Head of Human Resources
2025-11-05T08:32:32+00:00
Q-Sourcing
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https://www.qsourcing.com/
FULL_TIME
Head Office, Kampala, Uganda
Uganda
00256
Uganda
Consulting
Management, Human Resources
2025-11-19T17:00:00+00:00
Uganda
8
Job Purpose.
The Head of Human Resources is responsible for designing, executing, and governing the Bank’s people strategy and HR operating model to attract, develop, engage, and retain talent. The role provides strategic leadership across workforce planning, organization effectiveness, performance and rewards, leadership development, culture and conduct, and HR risk/compliance—ensuring alignment with the Bank’s strategy, values, and regulatory obligations.
Key Responsibilities
1. People Strategy and Workforce Planning
- Develop people strategies and annual HR plans aligned to business strategy and risk appetite.
- Lead enterprise workforce planning, organization design (spans & layers), role clarity, and succession for critical positions.
- Maintain skills taxonomy and future-skills roadmap (digital, risk, analytics, sales effectiveness).
2. Talent Acquisition and Onboarding
- Govern end-to-end recruitment (requisition to onboarding) with defined time-to-fill and quality-of-hire targets.
- Build the employer value proposition; manage graduate/specialist pipelines; ensure fair, inclusive hiring.
- Oversee background checks, fit-and-proper, pre-employment screening, and probation.
3. Performance, Rewards and Benefits
- Operate the performance management framework (goal setting, calibration, reviews).
- Design market-competitive, risk-aligned compensation, incentives, and recognition, including deferral/clawback where applicable.
- Oversee salary reviews, job evaluation and grading, benefits, pensions/provident fund governance, and pay-equity monitoring.
4. Learning, Leadership and Succession
- Set the learning strategy (regulatory/mandatory, role-based, leadership, risk & control, ESG, digital).
- Build leadership pipelines and succession coverage; sponsor coaching and high-potential programmes.
- Track learning effectiveness and certification compliance.
5. Employee Relations, Culture and Conduct
- Maintain constructive relations with employees and related third parties, lead grievance, disciplinary, and dispute resolution.
- Embed the Bank’s values and conduct standards; strengthen speak-up/whistle blowing awareness and protection.
- Support change management for restructurings, integrations, and transfers.
6. HR Operations, HR Information Systems and Analytics
- Ensure accurate, timely payroll, benefits administration, records, and lifecycle processes (hire-to-retire).
- Own HR information systems/data architecture, privacy, and security in partnership with the ICT/Risk/Information Security departments; ensuring high data quality.
- Deliver workforce analytics and dashboards to Management and the Board.
7. HR Risk, Compliance and Governance
- Maintain HR policies, Employee Handbook, Code of Ethics/Conduct, and annual attestations/KYE updates.
- Ensure compliance with applicable laws and regulations
- Operate HR risk control self-assessments, manage HR vendor risk, remediate audit/regulatory findings, and report material HR risks to relevant governance forums.
Additional Responsibilities
The Bank reserves the right to amend, modify, or adjust the responsibilities of this position as business needs evolve, in alignment with applicable labour laws. The Employee may also be required to undertake additional duties or projects from time to time, within their capabilities and consistent with the responsibilities of the role, as directed by the Employer.
Key Performance indicators
- Time-to-fill and quality-of-hire
- Engagement index and leadership effectiveness scores.
- Succession coverage for critical roles; internal fill rate for key vacancies.
- Performance cycle completion and calibration quality; pay-for-performance alignment.
- Payroll accuracy and timeliness and HR operations SLAs
- Mandatory training completion and certification compliance.
- Employee relations case resolution TAT, and compliance with due process.
- HR risk/audit: issue closure on time; zero material breaches of applicable regulations
- Budget adherence, vendor SLA compliance, and cost-to-serve.
Requirements
Required Qualifications
- Education: Bachelor’s degree in HR, Business, Industrial/Organisational Psychology, or related field; professional certifications such as CIPD, SHRM-SCP/SPHR (or equivalent) preferred.
- Experience: 10+ years progressive HR experience (banking/financial services preferred), including 5+ years leading HR teams/functions.
- Technical Skills: Workforce planning and organisational design; job evaluation and grading; compensation/benefits and incentive governance; performance management; employee relations and investigations; HR information systems/payroll administration; policy development; change management and communications.
- Analytical Skills: HR analytics and dashboarding; pay-equity analysis; data privacy and records management; evidence-based decision-making.
