Human Resource Officer
2025-05-30T07:39:54+00:00
ESL Uganda
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https://www.esl-eastafrica.com/ug/about-us-ug/
FULL_TIME
Kampala
Kampala
00256
Uganda
Logistics
Human Resources
2025-06-04T17:00:00+00:00
Uganda
8
We have an excellent and exciting opportunity for a Human Resource Officer. We are looking for a candidate who ideally holds a professional qualification in human resources, with in-depth experience in HR operations, administration and management. The successful candidate will be based in Kampala.
Purpose
The Human Resource Officer role is charged with leading and directing the routine functions of the Human Resources (HR) department including hiring and interviewing staff, administering pay, benefits, and leave, and enforcing company policies and practices in consultation with the Group HRM and Head of Accounts & Admin.
KEY ROLES & RESPONSIBILITIES
Organization Structure & Employee Engagement
- Conduct biannual job description reviews to ensure alignment with evolving business needs and employee roles.
- Enhance employee engagement and experience by delivering responsive HR services, promoting staff well-being, and ensuring smooth, people-centered HR operations across the employee lifecycle.
- Source and conduct meaningful training in line with employee and organization needs
Learning & Development
- Talent Development
- Identify training needs through evaluations and feedback mechanisms.
- Develop and implement an annual training calendar; deliver monthly training sessions.
- Conduct post-training evaluations monthly and follow-up effectiveness reviews after 3 months.
- Design and implement interdepartmental job rotation programs quarterly to support growth and cross-functional exposure.
- Quarterly training in Product knowledge
- Ensure QMS Continuous sensitization
- Performance Management
- Develop a biannual performance review plan.
- Conduct Mid-Year Reviews and Annual Performance Evaluations (Q4).
- Ensure all staff have updated performance dashboards (HRO) by end of Q1.
- Support managers and staff with goal setting and feedback sessions to foster continuous improvement.
- Future Leaders Program
- Onboard new FLP cohorts within 2 weeks of previous cohort exit.
- Implement structured internship programs (including rotations, training, mentorship, projects, CSR) biannually.
- Organize one FLP alumni engagement event annually.
- Participate in biannual career fairs and outreach programs at colleges and universities.
- Implement FLP commercialization plans in liaison with Commercial, Group HR & CM.
Resource & HR Planning
- Recruitment & Staffing
- Develop manpower plans in liaison with HODs, GHRM & CM
- Adhere to the set manpower plan per department
- Conduct authorized recruitments within a 3-month timeline as per SOP.
- Conduct reference checks for all hires.
- Ensure comprehensive onboarding and induction across departments and EXCOM.
- Verify all staff (new and existing) have valid employment contracts.
- Carry out staff evaluations prior to contract renewals (minimum 1 month in advance).
- Review and update the induction process by Q2.
- Departure / Exit Management
- Conduct exit interviews for all exiting staff and gather actionable insights.
- Notify all staff of confirmed exits using the prescribed format post management approval.
- Share exit summary reports with ExCom for continuous improvement.
HR Internal Employee Experience
- Leave Management
- Ensure all staff submit approved leave forms.
- File all leave documentation appropriately in staff files.
- Staff Welfare & Engagement
- Host quarterly staff meetings to encourage open dialogue.
- Conduct quarterly engagement surveys and use feedback to inform wellness and engagement plans.
- Implement quarterly staff activities to foster a connected and motivated workforce.
- Send personalized birthdays, work anniversary, and professional day messages to all staff.
- Staff Records
- Conduct biannual audits of staff files to ensure completeness and accuracy.
- Employee Engagement & Well Being
- Implement Employee recognition programs.
- Implement employee wellbeing programs (menta health programs, work life balance,
- Implement, monitor and review work presence techniques (WFH, Hybrid working, flexi hours).
Compliance & QMS Management
- Review HR SOPs, forms, stakeholder matrix, risk matrix, and policies biannually.
- Conduct biannual evaluations of HR suppliers and service-level agreements.
- Ensure full compliance with labor laws, ISO standards, and internal policies.
Medical Cover Management
- Ensure timely onboarding of new staff to the medical scheme.
- Collect biannual feedback on medical services for continuous improvement.
- Coordinate quarterly health talks to promote wellness and preventive care.
HR Automations
- Lead the successful implementation and use of the HRIMS system to enhance HR efficiency and data accuracy.
Payroll & Benefits Administration
- Ensure timely processing of payroll
- Ensure Correct and accurate remuneration data in the payroll system.
- Ensure Timely remuneration processing and banking
- Correct and accurate statutory deductions
- Ensure correct monthly payments of statutory.
- Ensure timely staff join pension as per policy
- Coordinate staff pension and medical with service providers
Other Responsibilities
- Undertake any additional duties assigned by the Supervisor in support of HR goals.
QUALIFICATIONS
- Minimum Diploma in HR Management
- A degree in HR Management an added advantage
- Being a member of the HR professional association
- Minimum progressive 3 years as an HRO in a busy HR work environment
- Knowledge in HRIMS an added advantage
- Proficient in MS word, excel and PowerPoint a must.
