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Vacancy title:
Human Resource Manager
[Type: FULL_TIME, Industry: Hospitality, and Tourism, Category: Human Resources]
Jobs at:
Café Africa Limited
Deadline of this Job:
Friday, August 29 2025
Duty Station:
Uganda | Kampala | Uganda
Summary
Date Posted: Friday, August 15 2025, Base Salary: Not Disclosed
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JOB DETAILS:
Café Africa Uganda (CAU) is a not-for-profit organization that catalyzes the sustainable growth of the coffee sector in Uganda. As an independent partner of Café Africa International, CAU is part of a network of like-minded organizations in the major coffee producing countries on the African continent. Café Africa Uganda is also closely affiliated with the Global Coffee Platform, which it represents in Uganda. We are seeking qualified and passionate individuals to take up the role of Human Resource Manager.
Job Description – Human Resource Manager
Role Summary:
The Human Resource Manager provides both strategic and operational leadership across all HR functions, ensuring alignment with organizational goals, donor compliance requirements, and labor regulations. This role supports internal HR operations and extends capacity-building and compliance oversight to implementation partners. The HRM ensures that recruitment, performance management, learning and development, employee relations, and welfare programs are delivered efficiently, fostering a productive and compliant work environment.
Reports To: Chief Operations Officer (COO)
Supervises: HR Officer(s), Administrative Assistants
Scope of Responsibilities
| Area of Responsibility | Action Steps | Success Criteria / Measures |
|---|---|---|
| Strategic HR Leadership & Planning | • Develop and implement HR strategies aligned with organizational and donor objectives. • Advise senior management on HR implications of strategic and operational plans. • Lead workforce planning across all departments and partners to ensure capacity meets program needs. • Integrate HR planning with organizational risk management and compliance frameworks. |
• Approved HR strategy in place, reviewed annually. • Workforce plan aligns with program and donor requirements. • Documented HR input in strategic decision-making processes. |
| Recruitment, Onboarding & Retention | • Manage transparent, competitive recruitment processes that comply with labor laws and donor guidelines. • Coordinate onboarding programs for new hires and partner staff. • Develop and implement retention strategies, including career development pathways. • Maintain talent pools for critical and hard-to-fill roles. |
• 100% recruitment completed within agreed timelines. • New staff onboarded within first month. • Staff turnover rate maintained below agreed thresholds annually. |
| Partner HR Capacity-Building | • Provide technical HR support to implementation partners. • Support partners in HR policy development, recruitment, and compliance. • Deliver HR training and mentoring for partner HR teams. • Monitor partner HR compliance with donor and labor law requirements. |
• Partner HR support plans documented. • Partner HR policies reviewed annually. • At least 2 partner HR capacity-building sessions delivered per year. |
| Performance Management | • Manage performance appraisal process organization-wide. • Support managers in setting KPIs and development plans. • Address underperformance through structured improvement plans. • Link performance outcomes to learning and development initiatives. |
• 100% completion of performance reviews each cycle. • Documented improvement plans for underperforming staff. • Performance data informs annual training plans. |
| Learning & Development | • Conduct training needs analysis annually. • Develop and implement staff training plans. • Promote continuous learning, including donor compliance and leadership programs. • Monitor and evaluate training impact on staff performance. |
• Annual training plan approved and implemented. • At least 80% of staff trained annually. • Positive feedback on training relevance and effectiveness. |
| Employee Engagement & Welfare | • Foster positive workplace culture through engagement initiatives. • Oversee welfare programs, occupational health, and safety compliance. • Manage grievance resolution processes. • Organize staff recognition and team-building activities. |
• Staff engagement survey shows >75% satisfaction. • Documented resolution of grievances within agreed timelines. • Compliance with health and safety standards verified annually. |
| HR Policy & Compliance | • Maintain and update HR policies in line with labor laws and donor requirements. • Ensure contracts and personnel files are complete and current. • Lead HR compliance audits and risk assessments. • Keep abreast of changes in labor legislation. |
• HR policy manual updated annually. • Zero major HR audit findings. • 100% compliance with statutory reporting deadlines. |
Key Performance Indicators (KPIs)
| KPI Area | Indicator | Quarterly Target | Annual Target |
|---|---|---|---|
| Recruitment Timeliness | Average number of days to fill a vacancy | < 30 days | < 30 days |
| Performance Management | Completion rate of performance appraisals | 100% | 100% |
| Training Coverage | % of staff receiving training | ≥ 20% per quarter | ≥ 80% annually |
| Partner Capacity-Building | Number of partner HR sessions delivered | ≥ 1 | ≥ 2 |
| Policy Compliance | Number of HR policy non-compliance incidents | 0 | 0 |
| Employee Engagement | Staff satisfaction rate | ≥ 75% | ≥ 75% |
Work Hours: 8
Experience in Months: 36
Level of Education: bachelor degree
Job application procedure
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