- Leadership Abilities: Leading cross-functional initiatives; influencing at Executive/Board level; building high-performing teams and culture.
Additional Requirements/Competencies
- Strategic Vision: Ability to design and execute a people strategy aligned to business goals and regulatory expectations.
- Problem-Solving and Decision-Making: Sound judgement under pressure; structured resolution of employee relations and organisational issues.
- Communication Skills: Clear, concise messaging to technical and non-technical stakeholders, including Board and regulators.
- Ethics, Integrity and Confidentiality: Unquestionable integrity; protection of personal data and banking confidentiality.
- Collaboration: Effective partnership with Business, Risk, Compliance, Legal, Finance, ICT, Internal Audit, and external stakeholders/vendors.
1. People Strategy and Workforce Planning Develop people strategies and annual HR plans aligned to business strategy and risk appetite. Lead enterprise workforce planning, organization design (spans & layers), role clarity, and succession for critical positions. Maintain skills taxonomy and future-skills roadmap (digital, risk, analytics, sales effectiveness). 2. Talent Acquisition and Onboarding Govern end-to-end recruitment (requisition to onboarding) with defined time-to-fill and quality-of-hire targets. Build the employer value proposition; manage graduate/specialist pipelines; ensure fair, inclusive hiring. Oversee background checks, fit-and-proper, pre-employment screening, and probation. 3. Performance, Rewards and Benefits Operate the performance management framework (goal setting, calibration, reviews). Design market-competitive, risk-aligned compensation, incentives, and recognition, including deferral/clawback where applicable. Oversee salary reviews, job evaluation and grading, benefits, pensions/provident fund governance, and pay-equity monitoring. 4. Learning, Leadership and Succession Set the learning strategy (regulatory/mandatory, role-based, leadership, risk & control, ESG, digital). Build leadership pipelines and succession coverage; sponsor coaching and high-potential programmes. Track learning effectiveness and certification compliance. 5. Employee Relations, Culture and Conduct Maintain constructive relations with employees and related third parties, lead grievance, disciplinary, and dispute resolution. Embed the Bank’s values and conduct standards; strengthen speak-up/whistle blowing awareness and protection. Support change management for restructurings, integrations, and transfers. 6. HR Operations, HR Information Systems and Analytics Ensure accurate, timely payroll, benefits administration, records, and lifecycle processes (hire-to-retire). Own HR information systems/data architecture, privacy, and security in partnership with the ICT/Risk/Information Security departments; ensuring high data quality. Deliver workforce analytics and dashboards to Management and the Board. 7. HR Risk, Compliance and Governance Maintain HR policies, Employee Handbook, Code of Ethics/Conduct, and annual attestations/KYE updates. Ensure compliance with applicable laws and regulations Operate HR risk control self-assessments, manage HR vendor risk, remediate audit/regulatory findings, and report material HR risks to relevant governance forums.
Education: Bachelor’s degree in HR, Business, Industrial/Organisational Psychology, or related field; professional certifications such as CIPD, SHRM-SCP/SPHR (or equivalent) preferred. Experience: 10+ years progressive HR experience (banking/financial services preferred), including 5+ years leading HR teams/functions. Technical Skills: Workforce planning and organisational design; job evaluation and grading; compensation/benefits and incentive governance; performance management; employee relations and investigations; HR information systems/payroll administration; policy development; change management and communications. Analytical Skills: HR analytics and dashboarding; pay-equity analysis; data privacy and records management; evidence-based decision-making. Leadership Abilities: Leading cross-functional initiatives; influencing at Executive/Board level; building high-performing teams and culture.
JOB-690b0ba0941e0
Vacancy title:
Head of Human Resources
[Type: FULL_TIME, Industry: Consulting, Category: Management, Human Resources]
Jobs at:
Q-Sourcing
Deadline of this Job:
Wednesday, November 19 2025
Duty Station:
Head Office, Kampala, Uganda | Uganda | Uganda
Summary
Date Posted: Wednesday, November 5 2025, Base Salary: Not Disclosed
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JOB DETAILS:
Job Purpose.
The Head of Human Resources is responsible for designing, executing, and governing the Bank’s people strategy and HR operating model to attract, develop, engage, and retain talent. The role provides strategic leadership across workforce planning, organization effectiveness, performance and rewards, leadership development, culture and conduct, and HR risk/compliance—ensuring alignment with the Bank’s strategy, values, and regulatory obligations.
Key Responsibilities
1. People Strategy and Workforce Planning
- Develop people strategies and annual HR plans aligned to business strategy and risk appetite.
