The USAID Uganda Feed the Future Water and Food Systems Activity (FTF WFSA) is a five year activity (2023-2028) that aims to inclusively and equitably improve food and water security in the Kyoga Basin in northeastern Uganda, specifically three watersheds – Lokok, Awoja, and Lokere, by empowering individuals and communities to mitigate and adapt to shocks and stressors in order to improve livelihoods, maintain nutrition and health wellbeing, address drivers of conflict, and reduce reliance on humanitarian assistance. This area is home to nomadic pastoralists whose livelihoods are at risk due to violent cattle raiding and the effects of climate change (drought and flooding). This part of Uganda also suffers from fragmented markets, chronic underinvestment in public services, and a lack of private sector investment. This Activity is aligned with the Water and Development II (WADI II) scope to access critical technical services in support of the U.S. Government’s Global Water Strategy, Global Food Security and Strategy Refresh, Agency Climate Strategy, and the President’s Emergency Plan for Adaptation and Resilience; and is a cornerstone of the USAID Uganda (2022) Country Development Cooperation Strategy Development Objective (DO) 2, Resilient Growth Enhanced. The activity aims therefore aims to achieve results under the following development objectives:

1. Improve water supply and integrated water resource management.
2. Increase equitable access to sanitation and hygiene services for households and schools.
3. Improved agriculture-based livelihoods.
4. Increased consumption of nutritious foods among women and children.
5. Expanded access to financial resources for women, men, youth, indigenous people, and marginalized groups.
6. Improve local capacity to manage shocks and stressors.

FtF WFSA will enhance market systems, strengthen relevant institutions, expand access to climate-resilient services, and—in two of the most vulnerable of the 21 districts covered by the activity—employ “graduation” approaches to assist the ultra-poor. These initiatives will incorporate conflict sensitivity, local leadership, climate change adaptation, and approaches inclusive of women, youth, the elderly, persons with disabilities, and indigenous groups.

Role’s Purpose:

The Senior Human Resources Manager will support and advise the project team in all activities related to Human Resources, including staffing and recruitment, employee relations, performance reviews, employee benefits, employee retention and staff learning and capacity development, according to and in compliance with DAI’s policies and procedures and USAID requirements. S/he will coordinate with senior leadership in order to support and oversee DAI’s staffing and recruitment plan and the onboarding process as well as ensure that project activities are appropriately resourced and have the expertise and capacity necessary to achieve intended results. The Senior HR Manager also maintains employee records, implements an annual review plan in coordination with senior staff, and ensures all personnel files are complete and current. S/he will provide guidance and support to employees on HR-related matters, including benefits, leave management, and performance evaluations. S/he will coordinate with senior leadership and technical leads to support staff learning and development for continual growth and capacity development. S/he will keep project leadership informed about labor market trends to ensure effective and efficient talent search to match project needs and objectives. Lastly, s/he will ensure compliance with Uganda Labor Law, DAI’s policies and procedures, and USAID requirements regarding personnel management, and identifies and elevates relevant issues to project leadership and advises resolution of personnel changes. The Senior HR Manager will supervise the HR team, including the HR Officer.

Key Duties and Responsibilities:

Human Resources Management

• Oversee the orientation process for new employees that aims to familiarize them with the DAI’s policies, procedures, and culture.
• Direct and oversee the completion of annual and probationary employee performance evaluations. Train supervisors charged with conducting evaluations of staff members in their units and monitor compliance with the process. Track and notify managers when annual appraisals are due – managing any resulting staffing change requests and contract amendments – ensuring that policies and procedures are followed according to the Personnel & Policy Manual.
• Ensure accurate recording of office personnel and pay records, including, but not limited to, leave taken and available, and advise the Director of Finance and Operations of the status of such issues on a monthly basis. Supervise/Manage maintenance of all staff timesheets, prepare monthly timesheet report to finance including leaves taken, changes in status, increases or transfers for the payroll.
• Advise and assist teams with the development and execution of a performance improvement plan (PIP) for employees as needed.
• Coordinate with the home office team, project leadership, and local attorneys, as needed, to determine an appropriate course of action on any labor-law related matters that arise.
• Update personnel and policy manual, review and/or advice on policy change, dissemination, and implementation of new policies from HO or management.
• Ensure safeguarding of staff and a strict zero tolerance policy towards corruption and unethical behavior
• Uphold DAI ethics and values in all aspects of the job.
• Establish and manage a departure process for departing staff, including exit orientation, return of all project properties to relevant departments; assist in drafting termination letters (when needed) and orient departing employees on benefits they are entitled to.
• Manage all closeout related duties for Human Resources throughout final project closedown.

Recruitment

• Work with supervisors to identify staffing needs, develop job descriptions, scopes of work/terms of reference, grade positions, and job qualifications.
• Identify qualified candidates, invite and encourage prospective candidates to apply for employment. Manage a fair and transparent recruitment process that is compliant with DAI processes and policies, adhering to Ugandan local labor laws and Screen candidate in collaboration with the hiring unit, short-list the ideal candidates; participate in interview, and make hiring recommendations; inform short-listed candidates for test/interviews and the final result; notify applicants of results of selection process and prepare job offers; check references and suitability of applicants before making the offer; discuss recruitment policies with superiors to ensure effectiveness of selection techniques and recruitment programs; ensure transparent and bias free recruitment process.
• Ensure recruitment is compliant with the DAI policies and procedures as well as USAID requirements and Ugandan laws.
• Proactively ensure gender equity and social inclusion in recruitment processes and find creative ways to ensure that the FTF WFSRCA team of professionals is diverse and inclusive.

Learning and Development

• Work with the DFO and COP to identify staff and/or teams development and professional growth.
• Plan and deliver training sessions with regards to human resources topics (performance feedback, leadership development, supervisory skills, crisis management, etc), recruitment participation, and management and leadership, which may include travel to regional offices for training if necessary.
• Organize team building activities with the staff to promote teamwork, as well as other types of activities that promote a cordial and results-oriented work environment.
• Support a strong team spirit and “one team” ethos of the FTF WFSA team in Moroto, Soroti, Kotido and Kapchorwa office and uphold DAI’s diversity, inclusion and accessibility principles.

Qualifications

• Bachelor’s degree in human resource management or related field; an advanced degree or a Senior Professional in Human Resource -International (SPHRi) certification is preferred.
• Minimum of 10 years work experience in Human Resources, including recruitment, negotiation, employee performance management, and compliance.
• Prior experience working on USAID or other donor-funded projects.
• Prior experience working in Uganda.
• Prior experience in leadership development, coaching, and skills building and training preferred.
• Knowledge of Uganda Labor Law and/or Legal Regulations on labor is required.
• Professional proficiency in English is required, and proficiency in local languages is preferred.
• Computer literate with experience in e-mail, word processing, and spreadsheet.

Skills

• Ability to multi-task and prioritize tasks. Excellent organizational and adaptability skills and ability to work effectively as part of a team.
• Demonstrated exceptional customer relations skills (both internally & externally).
• Possesses training and/or work experience in problem-solving, leadership, and conflict management.
• Ability to conduct HR analytics to support management in decision making.
• Excellent written and oral communication and personnel management skills and ability to relate to people at all levels of an organization and from different multicultural backgrounds.
• Commitment to values: respect, honesty, leadership, integrity, responsibility; and,
• Ability to work under pressure.

Reporting

The Senior Human Resources Manager will report to the Director of Finance and Operations.