Senior Human Resource Officer

HUMAN RESOURCE MANAGEMENT DIVISION

• Job Title: Senior Human Resource Officer
• Salary Scale: HTTI- 3
• Reports to: Principal
• Responsible for: Human Resource Officer

Job Purpose

The Senior Human Resource Officer is responsible for planning, coordinating, and managing all aspects of the human resource function within the College. This role ensures that HR policies, procedures, and programs are effectively implemented to attract, develop, and retain high-quality staff while promoting a positive and productive work environment. The officer provides strategic and operational support in areas such as recruitment, performance management, staff development, employee relations, and compliance with labor laws and College policies.

By maintaining accurate HR records, analyzing workforce trends, and advising management on HR strategies, the Senior Human Resource Officer contributes to the College’s overall efficiency, staff satisfaction, and long-term College goals. This position requires a proactive professional who can balance day-to-day HR operations with strategic initiatives that support the College’s vision and mission.Key Duties and Responsibilities

1. Implementation and monitoring of HR policies: The Senior Human Resource Officer ensures the effective implementation of all existing HR policies, regulations, and practices within the College. They continuously monitor their impact on staff performance, compliance, and College effectiveness, identifying areas for improvement and advising management on necessary adjustments to optimize human resource outcomes.
2. Recruitment and selection coordination: The officer coordinates the full recruitment and selection process, ensuring that staffing needs are met with qualified, competent, and diverse candidates. They oversee job advertising, shortlisting, interviews, and onboarding, guaranteeing adherence to both College policies and public service regulations while promoting merit-based appointments.
3. Staff training and development: They plan, coordinate, and facilitate staff training and development programs aimed at enhancing professional skills, career growth, and institutional capacity. This includes conducting training needs assessments, developing learning programs, and evaluating the effectiveness of human resource development initiatives to ensure alignment with strategic objectives.
4. Payroll and salary management: The Senior Human Resource Officer manages the College’s payroll processes, ensuring accurate computation, timely disbursement, and compliance with statutory requirements. They verify salary computations, allowances, deductions, and benefits, maintaining transparency and accountability in all payroll operations.
5. Staff welfare and terminal benefits: They implement staff welfare initiatives, including medical insurance, leave entitlements, and other benefits, while ensuring smooth processing of gratuities, and other terminal benefits. They advise staff on entitlements and facilitate timely and fair disbursement, maintaining morale and compliance with regulatory frameworks.
6. Human resource planning: The officer coordinates human resource planning to ensure optimal staffing levels, succession planning, and alignment with college goals. They analyze workforce data, forecast staffing needs, and propose strategies to address gaps, ensuring the College is equipped with the talent required for long-term success.
7. Policy review and interpretation: They interpret existing HR policies and regulations, provide guidance to management and staff, and propose updates or revisions to ensure policies remain relevant, effective, and compliant with emerging legal and College requirements.
8. Employee relations and grievances: The Senior Human Resource Officer serves as the primary point of contact for employee relations issues, grievances, and complaints. They investigate matters impartially, mediate conflicts, and recommend solutions, promoting a harmonious and professional work environment.
9. Guidance and counseling: They provide ongoing guidance and counseling to staff on HR management matters, helping employees understand policies, resolve issues, and navigate career development, thereby enhancing staff engagement and retention.
10. Information management and dissemination: The officer collects, analyzes, and disseminates information on HR policies, rules, and regulations to management and staff. They ensure that all stakeholders are well-informed, enabling compliance, transparency, and effective decision-making across the College.
11. Any other roles as may be assigned.

