Vacancy title:
Human Resource and Administration Manager

[Type: FULL_TIME, Industry: Consulting, Category: Human Resources]

Jobs at:
Future Options Consulting Ltd

Deadline of this Job:
Sunday, October 5 2025

Duty Station:
Uganda | Kampala | Uganda

Summary
Date Posted: Thursday, October 2 2025, Base Salary: Not Disclosed

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JOB DETAILS:

Location: Kampala

Organization details

Our client in a financial sector

Number of vacancies: 1
Sector: Human Resource
Industry: Private sector

Knowledge, skills and competences

• Formal coaching experience leading and coaching cross-functional teams
• Knowledge of labour laws and highly competent in interpreting and applying statutory legislation.
• People management capabilities and relationship management skills. Proven ability in building strong working relationships with colleagues and stakeholders.

Responsibilities

Job Summary

The Human Resource and Administration Manager will provide strategic and technical responsibility for all people management functions within the company to enable optimal decision-making for the successful delivery of the company strategic plan. She/he will act as the advisor and partner to the leadership and management teams on all people-related issues. The role involves aligning people and company strategies to drive overall business success and will play a crucial role in creating a positive work environment, nurturing talent, and fostering a culture of performance, collaboration, and growth in line with the company people practices. Functional responsibility for the role will include the management and coordination of manpower planning, recruitment & selection, orientation/ induction and onboarding, compensation management, performance management, Learning and Development, administration, and procurement.

Responsibilities

• Ensure HR representation across the organization and that the HR policies, plans and other regulatory frameworks are aligned with MFI strategic objectives and standards.
• Provides general support services to branches on Human Resources issues.
• Updates the employee handbook on a per need basis, and ensures that revisions to the policies are written in the employee handbook.
• Informs all concerned staff the changes entered into the employee handbook.
• Ensure adherence to labor laws, regulatory requirements, and best practices in people management.
• Regular review of HR policies and procedures to align with evolving labor laws and best practices in the financial services market.
• Talent Acquisition and Retention through attracting high-caliber talent, to meet the organisation’s immediate and future needs with emphasis on clear career progression pathways.
• Develop and implement a robust succession plan through identifying, developing, mentoring and coaching employees in preparation for them to take on leadership roles and other key positions.
• Reducing attrition through wellness and satisfaction enablers including the provision of transparent growth opportunities to ensure that competitiveness in the sector is maintained.
• Ensure the organizational structure and job descriptions are regularly updated and in compliance with the company standards.
• Contribute and advise senior management on strategic planning, with particular responsibility for HR needs, policies and procedures.
• Prepare and submit annual budget and plan for the approval of the SMT.
• Coordinates all recruitment for the company, ensuring process standards are maintained. Conducts a complete due diligence job applicant’s background and character assessment.
• Responsible for the recruitment cycle covering requisition, hiring, contracting, and orientation process.
• Develops all staff-related documentation through the employee life cycle.
• Embed a values-driven, high-performance culture across the institution, leaning on strong accountability principles.
• Develop, implement, and monitor employee performance management systems through SMART goal setting and timely performance appraisals.
• Conducts consultations with department heads to determine performance indicators and benchmarks per position.
• Ensure competitive, fair, and motivating compensation structures. Including the comprehensive review of the company's variable incentive schemes in alignment with performance-based rewards.
• Develop recognition programs and continuous feedback mechanisms in a bid to drive productivity and strengthen staff commitment to institutional goals
• Review and upgrade the performance appraisal instrument annually to determine effectiveness and applicability.
• Investigate all disciplinary and grievance cases with the respective staff, providing guidance and corrective action through counseling, training, or instituting disciplinary procedures.
• In consultation with the senior management, develops performance indicators and standards in promoting staff to higher posts;
• Reviews the benefits scheme on an annual basis, ensuring that it is properly administered in accordance with the employee handbook.
• Recommends to the CEO the renewal of the scheme as and when this may be required.
• Periodically carries out salaries and benefits surveys for the review process in order to develop and maintain a competitive compensation package and incentive schemes for staff.

Qualifications

• Bachelor's degree in Human Resources Management, Business Administration, Organisational Development, or Labour Relations.
• A Post Graduate Diploma or Master's degree in Human Resource Management will be an added advantage 

Details of experience

A minimum of 8 years Human Resource and Organisational Development experience with 3 of these years within the leadership team, supervisory role, and managing the People and Culture Department.

Work Hours: 8

Experience in Months: 96

Level of Education: bachelor degree

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