SKILLS & COMPETENCIES
- Good planning and leadership skills.
- Good relationship & interpersonal skills.
- Excellent communication skills in written & spoken English & Kiswahili.
- Reliable & of high integrity.
- Self-motivated, driven & creative.
- Ability to work under pressure with minimal supervision.
- Mature, presentable, eloquent speaker and ready to face challenges.
- Flexible and adaptable to change.
Organization Structure & Employee Engagement Conduct biannual job description reviews to ensure alignment with evolving business needs and employee roles. Enhance employee engagement and experience by delivering responsive HR services, promoting staff well-being, and ensuring smooth, people-centered HR operations across the employee lifecycle. Source and conduct meaningful training in line with employee and organization needs Learning & Development Talent Development Identify training needs through evaluations and feedback mechanisms. Develop and implement an annual training calendar; deliver monthly training sessions. Conduct post-training evaluations monthly and follow-up effectiveness reviews after 3 months. Design and implement interdepartmental job rotation programs quarterly to support growth and cross-functional exposure. Quarterly training in Product knowledge Ensure QMS Continuous sensitization Performance Management Develop a biannual performance review plan. Conduct Mid-Year Reviews and Annual Performance Evaluations (Q4). Ensure all staff have updated performance dashboards (HRO) by end of Q1. Support managers and staff with goal setting and feedback sessions to foster continuous improvement. Future Leaders Program Onboard new FLP cohorts within 2 weeks of previous cohort exit. Implement structured internship programs (including rotations, training, mentorship, projects, CSR) biannually. Organize one FLP alumni engagement event annually. Participate in biannual career fairs and outreach programs at colleges and universities. Implement FLP commercialization plans in liaison with Commercial, Group HR & CM. Resource & HR Planning Recruitment & Staffing Develop manpower plans in liaison with HODs, GHRM & CM Adhere to the set manpower plan per department Conduct authorized recruitments within a 3-month timeline as per SOP. Conduct reference checks for all hires. Ensure comprehensive onboarding and induction across departments and EXCOM. Verify all staff (new and existing) have valid employment contracts. Carry out staff evaluations prior to contract renewals (minimum 1 month in advance). Review and update the induction process by Q2. Departure / Exit Management Conduct exit interviews for all exiting staff and gather actionable insights. Notify all staff of confirmed exits using the prescribed format post management approval. Share exit summary reports with ExCom for continuous improvement. HR Internal Employee Experience Leave Management Ensure all staff submit approved leave forms. File all leave documentation appropriately in staff files. Staff Welfare & Engagement Host quarterly staff meetings to encourage open dialogue. Conduct quarterly engagement surveys and use feedback to inform wellness and engagement plans. Implement quarterly staff activities to foster a connected and motivated workforce. Send personalized birthdays, work anniversary, and professional day messages to all staff. Staff Records Conduct biannual audits of staff files to ensure completeness and accuracy. Employee Engagement & Well Being Implement Employee recognition programs. Implement employee wellbeing programs (menta health programs, work life balance, Implement, monitor and review work presence techniques (WFH, Hybrid working, flexi hours). Compliance & QMS Management Review HR SOPs, forms, stakeholder matrix, risk matrix, and policies biannually. Conduct biannual evaluations of HR suppliers and service-level agreements. Ensure full compliance with labor laws, ISO standards, and internal policies. Medical Cover Management Ensure timely onboarding of new staff to the medical scheme. Collect biannual feedback on medical services for continuous improvement. Coordinate quarterly health talks to promote wellness and preventive care. HR Automations Lead the successful implementation and use of the HRIMS system to enhance HR efficiency and data accuracy. Payroll & Benefits Administration Ensure timely processing of payroll Ensure Correct and accurate remuneration data in the payroll system. Ensure Timely remuneration processing and banking Correct and accurate statutory deductions Ensure correct monthly payments of statutory. Ensure timely staff join pension as per policy Coordinate staff pension and medical with service providers Other Responsibilities Undertake any additional duties assigned by the Supervisor in support of HR goals.
Good planning and leadership skills. Good relationship & interpersonal skills. Excellent communication skills in written & spoken English & Kiswahili. Reliable & of high integrity. Self-motivated, driven & creative. Ability to work under pressure with minimal supervision. Mature, presentable, eloquent speaker and ready to face challenges. Flexible and adaptable to change.
Minimum Diploma in HR Management A degree in HR Management an added advantage Being a member of the HR professional association Minimum progressive 3 years as an HRO in a busy HR work environment Knowledge in HRIMS an added advantage Proficient in MS word, excel and PowerPoint a must.
JOB-683960ca7dd52
Vacancy title:
Human Resource Officer
[Type: FULL_TIME, Industry: Logistics, Category: Human Resources]
Jobs at:
ESL Uganda
Deadline of this Job:
Wednesday, June 4 2025
Duty Station:
Kampala | Kampala | Uganda
Summary
Date Posted: Friday, May 30 2025, Base Salary: Not Disclosed
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JOB DETAILS:
We have an excellent and exciting opportunity for a Human Resource Officer. We are looking for a candidate who ideally holds a professional qualification in human resources, with in-depth experience in HR operations, administration and management. The successful candidate will be based in Kampala.
