Program Background

The Agrifood System Transformation for Youth Employment (ASTYE) Uganda program

ASTYE is a 5-year transformative initiative designed to enable dignified and fulfilling work opportunities primarily for financially disadvantaged young women, refugees, and vulnerable groups by addressing structural barriers in Uganda's Agrifood system. Aligned with Uganda’s Vision 2040, the National Development Plan and Government of Uganda Agriculture Value Chain Development Strategy, the program will contribute to national efforts toward poverty alleviation, economic growth, as well food and nutrition security. Additionally, ASTYE is part of the Mastercard Foundation’s Young Africa Works strategy in Uganda, which aims to empower 4.3 million young Ugandans, particularly young women, by addressing structural barriers to employment and providing them with the skills and resources to succeed.

Specifically, GOAL will implement component one to reach 500,000 financially disadvantaged young people, with 400,000 transiting into work and 320,000 securing dignified and fulfilling work. As the program is young women-centric, 80% of the total outreach target will be young women within Uganda's agrifood ecosystem. Furthermore, 3% of the total youth in work target will be refugees, and another 3% will be people with disabilities.

General Description of the Role

Reporting directly to the Head of HR, with a matrix reporting line to the ASTYE Program Lead, the HR Manager will contribute to the delivery of staff development strategies in line with GOAL Uganda’s people strategic plan. The role provides information, advice, and services to the program as required, and works closely with the Program Management Unit (PMU) to drive continuous organizational and individual performance improvement. This will support the country HR office in achieving its Annual Country Plan (ACP) objectives, while identifying emerging people issues, proposing solutions, and supporting organizational change processes. Key responsibilities include providing operational leadership in performance management, talent management, recruitment, reward, health and safety, learning and development and organizational development.

The key responsibilities of the role will be:

Talent Acquisition

• Collaborate with the ASTYE Program Lead to assess talent needs and ensure timely filling of gaps.
• Manage the full recruitment cycle for ASTYE program positions in compliance with GOAL’s recruitment procedures.
• Oversee recruitment documentation and maintain accurate records.

Performance Management and Employee Development

• Manage the country’s performance appraisal system (Grow With GOAL).
• Train line managers and teams on GOAL’s performance management framework.
• Support and monitor managers to ensure the performance cycle is implemented consistently.
• Provide coaching and guidance to managers in addressing underperformance and implementing improvement plans.

Employee Relations

• Advise on grievance matters in line with GOAL policies and procedures.
• Strengthen staff–management relations through mediation, issues resolution, and proactive engagement.
• Lead disciplinary processes, ensuring cases are handled to completion and properly documented.
• Ensure grievance procedures are fully operational and foster a supportive work environment.

Employee Engagement

• Lead quarterly staff engagement activities to foster a positive workplace culture.
• Develop and implement innovative, non-financial initiatives to enhance employee appreciation and motivation.
• Collaborate with the Head of Human Resources (HHR) to organize the annual team-building event.
• Coordinate HR clinics in line with the established calendar.

Compensation & Benefits

• Participate in compensation reviews and benchmarking in collaboration with the Head of HR.
• Promote internal equity by applying compensation policies and advising management on pay levels based on internal and external analysis.
• Ensure employee benefits programs are clearly communicated to program teams.

Learning & Development

• Partner with line managers to design and deliver Personal Development Plans (PDPs) and evaluate interventions.
• Facilitate and manage the internship program in collaboration with institutions.
• Develop coaching and mentoring strategies to support staff growth and PDP implementation.
• Maintain a staff skills and knowledge database to leverage diverse talents across the office.
• Train line managers on effective people management practices.
• Conduct periodic staff training on HR policies.

Job Level Specifications

Essential Criteria

• Bachelor’s degree in Human Resources Management, Industrial Organizational Psychology or Public Administration and Management.
• Professional Human Resource certification
• Minimum of 5 years HR experience, including at least 2 years in progressive HR management roles, preferably within the NGO sector.

Desirable Criteria

• Experience in managing HR functions within complex, donor-funded programs.
• Strong knowledge of Ugandan labour laws, HR best practices, and compliance requirements.
• Proven ability to coach, mentor, and build capacity of managers and staff in HR-related areas.
• Excellent interpersonal, communication, and negotiation skills.
• Strong analytical, problem-solving, and decision-making abilities.
• Experience in working within a matrix structure.
• Commitment to consistently improving and developing innovative HR solutions in response to HR/organizational Country Program challenges

• Collaborate with the ASTYE Program Lead to assess talent needs and ensure timely filling of gaps.
• Manage the full recruitment cycle for ASTYE program positions in compliance with GOAL’s recruitment procedures.
• Oversee recruitment documentation and maintain accurate records.
• Manage the country’s performance appraisal system (Grow With GOAL).
• Train line managers and teams on GOAL’s performance management framework.
• Support and monitor managers to ensure the performance cycle is implemented consistently.
• Provide coaching and guidance to managers in addressing underperformance and implementing improvement plans.
• Advise on grievance matters in line with GOAL policies and procedures.
• Strengthen staff–management relations through mediation, issues resolution, and proactive engagement.
• Lead disciplinary processes, ensuring cases are handled to completion and properly documented.
• Ensure grievance procedures are fully operational and foster a supportive work environment.
• Lead quarterly staff engagement activities to foster a positive workplace culture.
• Develop and implement innovative, non-financial initiatives to enhance employee appreciation and motivation.
• Collaborate with the Head of Human Resources (HHR) to organize the annual team-building event.
• Coordinate HR clinics in line with the established calendar.
• Participate in compensation reviews and benchmarking in collaboration with the Head of HR.
• Promote internal equity by applying compensation policies and advising management on pay levels based on internal and external analysis.
• Ensure employee benefits programs are clearly communicated to program teams.
• Partner with line managers to design and deliver Personal Development Plans (PDPs) and evaluate interventions.
• Facilitate and manage the internship program in collaboration with institutions.
• Develop coaching and mentoring strategies to support staff growth and PDP implementation.
• Maintain a staff skills and knowledge database to leverage diverse talents across the office.
• Train line managers on effective people management practices.
• Conduct periodic staff training on HR policies.

• Excellent interpersonal, communication, and negotiation skills.
• Strong analytical, problem-solving, and decision-making abilities.
• Proven ability to coach, mentor, and build capacity of managers and staff in HR-related areas.

• Bachelor’s degree in Human Resources Management, Industrial Organizational Psychology or Public Administration and Management.
• Professional Human Resource certification
• Minimum of 5 years HR experience, including at least 2 years in progressive HR management roles, preferably within the NGO sector.
• Experience in managing HR functions within complex, donor-funded programs.
• Strong knowledge of Ugandan labour laws, HR best practices, and compliance requirements.
• Experience in working within a matrix structure.
• Commitment to consistently improving and developing innovative HR solutions in response to HR/organizational Country Program challenges