United Nations World Food Programme (WFP) is the world’s largest humanitarian agency, fighting hunger worldwide. The mission of WFP is to help the world achieve Zero Hunger in our lifetimes. Every day, WFP works worldwide to ensure that no child goes to bed hungry and that the poorest and most vulnerable, particularly women and children, can access the nutritious food they need. In emergencies, WFP gets food to where it is needed, saving the lives of victims of war, civil conflict and natural disasters. After an emergency, WFP uses food to help communities rebuild their lives. On average, WFP reaches more than 80 million people with food assistance in 80 countries each year. The organization has the global footprint, deep field presence and local knowledge and relationships necessary to provide access to food and contribute to lasting solutions, especially in many of the world’s most remote and fragile areas.
Brief description of WFP in Uganda
WFP delivers food assistance in emergencies and work with communities to improve nutrition and build resilience. WFP provides life-saving food assistance and livelihood opportunities to refugees in Uganda. In addition, WFP assists the most vulnerable people in Karamoja with food and nutrition assistance. Finally, WFP works with smallholder farmers and links them to markets.
As Uganda strives to achieve Zero Hunger by 2030 and become a middle-income country by 2040, WFP is also assessing its relevance and repositioning its role in Uganda.
ARE YOU UP TO THE CHALLENGE?
We are seeking a qualified individual for the position of Human Resources Officer, SSA8 to be based in Kampala. Selected candidates will be employed on Special Service Agreement.
These jobs are found in Country Offices (COs), Regional Bureaux (RBs), and Headquarters (HQ) and report to a more senior HR Officer.
Job holders are likely to be working under the supervision of a more experienced staff member, receiving guidance and regular feedback on work performed. They support the collation, maintenance, analysis and reporting of information to maximise the effectiveness of HR services.
To support the delivery of a professional, client-focused HR services, partnering with managers to implement HR solutions in line with WFP corporate priorities.
KEY ACCOUNTABILITIES (not all-inclusive)
Under the direct supervision of the Human Resources Officer, the Incumbent will support the HR Transformative agenda and will be required to undertake the following tasks: -
HR Business Partnering
- Engage with the various Heads of Units & Heads of Area/field Offices to establish the strategic direction of the unit/office to forecast HR related needs;
- Update Business Partners on HR initiatives at corporate and local level and provide guidance during the rollout;
- Empower Business Partners in the execution of people related matters by providing necessary tools to enable the processes.
ADDITIONAL KEY ACCOUNTABILILTIES
- Lead Strategic Talent Acquisition intervention to reduce ‘Long Lead Time’, ‘Improve Hire Quality’ and ‘Enhance Talent Diversity’.
- Design and implement a proactive, data-driven talent acquisition strategy, incorporating social media, software and networks, to identify, attract, and hire the best talent in support of WFP strategic goals.
- Liaise with Country Offices and establish an implementation plan for delivering the recommended changes as defined under the Country Offices’ Organisational Alignment analysis
- Coordinate recruitment activities, with a focus on gender-sensitive sourcing
- Support the respective CO HR teams to ensure consistent, transparent and effective HR processes are executed within WFP rules and regulations related to the recruitments
- Contribute to Assess TA capability and skills gaps, plan and follow up the implementation of learning & development interventions
- Contribute to enforce TA best practices in Country Office/Area Offices
- Train Country Offices HR Teams and Hiring Managers as per identified TA gaps or for Best Practices Enforcement
ADDITIONAL KEY ACCOUNTABILITIES
Talent Acquisition CONT’D
- Oversee and escalate identified challenges, where applicable, that could hinder the implementation of Country Office organisational alignment plans
- Lead the communication and engagement initiatives (e.g. on contract types) on a regular basis to create and maintain the needed awareness and information with all involved stakeholders
- Monitor closely the progress of organisational alignment recommendations implementation.
- Capture lessons learnt on an-going basis
- Build partnerships, develop and maintain strong relationships that include outreach to institutions of higher learning, targeted diversity organizations, professional associations and other recruiting sources to ensure sourcing produces a strong talent pipeline.
- Support the Country Office to meet their gender balance targets by attracting qualified female candidates, particularly in hardship locations.
- Increase the quality of applicants’ flow, including both internal and external, passive and active candidates and ensure local implementation across the region.
- Conduct direct talent searches and manage the full cycle of recruitment for critical positions in the organization.
- Review and present recruitment documents of National fixed term positions to the Local appointment and promotion committee. Prepare Note for Record for signature and present to the Head of Human Resources within three days from the date of LAPC meeting
- Review and present recruitment documents of Service Contract positions to the Head of Human Resources
- Enhance employer branding through vacancy announcement designs to embrace the current trends in the labor market
ADDITIONAL KEY ACCOUNTABILITIES
- Reinforce a performance culture via the WHAT and HOW of Performance Management (PACE) particularly on how it be used more effectively in the design and delivery of country-wide Learning and Development Plan.
- Lead and facilitate Functional & Field offices PACE learning sessions, reinforcing rigor & quality conversations, Line of sight between individual goals and UGCO WFP goals.
- Link performance to Individual learning and development to Country Learning Development plan.
Learning and Development
- Drive Communication, engagement and alignment of management team to the overall learning and development requirements in line with the approved annual learning and development plan
- Review Monthly Annual Staff learning and development progress reports and shared with the Head of Human Resources by the 5th day of the following month
- Conduct Leadership capability development for high performance in line with Country Strategy plan and Annual learning and development plan
- Drive Coaching & Mentoring programmes in line with the annual L&D Plan
STANDARD MINIMUM QUALIFICATIONS
Qualifications & Experience Required:
- Advanced university degree in Human Resource Management, Public or Business Administration, Industrial Psychology or other relevant field, attained from a recognized institution;
- Or First University degree in Human Resource Management, Public or Business Administration, Industrial Psychology with additional years of related work experience or trainings/courses, attained from a recognized institution;
- At least six (6) years of relevant working experience in Human Resources management and development, administration, gained from reputable organizations;
- Proficiency in both oral and written English is essential;
- Good working knowledge and experience using MS Office applications.
Knowledge & Skills
- Ability to work with teams remotely
- Change and Project Management
- Ability to quickly build credibility with internal stakeholders
- Ability to work well with a diverse team, cultural sensitivity and demonstrated business partnering skills
- Creative problem solver, flexible and constructive approach
- Ability to work calmly under pressure and prioritise multiple stakeholder requests
- International HR work experience
Languages: Working knowledge (proficiency level C) of English