Human Resource Business Partner Job at Marie Stopes Uganda (MSU) – Kampala, Uganda

Job Title: Human Resource Business Partner

Job Summary

Key Responsibilities

1. HR Compliance, Administration and Payroll Management

• Manage, review, and process employment contracts for MSUG staff.
• Ensure employment practices comply with organizational policies and Uganda labour laws.
• Coordinate monthly payroll processing with the Finance team.
• Ensure payroll accuracy and timely submission.
• Maintain updated HR policies and procedures.
• Provide guidance and coaching to managers and employees on HR policies.
• Monitor implementation of performance management processes.
• Support compensation and benefits reviews.
• Conduct salary and benefits benchmarking surveys.
• Prepare monthly and quarterly HR reports covering:
  • Staff numbers
  • Recruitment status
  • Employee turnover
  • Training activities

2. Recruitment and Employee Retention

• Support managers throughout the recruitment process.
• Coordinate job advertising, interviews, and candidate selection.
• Ensure recruitment processes follow MSUG policies and standards.
• Manage recruitment of temporary and locum staff when required.
• Support employee onboarding and induction programs.
• Develop staffing plans aligned with organizational needs.
• Support promotion, transfer, and workforce planning processes.
• Provide HR advice on recruitment, labour law, employee development, and workforce management.

3. Employee Relations and Labour Management

• Establish effective grievance and disciplinary management systems.
• Support managers in handling employee relations matters.
• Ensure disciplinary cases are handled fairly and professionally.
• Provide guidance on workplace conflicts and employee concerns.
• Support mediation and resolution of workplace disputes.
• Monitor employee welfare issues including:
  • Benefits
  • Insurance matters
  • Staff concerns
  • Workplace wellbeing

4. HR Records and Data Management

• Maintain accurate employee records in both electronic and physical formats.
• Ensure HR files are complete and updated.
• Maintain employee entry and exit records.
• Ensure accurate HR information system (HRIS) data.
• Prepare workforce reports including:
  • Headcount reports
  • Attrition analysis
  • Recruitment reports
  • Training reports

5. HR Policies and Organizational Development

• Support review and improvement of HR policies and procedures.
• Conduct organizational development assessments.
• Support job analysis and organizational structure reviews.
• Develop HR systems that support business objectives.
• Identify policy gaps and recommend improvements.
• Support employee awareness sessions on HR policies.

6. Learning, Development and Talent Management

• Support implementation of MSUG learning and development strategy.
• Conduct training needs assessments.
• Develop and coordinate training plans.
• Identify relevant professional development opportunities.
• Organize internal training programs.
• Evaluate training effectiveness and employee development outcomes.
• Monitor completion of learning activities.

7. Performance Management

• Ensure timely completion of employee performance reviews.
• Support managers in setting performance objectives.
• Monitor performance improvement plans.
• Prepare performance management reports.
• Promote a culture of accountability and continuous improvement.

8. Change Management and Continuous Improvement

• Support HR transformation initiatives.
• Recommend improvements to HR processes and systems.
• Develop solutions that improve employee experience.
• Support implementation of organizational changes.
• Monitor employee adoption of new HR practices.

9. HR Risk Management, Ethics and Safeguarding

• Support implementation of HR risk management actions.
• Ensure staff comply with:
  • Code of Conduct
  • Conflict of Interest requirements
  • Safeguarding policies
  • Fraud prevention policies
• Support ethics training and awareness programs.
• Handle employee investigations professionally.
• Provide mediation support.
• Ensure serious incidents are documented and resolved appropriately.

Qualifications and Requirements

• Honours Degree in:
  • Human Resource Management
  • Organisational Psychology
  • Related discipline

• Post Graduate Diploma in Human Resource Management.
• Professional certification such as:
  • CHRP
  • IHRM certification
  • Equivalent HR qualification
• Master’s Degree in Human Resources or Management.

Professional Experience

• Minimum 4 years’ progressive HR experience.
• At least 2 years’ experience at managerial level in a reputable organization.
• Experience working in NGO, healthcare, nonprofit, or international development environments is an added advantage.
• Strong knowledge of Uganda labour laws and HR best practices.

Required Skills and Competencies

• Strategic HR business partnering skills.
• Strong knowledge of recruitment and talent management.
• Excellent employee relations skills.
• Payroll and HR compliance knowledge.
• Strong analytical and reporting abilities.
• Excellent communication and interpersonal skills.
• Leadership and coaching abilities.
• Ability to influence managers and senior leaders.
• High level of confidentiality and integrity.
• Strong problem-solving skills.
• Ability to manage multiple priorities.

Benefits and Career Growth

• Work with an international healthcare organization.
• Develop strategic HR leadership skills.
• Gain experience in nonprofit and humanitarian operations.
• Participate in professional learning and development initiatives.
• Contribute to meaningful social impact programs.

How to Apply

• Cover letter
• Updated CV
• Academic documents

Interview Preparation Tips for HR Business Partner Applicants

• Strategic HR business partnering experience.
• Managing employee relations cases.
• Recruitment and talent acquisition strategies.
• Uganda labour law compliance.
• Payroll management processes.
• Performance management systems.
• HR reporting and analytics.
• Building relationships with senior managers.
• Supporting organizational change.
• Improving employee engagement and retention.