- Lead enterprise workforce planning, organization design (spans & layers), role clarity, and succession for critical positions.
- Maintain skills taxonomy and future-skills roadmap (digital, risk, analytics, sales effectiveness).
2. Talent Acquisition and Onboarding
- Govern end-to-end recruitment (requisition to onboarding) with defined time-to-fill and quality-of-hire targets.
- Build the employer value proposition; manage graduate/specialist pipelines; ensure fair, inclusive hiring.
- Oversee background checks, fit-and-proper, pre-employment screening, and probation.
3. Performance, Rewards and Benefits
- Operate the performance management framework (goal setting, calibration, reviews).
- Design market-competitive, risk-aligned compensation, incentives, and recognition, including deferral/clawback where applicable.
- Oversee salary reviews, job evaluation and grading, benefits, pensions/provident fund governance, and pay-equity monitoring.
4. Learning, Leadership and Succession
- Set the learning strategy (regulatory/mandatory, role-based, leadership, risk & control, ESG, digital).
- Build leadership pipelines and succession coverage; sponsor coaching and high-potential programmes.
- Track learning effectiveness and certification compliance.
5. Employee Relations, Culture and Conduct
- Maintain constructive relations with employees and related third parties, lead grievance, disciplinary, and dispute resolution.
- Embed the Bank’s values and conduct standards; strengthen speak-up/whistle blowing awareness and protection.
- Support change management for restructurings, integrations, and transfers.
6. HR Operations, HR Information Systems and Analytics
- Ensure accurate, timely payroll, benefits administration, records, and lifecycle processes (hire-to-retire).
- Own HR information systems/data architecture, privacy, and security in partnership with the ICT/Risk/Information Security departments; ensuring high data quality.
- Deliver workforce analytics and dashboards to Management and the Board.
7. HR Risk, Compliance and Governance
- Maintain HR policies, Employee Handbook, Code of Ethics/Conduct, and annual attestations/KYE updates.
- Ensure compliance with applicable laws and regulations
- Operate HR risk control self-assessments, manage HR vendor risk, remediate audit/regulatory findings, and report material HR risks to relevant governance forums.
Additional Responsibilities
The Bank reserves the right to amend, modify, or adjust the responsibilities of this position as business needs evolve, in alignment with applicable labour laws. The Employee may also be required to undertake additional duties or projects from time to time, within their capabilities and consistent with the responsibilities of the role, as directed by the Employer.
Key Performance indicators
- Time-to-fill and quality-of-hire
- Engagement index and leadership effectiveness scores.
- Succession coverage for critical roles; internal fill rate for key vacancies.
- Performance cycle completion and calibration quality; pay-for-performance alignment.
- Payroll accuracy and timeliness and HR operations SLAs
- Mandatory training completion and certification compliance.
- Employee relations case resolution TAT, and compliance with due process.
- HR risk/audit: issue closure on time; zero material breaches of applicable regulations
- Budget adherence, vendor SLA compliance, and cost-to-serve.
Requirements
Required Qualifications
- Education: Bachelor’s degree in HR, Business, Industrial/Organisational Psychology, or related field; professional certifications such as CIPD, SHRM-SCP/SPHR (or equivalent) preferred.
- Experience: 10+ years progressive HR experience (banking/financial services preferred), including 5+ years leading HR teams/functions.
- Technical Skills: Workforce planning and organisational design; job evaluation and grading; compensation/benefits and incentive governance; performance management; employee relations and investigations; HR information systems/payroll administration; policy development; change management and communications.
- Analytical Skills: HR analytics and dashboarding; pay-equity analysis; data privacy and records management; evidence-based decision-making.
- Leadership Abilities: Leading cross-functional initiatives; influencing at Executive/Board level; building high-performing teams and culture.
Additional Requirements/Competencies
- Strategic Vision: Ability to design and execute a people strategy aligned to business goals and regulatory expectations.
- Problem-Solving and Decision-Making: Sound judgement under pressure; structured resolution of employee relations and organisational issues.
- Communication Skills: Clear, concise messaging to technical and non-technical stakeholders, including Board and regulators.
- Ethics, Integrity and Confidentiality: Unquestionable integrity; protection of personal data and banking confidentiality.
- Collaboration: Effective partnership with Business, Risk, Compliance, Legal, Finance, ICT, Internal Audit, and external stakeholders/vendors.
Work Hours: 8
Experience in Months: 120
Level of Education: bachelor degree
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