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

The Department of Finance and Administration is seeking a Deputy Director, Human Resource Management to provide strategic leadership and technical guidance in the review, development and implementation of human resource policies, systems, and practices that promote a productive, motivated, and high-performing workforce at the Authority.

Responsibilities or duties

HR Strategy & Planning: Develops and implements HR strategies, policies, and plans that align with UIA’s mandate, organizational goals, and National Development priorities. Ensures HR plans support workforce development, succession planning, and performance management.

Policy Guidance & Advisory: Advises management on HR policies, workforce planning, and staff development initiatives. Provides guidance on HR best practices, regulatory compliance, and organizational effectiveness.

Human Capital Management

Talent Acquisition & Retention: Leads recruitment, onboarding, and retention strategies to attract and maintain a high-performing workforce. Ensures competitive and fair HR practices that promote diversity, equity, and inclusion.

Performance Management: Oversees the performance appraisal system, setting clear objectives, monitoring outcomes, and supporting managers in coaching and staff development. Implements strategies to recognize and reward performance effectively.

Training & Development: Coordinates staff training, professional development, and capacity-building programs to enhance skills, competencies, and career growth. Promotes a culture of continuous learning and innovation

Work Environment & Culture: Promotes a positive, professional, and ethical work environment. Supports initiatives that enhance staff motivation, well-being, and team cohesion.

Employee Relations & Conflict Resolution: Provides guidance on managing employee relations, addressing grievances, and ensuring fair and consistent application of HR policies.

Policy Execution: Implements HR policies, procedures, and frameworks in line with legal, regulatory, and organizational standards. Ensures compliance with labor laws, statutory requirements, and UIA governance policies.

HR Systems & Records Management: Maintains accurate HR records, reports, and data for decision-making and compliance purposes. Leverages HR information systems to support workforce planning and reporting.

Leadership & Advisory

Mentorship & Coaching: Provides guidance and mentorship to HR staff and managers across the Authority to strengthen leadership capacity.

Strategic Support to Management: Collaborates with senior management to align HR interventions with organizational priorities, enhancing overall institutional performance.

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

ACADEMIC QUALIFICATIONS:

An Honor’s Bachelor’s Degree in either Human Resource Management, Arts, Social Sciences, Public Administration, Development Studies, Social Work and Social Administration, Business Administration (Management Option) with a bias in Human Resource field such as Human Resource Development, Human Resource Management or Organizational Development Studies from a recognized Institution.

Master’s in Human Resource Management or Master’s in Human Resource studies from a recognized Institution.

COMPETENCES:

TECHNICAL

Recruitment and Selection.

Human Resource Planning

Employee Relations and Labor law

HR Information Systems

Performance Management

Compensation and Benefits Management

BEHAVIORAL

Leadership

Concern for quality and standards

Ethics and Integrity

Customer Care

Communication skills

Experience needed

At least six (6) years working experience or should have served a minimum of three (3) years at Senior level from a reputable organization.

Any other provided details (e.g., benefits, work environment, team info, or additional notes)

PLEASE NOTE THAT UGANDA INVESTMENT AUTHORITY IS AN EQUAL OPPORTUNITIES GOVERNMENT ENTITY. ANY CANVASSING FOR FAVOURS WILL LEAD TO AUTOMATIC DISQUALIFICATION OF AN APPLICANT.

• Develops and implements HR strategies, policies, and plans that align with UIA’s mandate, organizational goals, and National Development priorities.
• Ensures HR plans support workforce development, succession planning, and performance management.
• Advises management on HR policies, workforce planning, and staff development initiatives.
• Provides guidance on HR best practices, regulatory compliance, and organizational effectiveness.
• Leads recruitment, onboarding, and retention strategies to attract and maintain a high-performing workforce.
• Ensures competitive and fair HR practices that promote diversity, equity, and inclusion.
• Oversees the performance appraisal system, setting clear objectives, monitoring outcomes, and supporting managers in coaching and staff development.
• Implements strategies to recognize and reward performance effectively.
• Coordinates staff training, professional development, and capacity-building programs to enhance skills, competencies, and career growth.
• Promotes a culture of continuous learning and innovation
• Promotes a positive, professional, and ethical work environment.
• Supports initiatives that enhance staff motivation, well-being, and team cohesion.
• Provides guidance on managing employee relations, addressing grievances, and ensuring fair and consistent application of HR policies.
• Implements HR policies, procedures, and frameworks in line with legal, regulatory, and organizational standards.
• Ensures compliance with labor laws, statutory requirements, and UIA governance policies.
• Maintains accurate HR records, reports, and data for decision-making and compliance purposes.
• Leverages HR information systems to support workforce planning and reporting.
• Provides guidance and mentorship to HR staff and managers across the Authority to strengthen leadership capacity.
• Collaborates with senior management to align HR interventions with organizational priorities, enhancing overall institutional performance.

• Recruitment and Selection
• Human Resource Planning
• Employee Relations and Labor law
• HR Information Systems
• Performance Management
• Compensation and Benefits Management
• Leadership
• Concern for quality and standards
• Ethics and Integrity
• Customer Care
• Communication skills

• An Honor’s Bachelor’s Degree in either Human Resource Management, Arts, Social Sciences, Public Administration, Development Studies, Social Work and Social Administration, Business Administration (Management Option) with a bias in Human Resource field such as Human Resource Development, Human Resource Management or Organizational Development Studies from a recognized Institution.
• Master’s in Human Resource Management or Master’s in Human Resource studies from a recognized Institution.