Job Summary
Lafab Solutions Ltd is seeking a proactive, organized, and results-driven HR Operations Officer to lead the management of outsourced workforces deployed to client sites across Uganda. The successful candidate will be responsible for coordinating casual workers, temporary workers, supervisors, and other outsourced personnel while ensuring excellent service delivery to clients.

The role combines workforce management, client relationship management, HR administration, recruitment, and operational coordination. The HR Operations Officer will act as the link between Lafab Solutions, client organizations, supervisors, and deployed workers to ensure productivity, compliance, client satisfaction, and profitable service delivery.

This position is ideal for an individual who enjoys field operations, people management, client engagement, and workforce coordination.

Key Responsibilities

Client Workforce Management

• Manage casual workers, temporary workers, and outsourced staff deployed to various client sites.
• Ensure workers are deployed according to client requirements and service agreements.
• Coordinate worker attendance, replacements, transfers, and workforce scheduling.
• Monitor workforce productivity, discipline, and service quality.
• Conduct regular site visits to assess workforce performance and operational challenges.
• Ensure workers comply with client policies, safety requirements, and company procedures.
• Coordinate resolution of worker grievances and operational issues.
• Maintain accurate records of deployed workers, attendance, leave, incidents, and performance.
• Ensure workforce levels are maintained to meet client operational demands.

Client Relationship & Contract Management

• Serve as the primary contact person between Lafab Solutions and assigned clients.
• Build and maintain strong relationships with client representatives.
• Participate in client meetings and workforce planning discussions.
• Negotiate workforce requirements, staffing levels, service specifications, and operational expectations.
• Support preparation and renewal of workforce management contracts.
• Negotiate workforce-related costs, service charges, and operational expenses within company guidelines.
• Ensure client expectations are clearly documented and communicated internally.
• Monitor service level compliance and client satisfaction.
• Address client concerns promptly and professionally.
• Identify opportunities to expand workforce management services with existing clients.

Workforce Cost & Payroll Management

• Monitor workforce deployment costs and operational expenses.
• Verify attendance records for payroll processing.
• Review workforce cost structures and recommend efficiency improvements.
• Ensure accurate worker payment records are maintained.
• Support preparation of client workforce invoices and service billing information.
• Monitor overtime, allowances, transport, accommodation, and other workforce expenses.
• Assist management in maintaining profitability of workforce management contracts.

Recruitment & Talent Acquisition

• Recruit casual workers, temporary workers, supervisors, and other personnel required for client assignments.
• Build and maintain a pool of pre-qualified workers for rapid deployment.
• Coordinate sourcing, screening, interviewing, and onboarding activities.
• Support recruitment campaigns and community mobilization efforts.
• Reduce worker replacement turnaround time.
• Identify high-performing workers for promotion into supervisory roles.

Human Resource Management

• Coordinate onboarding and orientation of new workers.
• Maintain worker records and HR documentation.
• Support performance management and disciplinary processes.
• Ensure compliance with labor regulations and company policies.
• Coordinate worker training and skills development programs.
• Monitor employee engagement and worker welfare.
• Support succession planning for supervisors and key operational positions.

Culture Building

• Promote a culture of accountability, professionalism, and ownership among deployed workers.
• Reinforce company values across all client sites.
• Improve worker retention through engagement and effective workforce management.
• Support development of future supervisors and workforce leaders.
• Encourage high standards of customer service and professionalism.

Operations & Process Improvement

• Implement systems that improve workforce coordination and operational efficiency.
• Utilize technology and workforce management tools to improve reporting and communication.
• Develop and maintain workforce dashboards and operational reports.
• Identify opportunities to improve service delivery and reduce operational costs.
• Recommend process improvements that enhance client satisfaction and workforce productivity.

Qualifications & Requirements

• Bachelor's Degree in Human Resource Management, Business Administration, Industrial Psychology, Social Sciences, or a related field.
• Experience in HR operations, workforce management, recruitment, outsourcing, manpower services, or field operations is an added advantage.
• Strong client relationship and stakeholder management skills.
• Strong negotiation and communication abilities.
• Excellent organizational and coordination skills.
• Ability to manage multiple client sites and workforce groups simultaneously.
• Good understanding of labor and employment practices.
• Proficiency in Microsoft Office and workforce management systems.
• Willingness to travel regularly to client locations.
• High level of professionalism, integrity, and accountability.

Key Performance Indicators (KPIs)

Client Management

• Client satisfaction score.
• Client retention rate.
• Number of contract renewals achieved.
• Growth of workforce management revenue from existing clients.
• Timely resolution of client issues.

