Not Disclosed
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JOB DETAILS:
The African Initiatives for Relief and Development (AIRD) is a non-political, non-religious and non-profit making NGO with Country Programme Offices in Burkina Faso, Cameroon, Central African Republic, Chad, Democratic Republic of Congo, Tanzania, South Sudan, Ethiopia, Sudan and Uganda. AIRD’s objective is to offer operational technical support, including but not limited to: supply chain, logistics and infrastructure in partnership with relief and development organisations that focus on disaster-affected, poverty stricken and development-oriented areas. AIRD delivers for and through partners including but not limited to UN Agencies, international and national donor organisations and governments.
AIRD is unique and top tier African home grown and based organisation with more than 1,500 talents delivering first class service to the most vulnerable across the continent. The organisation has grown tremendously since its creation in 2006. In 2023, AIRD set the ambition to be a USD$100 million organisation. Despite the challenges in the operating landscape and context, AIRD has huge opportunities and potential to exceed that ambition.
Position Summary
The Human Resources (HR) Manager oversees and implements AIRD human resource strategy, providing a spectrum of services. The HR Manager is expected to contribute to the strategic direction setting and operational problem solving through his/her areas of professional expertise. The HR Manager engages with the senior management team (SMT) to ensure compliance with all organization-wide policies and procedures and leads local labour law compliance efforts
The position plays a pivotal role in fostering a positive, inclusive and high-performing workplace culture that aligns with AIRD’s values through excellent communication skills. The HR Manager shall be deeply committed to achieving operational excellence and modelling the values of an engaging and respectful workplace where everyone can perform at their best.
This position will take a leading role in, supporting and strengthening AIRD Human Resources by delivering innovative human resources best practices through recognised standards of excellence and by providing strong and responsive support to Country Programs for effective people management. The role will respond to different operational and strategic demands and deliver a number of key strategic initiatives from the AIRD ongoing corporate strategy of 2021-2025, preliminary perspectives from 2026-2030 corporate strategy.
Human Resource Strategy Development and Execution:
- Collaborate with senior management and provide technical guidance in the development of HR strategies and initiatives that align with AIRD Corporate Strategy
- Lead communications on the HR strategies, policies and programs across AIRD
- Ensure deep understanding of strategic HR management, including workforce planning, performance management and organisational development by human resources staff in Country Programs
- Monitor implementation and compliance of HR strategies, system, and procedures across the organization
Human Resources Policies Development and Compliance
- Implement Human Resource Policies and procedures in line with AIRD strategy, best practices and local labour laws
- Provide technical expertise on HR policies and procedures development, periodic revision of policies and effective implementation
- Constantly review local labour laws, regulations and ensure compliance in in Country Programs and Head office
- Keep abreast on the latest HR developments in the humanitarian industry and improve HR practices in the organisation. Maintain relations with the HR professional associations
- Review employee litigation documents and prepare responses. Tracks progress of all cases in legal tracker.
- Maintain strong relationships and communicate with various government and non-government organizations on matters related to HR issues.
- Manage the background check procedures for staff, and independent contractors.
- Act as a Safeguarding focal point for the AIRD and oversee adherence to, training on and further development of the Safeguarding policies
- Maintain, update, and communicate changes to HR Policies and procedures. Ensure Country Programs local HR policies and benefits manuals are updated locally and are consistent with local employment law
- Monitor the implementation of HR policies in all Country Programs to ensure compliance with organizational standards, local labour laws, and donor requirements. Conduct regular audits and assessments to identify gaps or challenges
Talent Management and Staff Capacity Development
- Implement and maintain an organization-wide onboarding program to ensure new staff are introduced to the organization’s history, culture and values and effectively contribute to AIRD’s mission. Ensure that all departing employees go through the offboarding process and coordinates conducting of exit interviews.
- Ensure first class recruitment and selection practices are delivered. Support the development of new and innovative recruitment strategies
- Promote best practices through the integration of safeguarding considerations in hiring, recruitment and onboarding practices, ensuring that all AIRD employees receive orientation on AIRD’s Safeguarding Policy
- In collaboration with Senior Management, provide advice and coaching to supervisors and staff to cultivate effective supervision, employee engagement, and performance management
- Provide guidance and coordinate with Country Programs and Departments in developing organization’s staff capacity development plans and action plans as contained in the annual performance targets.
