Background information about the job or company (e.g., role context, company overview)

With 75 years of experience, our focus is on helping the most vulnerable children overcome poverty and experience fullness of life. We help children of all backgrounds, even in the most dangerous places, inspired by our Christian faith.

Come join our 31,000+ staff working in nearly 100 countries and share the joy of transforming vulnerable children’s life stories!

Responsibilities or duties

Position: Temporary People & Culture Business Partner.

Reports to: Senior People & Culture Manager

Location: Kampala - National Office

Purpose of the position:

In partnership with Line Managers and team leads, Talent Acquisition Team, Staff Compensation and Benefits, Staff Spiritual Nurture and Wellbeing, the role provides overall HR support in driving strategic and operational business objectives to deliver integrated HR solutions and ensure alignment & operationalization of HR policies, best practices and systems, to assure achievement of World Vision’s business objectives while delivering value added services to management and employees in designated clusters/region/division.

Key Outputs/Responsibilities.

Strategic Partner: Develops and implements Human Resource solutions to business problems

• Contribute to the strategy of designated region by providing technical guidance to Managers to identify, prioritize, and build organizational capabilities, behaviours, structures, and processes
• Consult with line management and provide P&C guidance appropriately
• Identify and work with partners to develop appropriate P&C solutions aligned to specific needs of the designated region
• Analyze trends and metrics in partnership with P&C team to develop solutions, programs and policies.
• Support line managers in forecasting and planning their talent/workforce pipeline requirements in line with cluster/regional strategy.

Operations Management: measure monitors and coordinates People and organization capabilities:

• Provide HR Policy guidance and interpretation to line management and build the capacity of line management to understand and implement organizational policies and procedures
• Communicate and support development of mechanisms that facilitate adoption of organizational culture and values by employees
• Provide day to day performance management guidance to line management and In conjunction with line managers coordinate and ensure timely implementation of the partnering4performance cycle in line with WV policies and procedures
• Support line managers identify business needs and develop staff competences to meet identified business needs.
• Coordinate specific projects as determined in the annual P&C operational plan and contribute to functional and cross-functional initiatives.

Employee engagement and wellbeing: Supports creation of solutions to drive employee commitment and contribution.

• Work closely with line management and employees to improve work relationships, increase productivity and retention
• Support line management to manage and resolve complex employee relations and improve work relationships
• Act as focal point for reporting and management of sexual harassment allegations
• Work with line management to initiate and implement projects towards improving employee engagement and wellbeing as a driver for organization performance
• Regional Point person for Staff Care Initiatives

Change Management

• Build capability of employees and managers to respond to and manage organizational changes
• Support line managers to review processes and systems and initiate changes to improve work effectiveness.
• Support managers implement, track and assess ongoing changes.

Qualifications or requirements (e.g., education, skills)

Education/Knowledge/Technical Skills and Experience

• Degree in Human Resource Management, Social Sciences, Business Management, Organizational Development, Organizational Psychology or other related disciplines.
• Post graduate qualification or professional qualification in Human Resource Management, is added advantage
• 3+ years’ experience in as Human Resources Management generalist in a relatively large, complex, fast paced and busy environment
• At least three years’ Experience working in a multicultural context and with an international Non-Governmental Organization
• Knowledge and Experience in all areas of the Employee life cycle – talent acquisition, talent management, performance management, employee relations, HR Information Systems, Employee Engagement and Wellbeing
• Experience in Project Management and Implementation
• Excellent computer skills (MS Office Suite: MS Excel, MS Word, MS PowerPoint and databases) with good understanding and experience in Human Resource Information Systems.
• Must be conversant with the Ugandan labour laws and international labour legislations
• Membership to a recognized human resources professional body is preferred

• Contribute to the strategy of designated region by providing technical guidance to Managers to identify, prioritize, and build organizational capabilities, behaviours, structures, and processes
• Consult with line management and provide P&C guidance appropriately
• Identify and work with partners to develop appropriate P&C solutions aligned to specific needs of the designated region
• Analyze trends and metrics in partnership with P&C team to develop solutions, programs and policies.
• Support line managers in forecasting and planning their talent/workforce pipeline requirements in line with cluster/regional strategy.
• Provide HR Policy guidance and interpretation to line management and build the capacity of line management to understand and implement organizational policies and procedures
• Communicate and support development of mechanisms that facilitate adoption of organizational culture and values by employees
• Provide day to day performance management guidance to line management and In conjunction with line managers coordinate and ensure timely implementation of the partnering4performance cycle in line with WV policies and procedures
• Support line managers identify business needs and develop staff competences to meet identified business needs.
• Coordinate specific projects as determined in the annual P&C operational plan and contribute to functional and cross-functional initiatives.
• Work closely with line management and employees to improve work relationships, increase productivity and retention
• Support line management to manage and resolve complex employee relations and improve work relationships
• Act as focal point for reporting and management of sexual harassment allegations
• Work with line management to initiate and implement projects towards improving employee engagement and wellbeing as a driver for organization performance
• Regional Point person for Staff Care Initiatives
• Build capability of employees and managers to respond to and manage organizational changes
• Support line managers to review processes and systems and initiate changes to improve work effectiveness.
• Support managers implement, track and assess ongoing changes.

• Knowledge and Experience in all areas of the Employee life cycle – talent acquisition, talent management, performance management, employee relations, HR Information Systems, Employee Engagement and Wellbeing
• Experience in Project Management and Implementation
• Excellent computer skills (MS Office Suite: MS Excel, MS Word, MS PowerPoint and databases) with good understanding and experience in Human Resource Information Systems.
• Must be conversant with the Ugandan labour laws and international labour legislations

• Degree in Human Resource Management, Social Sciences, Business Management, Organizational Development, Organizational Psychology or other related disciplines.
• Post graduate qualification or professional qualification in Human Resource Management, is added advantage
• 3+ years’ experience in as Human Resources Management generalist in a relatively large, complex, fast paced and busy environment
• At least three years’ Experience working in a multicultural context and with an international Non-Governmental Organization
• Membership to a recognized human resources professional body is preferred