Purpose
The Human Resource Officer role is charged with leading and directing the routine functions of the Human Resources (HR) department including hiring and interviewing staff, administering pay, benefits, and leave, and enforcing company policies and practices in consultation with the Group HRM and Head of Accounts & Admin.
KEY ROLES & RESPONSIBILITIES
Organization Structure & Employee Engagement
- Conduct biannual job description reviews to ensure alignment with evolving business needs and employee roles.
- Enhance employee engagement and experience by delivering responsive HR services, promoting staff well-being, and ensuring smooth, people-centered HR operations across the employee lifecycle.
- Source and conduct meaningful training in line with employee and organization needs
Learning & Development
- Talent Development
- Identify training needs through evaluations and feedback mechanisms.
- Develop and implement an annual training calendar; deliver monthly training sessions.
- Conduct post-training evaluations monthly and follow-up effectiveness reviews after 3 months.
- Design and implement interdepartmental job rotation programs quarterly to support growth and cross-functional exposure.
- Quarterly training in Product knowledge
- Ensure QMS Continuous sensitization
- Performance Management
- Develop a biannual performance review plan.
- Conduct Mid-Year Reviews and Annual Performance Evaluations (Q4).
- Ensure all staff have updated performance dashboards (HRO) by end of Q1.
- Support managers and staff with goal setting and feedback sessions to foster continuous improvement.
- Future Leaders Program
- Onboard new FLP cohorts within 2 weeks of previous cohort exit.
- Implement structured internship programs (including rotations, training, mentorship, projects, CSR) biannually.
- Organize one FLP alumni engagement event annually.
- Participate in biannual career fairs and outreach programs at colleges and universities.
- Implement FLP commercialization plans in liaison with Commercial, Group HR & CM.
Resource & HR Planning
- Recruitment & Staffing
- Develop manpower plans in liaison with HODs, GHRM & CM
- Adhere to the set manpower plan per department
- Conduct authorized recruitments within a 3-month timeline as per SOP.
- Conduct reference checks for all hires.
- Ensure comprehensive onboarding and induction across departments and EXCOM.
- Verify all staff (new and existing) have valid employment contracts.
- Carry out staff evaluations prior to contract renewals (minimum 1 month in advance).
- Review and update the induction process by Q2.
- Departure / Exit Management
- Conduct exit interviews for all exiting staff and gather actionable insights.
- Notify all staff of confirmed exits using the prescribed format post management approval.
- Share exit summary reports with ExCom for continuous improvement.
HR Internal Employee Experience
- Leave Management
- Ensure all staff submit approved leave forms.
- File all leave documentation appropriately in staff files.
- Staff Welfare & Engagement
- Host quarterly staff meetings to encourage open dialogue.
- Conduct quarterly engagement surveys and use feedback to inform wellness and engagement plans.
- Implement quarterly staff activities to foster a connected and motivated workforce.
- Send personalized birthdays, work anniversary, and professional day messages to all staff.
- Staff Records
- Conduct biannual audits of staff files to ensure completeness and accuracy.
- Employee Engagement & Well Being
- Implement Employee recognition programs.
- Implement employee wellbeing programs (menta health programs, work life balance,
- Implement, monitor and review work presence techniques (WFH, Hybrid working, flexi hours).
Compliance & QMS Management
- Review HR SOPs, forms, stakeholder matrix, risk matrix, and policies biannually.
- Conduct biannual evaluations of HR suppliers and service-level agreements.
- Ensure full compliance with labor laws, ISO standards, and internal policies.
Medical Cover Management
- Ensure timely onboarding of new staff to the medical scheme.
- Collect biannual feedback on medical services for continuous improvement.
- Coordinate quarterly health talks to promote wellness and preventive care.
HR Automations
- Lead the successful implementation and use of the HRIMS system to enhance HR efficiency and data accuracy.
Payroll & Benefits Administration
- Ensure timely processing of payroll
- Ensure Correct and accurate remuneration data in the payroll system.
- Ensure Timely remuneration processing and banking
- Correct and accurate statutory deductions
- Ensure correct monthly payments of statutory.
- Ensure timely staff join pension as per policy
- Coordinate staff pension and medical with service providers
Other Responsibilities
- Undertake any additional duties assigned by the Supervisor in support of HR goals.
QUALIFICATIONS
- Minimum Diploma in HR Management
- A degree in HR Management an added advantage
- Being a member of the HR professional association
- Minimum progressive 3 years as an HRO in a busy HR work environment
- Knowledge in HRIMS an added advantage
- Proficient in MS word, excel and PowerPoint a must.
SKILLS & COMPETENCIES
- Good planning and leadership skills.
- Good relationship & interpersonal skills.
- Excellent communication skills in written & spoken English & Kiswahili.
- Reliable & of high integrity.
- Self-motivated, driven & creative.
- Ability to work under pressure with minimal supervision.
- Mature, presentable, eloquent speaker and ready to face challenges.
- Flexible and adaptable to change.
Work Hours: 8
Experience in Months: 36
Level of Education: bachelor degree
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