- Assist in identifying training and development needs of the Head Office national staff recommending appropriate interventions
- Serve as a strategic advisor to Line Managers, Country Programs HR staff, and Senior Management Team (SMT) on succession planning, providing key insights to facilitate future leadership transitions
Compensations Benefits and Rewards
- In coordination with senior leadership, ensure regular compensation reviews for market and internal equity.
- Support the development and management of salary structures, ensuring that pay scales are competitive, equitable, and aligned with both local market conditions and organizational budget.
- Ensures employee benefits are compliant with local laws and AIRD policies
- Maintain the organization’s pay philosophy by exhibiting a working understanding of how pay is derived; explaining and training on pay basics; assist in preparing salary budgets and implementing pay structure revisions.
Employee Staff Engagement, Well-being and Work Culture
- Establish and promote open and transparent communication channels and mechanisms for staff feedback to facilitate staff engagement
- Work with the Director of Finance and Administration to address employer-employee relations and grievances, working closely with external legal counsel as needed
- Implement and/or support appropriate team building activities as context allows
- Support country management teams in the employee engagement process and offer advice and on the necessary action plans and seek to continually improve work practices, to meet changing organisation needs
- Facilitate organizational change initiatives, improving work relationships, and enhancing productivity
- Provide advice on employee retention strategies, staff welfare programs, and best practices for managing HR crises in different cultural and operational settings
- Review, track, and handle leave requests to maintain compliance with applicable laws and AIRD policies. Ensure accurate record-keeping for all leave balances and usage and conduct informational sessions or meetings as needed to educate employees on benefits and leave programs
Staff Performance Management
- Work with managers to establish and manage performance expectations, provide feedback, and conduct performance reviews for the Head Office and Country Offices international staff, to drive high performance
- Ensure annual staff performance appraisal are carried out in a timely manner
- Provide guidance and support to employees and managers in addressing unsatisfactory performance
- Ensure that all staff have up to date job descriptions that clearly communicate role expectations, skills, and experience requirements consistently across structures
Human Resources Information Management System
- Safeguard the integrity and confidentiality of employee data through HR processes, HR information system (ERP), update and maintain other relevant human resources systems
- Lead in driving digital transformation within HR functions and data-driven decision-making into HR functions
- Produce reports on the status of HR policy implementation, highlighting successes, challenges, and legal considerations that may require attention
- Develop monthly/quarterly HR metrics to strategically manage staff turnover
- Any other duties as may be assigned by management
Minimum Requirements
- Minimum bachelor’s degree and/or post graduate degree in Human Resource Management or relevant field
- Minimum of 5 years’ experience working in HR with international nongovernmental organization (INGOs)
- Excellent written and verbal communication skills in English (French an asset)
- People oriented and results drive
- Demonstrated ability to design and implement strategic HR initiatives and drive organizational transformation.
- Knowledge of HR concepts, systems and database
- Competence to build and effectively manage interpersonal relationships at all levels of the organization
- In depth knowledge of labour law and HR best practices
- Demonstrated ability to prioritize tasks and work well under pressure
- Proficiency to use MS Office suite and other HR systems
- Strong analytical, communication and problem-solving skills is necessary along with capacity to identify and articulate potential problems and provide possible solutions in concise and clear manner
Personal characteristics
The HR Manager should demonstrate competence in some or all of the following:
- Behave Ethically: Understand ethical behaviour and practices, and ensure that own behaviour and the behaviour of others is consistent with these standards and aligns with the values of the organization
- Excellent Interpersonal relationship: Establish and maintain positive working relationships with others, both internally and externally, to achieve the goals of the organization
- Communicate Effectively: Speak, listen and write in a clear, thorough and timely manner using appropriate and effective communication tools and techniques
- Creativity/Innovation: Develop new and unique ways to improve operations of the organization and to create new opportunities
- Foster Teamwork: Work cooperatively and effectively with others to set goals, resolve problems, and make decisions that enhance organizational effectiveness
- Organize: Set priorities, develop a work schedule, monitor progress towards goals, and track details, data, information and activities
- Solve Problems: Assess problem situations to identify causes, gather and process relevant information, generate possible solutions, and make recommendations and/or resolve the problem
Work Hours: 8
Experience in Months: 60
Level of Education: bachelor degree
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