Head of HROD

JOB DESCRIPTION FORM

JOB TITLE:

Head of HROD

DEPARTMENT:

HROD

REPORTS DIRECTLY TO:

National Director

SUPERVISES:

HR Officer, Administration Officer, Procurement Officer and Location HR & Admin Officers

LOCATION:

Kampala

The Head of HROD primarily responsible for leading the strategic function of human resource (HR) management within the National Association (NA).  The role supports the SOS mission and goals through effectively aligned HR/OD strategy, policy, procedure and systems and brings about organizational effectiveness and positive changes through appropriate organisation and HR development interventions. The Head of HROD supports the daily operations of the organisation and plans the administrative processes and activities to ensure they are carried out efficiently and effectively.  He / she leads a team of professionals to complete a range of administrative duties including transport and logistics.

S/NO.

Key Result Areas (KRA) /Key Responsibilities/Key Accountability areas.

Main Activities for each KRA

1

HROD Strategy, Policy and Systems

·         Provide leadership in the development, promotion and implementation of HR Strategy / policy that guides staff behaviour, conduct, and commitment to achieve organizational mission and objective.

·         Prepare department’s Annual Plan & Budget to complement HROD strategy and policy.

·         Coordinate with the relevant departments to ensure procedures, practices and processes are in place to support strategic work and directions.

·         Regularly and continuously conducts organizational diagnostic surveys to identify system, structural gaps and recommend appropriate OD/ HRD interventions.

·         Build and promote leadership and managerial competencies of HR/OD staff by assigning higher level responsibilities as and when needed.

·         Benchmarks HR/OD policy and best practices from SOS National Associations and other similar organizations.

2

Workforce Planning, Recruitment and Selection

§  Establish the HR needs for the organisation in consultation with the ND, NO Functional Heads and Programme Directors.

§  Leads workforce reviews, development and planning processes, as well as the development of HR strategies and objectives for the National Association.

§  Develops and delivers plans and processes for staff recruitment, including induction and orientation;

§  Leads staff interviews and establishes interview panels ensuring that panels are well-balanced. 

§  Processes staff employment documentation including offer / appointment letters, contracts and job descriptions based on established staff employment policies and procedures.

§  Maintains employee database

3

Compensation and Benefits

§  Design, implement, and manage salary classification and compensation programs.

§  Conduct analysis of compensation and benefits within company.

§  Prepare occupational classifications, job descriptions, and salary scale.

§  Develop job descriptions for various positions and determine appropriate base pay.

§  Analyze surveys to ensure appropriate compensation across all departments.

4

Staff Performance Management:

§  Manage core Performance Management and feedback processes.

§  Develop manager capability on employing these processes to obtain results.

§  Ensure accurate and written job descriptions with clear job accountabilities reporting lines and career paths

§  Ensure that appraisals are carried out in a timely and effective manner and follows up on the practice of staff performance evaluations by project managers, 

§  Works with line managers to implement recommended actions on cases of persistent poor performance.

§  Promotes a performance culture within the organisation.

5

Training and Development

§  Support professional development of all staff, including strengthening capacity, building skills and delegating authority to support professional growth.

§  Develop training plans and programs; organize training sessions, workshops, and activities across the National Association.

§  Manage the approved Training budget, ensuring all operational activities are conducted within the approved budget.

§  Seeks / produces reports after every training event to be utilised as references when assessing the effects of training and in following up after-training needs.

§  Provide coaching, mentoring and opportunities for HR staff growth and career plans.

6

Employee Relations

§  Provide apt advice and counsel to Line mangers on talent management, performance management, conflict resolution and other areas of employee relations.

§  Facilitate and guide various stakeholders on corrective actions, grievances, conflicts and disciplinary procedures

§  Ensure resolution of all staff welfare issues within agreed timelines.

§ 

7

Compliance with labour laws and global HROD Guidelines

§  Manage all legal claims, liaising with external lawyers, to ensure all organizational priorities are adhered to and costs are kept at a minimum.

§  Review and update HR/OD Policy to ensure consistent implementation, interpretation, communication and compliance.

§  Review current policy practices, interpretation and compliance ensuring good participation of staff teams, Management and the Board of Trustees. 

§  Advises the National Director on major changes in HR policy and ensures compliance with both SOS-KDI policies as well as the Uganda Labour Laws. 

§  Regularly and continuously conduct organizational diagnostic surveys to identify gaps calling for system change, structure and recommend appropriate OD/ HRD interventions.

8

Safeguarding

§  Ensuring that Safeguarding measures are in place within HROD responsibility, and that staff are made aware of these measures and are supported in implementing them

§  Ensuring that Safeguarding is integrated in all management processes including recruitment, on boarding, performance management, team meetings, annual planning processes, field level monitoring, IWP, IDP etc.

9

Procurement

·         Ensure submission of consolidated SOS Children’s Villages Uganda annual procurement plan received from units (Program locations, satalite projects and Departments) for timely, coordinated, and efficient/economic procurement.

·         Ensure that all emergency related procurements are responded in timely and flexible manner.

·         Perform Market Analyses by collecting, organizing, and analyzing market data and financial reports.

·         Develop and regularly review Grant(s) procurement and distribution plans, ensuring resolution of all related issues collaborating with programs unit leadership.

·         Develop and implement category sourcing strategy.

·         Ensure SOS Children’s Villages Uganda compliance with donor rules and regulations in procurement function.

·         Promptly Inform the CMT and National Director any areas of concern or potential or suspected procurement and Logistic   policy violations.

10

Administration

·         Develop, review, and improve administrative systems, policies, and procedures.

·         Ensure the smooth and adequate flow of information within the organisation to facilitate the smooth and efficient running of operations.

·         Works with the National Director to develop, plan, schedule and promote office events, including corporate functions, meetings, and conferences.

·         Supervise preparation of department’s reports, staff update and monthly update.

·         Establish document management system.