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Unison Talent Management

Human Resources Manager

Unison Talent Management

Uganda Full time Human Resources
Posted: Jul 28, 2026 6 days ago 14 views

Job Description

Human Resources Manager Job at Unison Talent Management (Fintech Industry)

Vacancy Title: Human Resources Manager
Organisation: Unison Talent Management (On Behalf of a Client in the Fintech Industry)
Job Type: Full-Time
Industry: Fintech, Financial Technology
Category: Human Resources, Management, Business Operations, Administration
Duty Station: Uganda
Experience Required: Minimum 7 Years
Application: Apply Online

About the Company

Unison Talent Management is recruiting on behalf of a leading client in the Fintech Industry. The client is committed to driving innovation in financial technology while fostering a high-performance culture that supports business growth, employee development, and exceptional customer experiences.
The company is seeking a strategic and experienced Human Resources Manager to partner with business leaders in implementing people strategies that improve organizational performance, strengthen workplace culture, and support sustainable growth.

Job Summary

The Human Resources Manager will be responsible for leading the organization's human resource strategy by partnering with business leaders to align people initiatives with business objectives.
The successful candidate will oversee talent acquisition, employee development, performance management, workforce planning, employee engagement, organizational development, HR compliance, and employee relations while using HR analytics to support strategic decision-making.
This role is ideal for an experienced HR professional who thrives in a fast-paced, high-growth environment and is passionate about building high-performing teams.

Key Responsibilities

1. Strategic HR Business Partnering
  • Partner with business leaders to align HR strategies with organizational goals.
  • Provide strategic HR advice to support business growth and transformation.
  • Develop workforce planning strategies that address current and future talent needs.
  • Support organizational change initiatives and business restructuring where necessary.
  • Promote a culture of continuous improvement and employee excellence.
2. Talent Acquisition and Workforce Planning
  • Lead end-to-end recruitment and talent acquisition processes.
  • Coordinate onboarding programmes for new employees.
  • Develop succession planning initiatives for critical positions.
  • Identify workforce gaps and recommend talent solutions.
  • Build employer branding initiatives to attract top talent.
3. Performance Management and Employee Development
  • Implement effective performance management systems.
  • Support managers in setting employee goals and performance expectations.
  • Coordinate employee learning and development programmes.
  • Identify high-potential employees and create development plans.
  • Promote continuous performance improvement across the organization.
4. Employee Relations and HR Compliance
  • Provide guidance on employee relations matters.
  • Ensure compliance with labour laws and employment regulations.
  • Handle disciplinary processes, grievance management, and conflict resolution.
  • Promote fairness, inclusion, and positive workplace culture.
  • Maintain compliance with HR policies and procedures.
5. HR Analytics and Reporting
  • Analyze HR data to support workforce planning and decision-making.
  • Generate HR reports for senior management.
  • Monitor employee turnover, engagement, recruitment, and performance metrics.
  • Recommend improvements based on HR insights and analytics.
  • Maintain accurate employee records using HRIS platforms.
6. Organizational Development and Employee Engagement
  • Drive employee engagement initiatives across the organization.
  • Support organizational culture development programmes.
  • Coordinate employee wellness and retention initiatives.
  • Improve employee experience through effective HR practices.
  • Promote collaboration and high-performance teamwork.

Qualifications and Requirements

Applicants should possess:
Educational Qualifications
  • Bachelor's Degree in Human Resource Management, Business Administration, or a related field.
Professional Certifications
The following certifications are an added advantage:
  • Chartered Institute of Personnel and Development (CIPD)
  • Society for Human Resource Management (SHRM)

Experience Requirements

Applicants should have:
  • Minimum of seven (7) years of HR Generalist experience.
  • At least two (2) years of experience in an HR Business Partner role.
  • Experience supporting organizational growth and workforce planning.
  • Experience in talent management and employee development.
  • Experience working in fast-paced business environments.
  • Experience within the fintech or financial services sector is an added advantage.

Key Skills and Competencies

Human Resource Management
Strong knowledge of HR strategy, workforce planning, recruitment, employee relations, and organizational development.
Talent Management
Ability to attract, develop, retain, and engage top-performing employees.
Performance Management
Experience implementing performance management systems that improve employee productivity.
Labour Law Knowledge
Strong understanding of employment legislation, labour relations, and HR compliance.
HR Analytics
Ability to analyze workforce data and provide insights that support business decisions.
HRIS Systems
Experience using Human Resource Information Systems (HRIS) and Microsoft Office applications.
Leadership Skills
Ability to influence business leaders, coach managers, and lead HR initiatives.
Communication Skills
Excellent verbal, written, presentation, negotiation, and interpersonal communication skills.

What to Include in Your CV for Human Resources Manager Job

Professional Summary
Highlight experience in:
  • Human Resource Management
  • HR Business Partnering
  • Talent Acquisition
  • Employee Relations
  • Performance Management
  • Workforce Planning
  • Organizational Development
  • HR Compliance
  • Employee Engagement
  • HR Analytics
Example:
Strategic Human Resources professional with over seven years of experience delivering HR business partnering, talent acquisition, workforce planning, performance management, employee relations, and organizational development initiatives. Skilled in aligning HR strategies with business objectives, leveraging HR analytics, managing compliance, and driving employee engagement to support organizational growth.

Work Experience Example

Human Resources Business Partner / HR Manager
Responsibilities:
  • Partnered with business leaders to implement HR strategies.
  • Managed recruitment, onboarding, and succession planning.
  • Led employee engagement and organizational development initiatives.
  • Coordinated performance management programmes.
  • Ensured compliance with labour laws and HR policies.
  • Managed employee relations and conflict resolution.
  • Generated HR reports and workforce analytics.
  • Supported learning and development initiatives.

Technical Skills to Add

  • Human Resource Management
  • HR Business Partnering
  • Talent Acquisition
  • Recruitment & Selection
  • Employee Relations
  • Performance Management
  • Succession Planning
  • Workforce Planning
  • Organizational Development
  • Labour Law Compliance
  • HR Analytics
  • HR Information Systems (HRIS)
  • Microsoft Office Suite
  • Employee Engagement
  • Change Management

Career Growth Opportunities

A Human Resources Manager can progress into:
  • Senior Human Resources Manager
  • Head of Human Resources
  • Human Capital Manager
  • HR Director
  • Chief Human Resources Officer (CHRO)
  • People and Culture Director
  • Organizational Development Director
  • Chief People Officer

Human Resources Manager Interview Questions and Answers

1. How do you align HR strategies with business objectives?
Answer:
I work closely with business leaders to understand organizational goals, identify workforce needs, develop people strategies, and implement HR initiatives that improve employee performance, engagement, and business results.
2. How do you handle employee relations issues?
Answer:
I address employee concerns fairly and confidentially, ensure compliance with labour laws, investigate issues thoroughly, facilitate conflict resolution, and promote positive workplace relationships.
3. Why are HR analytics important?
Answer:
HR analytics provide valuable insights into workforce trends, employee performance, turnover, recruitment effectiveness, and engagement, enabling informed decision-making and strategic workforce planning.
4. How would you improve employee engagement?
Answer:
I would implement regular feedback mechanisms, recognition programmes, learning and development opportunities, wellness initiatives, clear communication, and career development plans to create a positive employee experience.





About Company

Unison Talent Management

Unison Talent Management

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Job Overview

  • Job Type: Full time
  • Experience Level: Intermediate
  • Education Level: Bachelors
  • Vacancies: 1
  • Category: Human Resources
  • Location: Uganda
  • Application: External Website

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