Person Specifications
Qualifications and Experience

1. Educational Qualifications:
   • A Bachelor’s degree in Human Resource Management, Business Administration (with an HR option), Bachelor of Commerce (with an HR option), or a related field in a recognised and accredited academic Institution.
   • Mandatory: A Postgraduate Diploma in Human Resource Management (PGDHRM).
   • Mandatory: A Master’s degree in Human Resource Management, Business Administration (with an HR option) or a related field in a recognised and accredited academic Institution is a MUST, reflecting advanced strategic, operational, and leadership capabilities.
2. Professional Certifications: Membership in a professional HR body (e.g., Human Resource Managers’ Association of Uganda) is highly desirable, demonstrating commitment to professional development and adherence to international HR standards.
3. Work Experience: The candidate must have a minimum of Six (6) years of progressive experience in human resource management, three (3) of which should have been served at a senior level preferably within an educational, institutional, or public service setting. Experience should demonstrate a proven track record in HR operations, staff development, recruitment and selection, policy implementation, performance management, and employee relations.
4. Demonstrated Competencies: Candidates should possess strong organizational, analytical, and interpersonal skills, with the ability to translate HR policies into actionable programs, provide strategic guidance to management, and foster a positive and productive work environment.

Core Competencies
Technical Competencies

1. Policy management: The candidate should be skilled in interpreting, implementing, and reviewing HR policies, procedures, and regulations. They must ensure that policies are consistently applied across the College, identify areas for improvement, and provide recommendations for updates in line with best practices and regulatory requirements.
2. Managing employee performance: The candidate should have expertise in establishing performance management systems that drive accountability and staff development. They must be able to set clear performance standards, monitor progress, provide feedback, and implement corrective actions or recognition programs to improve individual and team outcomes.
3. Human resource management: The candidate must demonstrate a thorough understanding of core HR functions, including recruitment, onboarding, workforce planning, employee relations, and staff welfare. They should integrate these functions strategically to enhance institutional effectiveness and support organizational goals.
4. Coaching and mentoring: The candidate should possess the ability to coach, guide, and mentor staff at all levels, fostering professional growth and capacity building. They must provide constructive feedback, promote skill development, and encourage a culture of continuous learning within the College.
5. Records and information management: The candidate should be proficient in maintaining accurate, organized, and retrievable HR records and information systems. They must ensure compliance with statutory requirements and internal controls, while providing timely and relevant information for decision-making.
6. HR data analytics and reporting: The candidate should be capable of analyzing HR data to generate actionable insights, identify trends, and support strategic workforce planning. They must have the ability to design HR dashboards, produce management reports, and use data-driven metrics to inform decision-making on recruitment, performance, and staff development.
7. HR Information Systems (HRIS/ERP) proficiency: The candidate should have hands-on experience using HRIS or ERP systems for managing employee records, payroll, recruitment, performance, and training programs. They must be able to leverage technology to streamline HR operations, improve data accuracy, and generate real-time reports.
8. Workforce planning and forecasting: The candidate should be skilled in workforce analytics to anticipate staffing needs, identify skill gaps, and propose strategic interventions. They must integrate HR data insights with organizational goals to optimize talent management and succession planning.

Behavioural Competencies

1. Public relations and customer care: The candidate should demonstrate excellent interpersonal and communication skills, engaging effectively with staff, management, students, and external stakeholders. They must handle inquiries, feedback, and concerns professionally, promoting a positive organizational image.
2. Ethics and Integrity: The candidate must consistently exhibit honesty, fairness, and accountability in all professional actions. They should serve as a role model in ethical HR practices and decision-making, ensuring compliance with organizational policies and standards.
3. Confidentiality: The candidate must maintain strict discretion when handling sensitive HR information. They should understand the legal and ethical obligations related to employee privacy and act with the highest level of professionalism.
4. Concern for Quality and Standards: The candidate should demonstrate commitment to high-quality work and adherence to organizational and professional standards. They must implement best practices in HR operations to achieve operational excellence and institutional credibility.
5. Results Orientation: The candidate should be driven to achieve measurable outcomes and organizational objectives. They must demonstrate persistence, initiative, and the ability to meet targets, while maintaining high standards of performance and accountability.
6. Empathy: The candidate should possess strong emotional intelligence, showing understanding, compassion, and support to staff while balancing organizational priorities. They must create an inclusive and supportive work environment.
7. Team Work: The candidate must be able to collaborate effectively with colleagues, management, and other stakeholders, fostering cooperation, trust, and a positive organizational culture.
8. Time Management: The candidate should demonstrate the ability to prioritize tasks, manage deadlines, and handle multiple responsibilities efficiently, ensuring timely completion of HR programs and initiatives.