Workforce Operations

• Worker attendance rate.
• Workforce deployment accuracy.
• Worker retention rate.
• Replacement turnaround time.
• Workforce productivity levels.
• Compliance with client service requirements.

Recruitment

• Time-to-fill workforce requests.
• Availability of qualified workers in talent pool.
• Quality of recruits deployed to client sites.

Financial Performance

• Workforce cost control.
• Accuracy of payroll and attendance records.
• Contract profitability.
• Timely client billing support.

HR & Culture

• Worker engagement levels.
• Compliance with disciplinary procedures.
• Number of workers trained.
• Internal promotions to supervisory positions.

What Lafab Solutions Offers

• Opportunity to manage large workforce operations across multiple industries.
• Exposure to outsourced workforce management and client relationship management.
• Practical experience in HR operations, recruitment, and contract management.
• Career growth opportunities into Operations Management, Client Services Management, and Workforce Management leadership positions.
• Dynamic work environment with significant field exposure.
• Opportunity to contribute directly to the growth of Lafab Solutions' workforce management business.

Career Growth Path
HR Operations Officer → Senior HR Operations Officer → Workforce Operations Manager → Head of Workforce Management → Director of Operations

• Manage casual workers, temporary workers, and outsourced staff deployed to various client sites.
• Ensure workers are deployed according to client requirements and service agreements.
• Coordinate worker attendance, replacements, transfers, and workforce scheduling.
• Monitor workforce productivity, discipline, and service quality.
• Conduct regular site visits to assess workforce performance and operational challenges.
• Ensure workers comply with client policies, safety requirements, and company procedures.
• Coordinate resolution of worker grievances and operational issues.
• Maintain accurate records of deployed workers, attendance, leave, incidents, and performance.
• Ensure workforce levels are maintained to meet client operational demands.
• Serve as the primary contact person between Lafab Solutions and assigned clients.
• Build and maintain strong relationships with client representatives.
• Participate in client meetings and workforce planning discussions.
• Negotiate workforce requirements, staffing levels, service specifications, and operational expectations.
• Support preparation and renewal of workforce management contracts.
• Negotiate workforce-related costs, service charges, and operational expenses within company guidelines.
• Ensure client expectations are clearly documented and communicated internally.
• Monitor service level compliance and client satisfaction.
• Address client concerns promptly and professionally.
• Identify opportunities to expand workforce management services with existing clients.
• Monitor workforce deployment costs and operational expenses.
• Verify attendance records for payroll processing.
• Review workforce cost structures and recommend efficiency improvements.
• Ensure accurate worker payment records are maintained.
• Support preparation of client workforce invoices and service billing information.
• Monitor overtime, allowances, transport, accommodation, and other workforce expenses.
• Assist management in maintaining profitability of workforce management contracts.
• Recruit casual workers, temporary workers, supervisors, and other personnel required for client assignments.
• Build and maintain a pool of pre-qualified workers for rapid deployment.
• Coordinate sourcing, screening, interviewing, and onboarding activities.
• Support recruitment campaigns and community mobilization efforts.
• Reduce worker replacement turnaround time.
• Identify high-performing workers for promotion into supervisory roles.
• Coordinate onboarding and orientation of new workers.
• Maintain worker records and HR documentation.
• Support performance management and disciplinary processes.
• Ensure compliance with labor regulations and company policies.
• Coordinate worker training and skills development programs.
• Monitor employee engagement and worker welfare.
• Support succession planning for supervisors and key operational positions.
• Promote a culture of accountability, professionalism, and ownership among deployed workers.
• Reinforce company values across all client sites.
• Improve worker retention through engagement and effective workforce management.
• Support development of future supervisors and workforce leaders.
• Encourage high standards of customer service and professionalism.
• Implement systems that improve workforce coordination and operational efficiency.
• Utilize technology and workforce management tools to improve reporting and communication.
• Develop and maintain workforce dashboards and operational reports.
• Identify opportunities to improve service delivery and reduce operational costs.
• Recommend process improvements that enhance client satisfaction and workforce productivity.

• Strong client relationship and stakeholder management skills.
• Strong negotiation and communication abilities.
• Excellent organizational and coordination skills.
• Ability to manage multiple client sites and workforce groups simultaneously.
• Good understanding of labor and employment practices.
• Proficiency in Microsoft Office and workforce management systems.

• Bachelor's Degree in Human Resource Management, Business Administration, Industrial Psychology, Social Sciences, or a related field.
• Experience in HR operations, workforce management, recruitment, outsourcing, manpower services, or field operations is an added advantage.
• Willingness to travel regularly to client locations.
• High level of professionalism, integrity, and accountability.