Human Resources Business Partner

The Human Resource Business Partner serves as a strategic advisor to leadership, focusing on aligning human capital strategies with organizational objectives. This role involves cultivating strong partnerships with managers and executives to enhance workforce performance and drive sustainable growth. Key responsibilities include talent management, employee engagement initiatives, performance management, and organizational development. The ideal candidate will possess a bachelor’s degree in Human Resources, Business Administration, or a related field, along with at least five years of progressive HR experience, preferably in a business partnering capacity. Strong interpersonal skills, problem-solving abilities, and a results-driven mindset are essential for success in this position. Marie Stores Uganda (MSU) is seeking a highly motivated Senior Procurement Officer with a minimum of seven years of progressive experience in procurement, supply chain management, and logistics to join our dynamic team. The ideal candidate will possess a Bachelor’s degree in Procurement, Supply Chain Management, Business Administration, or a related field, along with professional certification in procurement, such as CAPS or CPSP. Fluency in both written and spoken English, alongside proficiency in at least one local language, is essential. The successful applicant will demonstrate strong analytical, negotiation, and stakeholder management skills, with a proven ability to lead procurement processes, manage supplier relationships, and ensure compliance with organizational policies and donor regulations. The ideal candidate will possess a strong commitment to social impact and extensive experience collaborating with nonprofit organizations and non-governmental entities. Proficiency in program development, stakeholder engagement, and grant writing is required, along with the ability to manage multiple initiatives under tight deadlines. Excellent communication and organizational skills are essential, as the role involves coordinating with diverse teams, donors, and beneficiaries. A deep understanding of fundraising strategies, budget management, and impact measurement frameworks is also necessary to ensure sustainable growth and mission alignment. Human Resources, Management, and Business Operations professionals are responsible for overseeing workforce strategies, optimizing organizational efficiency, and ensuring seamless operational workflows. These roles involve developing and implementing policies to enhance employee engagement, performance, and compliance with labor regulations. Additionally, they manage talent acquisition, retention initiatives, and professional development programs while collaborating with leadership to align business objectives with human capital needs. Responsibilities may also include budget oversight, process improvement, and fostering a positive workplace culture to drive productivity and growth. Relocating to Kampala, Uganda—with occasional travel to field locations—the successful candidate will report directly to the Director of Human Resources and Administration. Financial oversight responsibilities, including budget management, are included in this role. Marie Stores Uganda (MSG), a member of MSI Reproductive Choices, stands as one of 37 country programs within a global initiative committed to guaranteeing access to high-quality reproductive healthcare and empowering individuals to make informed reproductive decisions. Nationally, MSG delivers comprehensive sexual and reproductive health services through diverse service delivery channels. The organization bolsters public health systems by supporting over 915 public health facilities, while also operating mobile outreach teams, 12 health centers, a dedicated maternity hospital, and distributing socially marketed products such as Flame and Lifeguard condoms, Back Up emergency contraception, and Well Plan daily contraceptive pills. These efforts enable women and families to exercise autonomy over their reproductive choices, fostering opportunities for them to achieve personal and familial aspirations while promoting healthier, more prosperous lives. Reporting to the Director of HR & Administration, this Human Resource Business Partner role is designed to contribute to the creation, enhancement, business partnering, and execution of human resource best practices. The Human Resource Business Partner oversees a small team and collaborates with line managers across Microsoft to foster the development and maintenance of high-performing teams essential for business efficiency. Additionally, they integrate all HR initiatives aligned with strategic goals. Success in this role hinges on the ability to cultivate swift, trustworthy relationships across the organization and secure the confidence and commitment of leadership, while also providing expert guidance on HR operational matters. Oversee and execute a wide range of critical tasks to ensure operational excellence and strategic alignment within the organization. Develop, implement, and monitor comprehensive plans, policies, and procedures to optimize efficiency, enhance productivity, and maintain compliance with industry standards and regulatory requirements. Collaborate with cross-functional teams to identify opportunities for improvement, drive innovation, and foster a culture of continuous growth and accountability. Lead initiatives that align with long-term business objectives while ensuring seamless integration with short-term goals. Manage resources effectively, including budget allocation, team performance, and stakeholder communication, to deliver measurable results and sustainable success. Develops and tracks key performance indicators (KPIs) and success metrics to evaluate progress and effectiveness, ensuring alignment with organizational objectives. Analyzes data to identify trends and areas for improvement, providing actionable insights to stakeholders. Establishes clear benchmarks and reporting frameworks, fostering accountability and continuous improvement across teams. Ensures KPIs are measurable, relevant, and tied to strategic goals, while also monitoring performance against these targets. HR Compliance Administration & Payroll professionals ensure organizational adherence to employment laws, regulations, and internal policies while overseeing accurate and timely compensation processing. They manage payroll systems, calculate wages, deductions, and tax obligations, and maintain meticulous records in compliance with federal, state, and local requirements. Additionally, they handle employee inquiries related to payroll discrepancies, benefits administration, and compliance concerns, resolving issues promptly to uphold workforce satisfaction and regulatory alignment. Strong attention to detail, proficiency with payroll software, and knowledge of labor legislation are essential for success in this role. Negotiate, finalize, and oversee employment agreements for medical staff, ensuring compliance with organizational policies and legal standards while managing all related documentation and contract reviews. Ensure meticulous monthly payroll processing in collaboration with the Finance team, maintaining precision and adherence to statutory regulations. Monitor and oversee the adherence to and correct execution of the performance management and review procedures to maintain consistency and effectiveness. Revise and maintain an accurate, current HR Policy and Procedures manual, while ensuring all employees strictly comply with established guidelines. Deliver guidance and support to leadership and employees on matters pertaining to human resources policies and procedures, ensuring adherence and comprehension across all levels. To guarantee adherence with Microsoft policies and local labor regulations, oversee employment practices, compensation, benefits, and human resource programs while considering cross-cultural and international constraints. Convene and engage in the yearly “like organization” survey to guarantee a competitive remuneration and benefits framework for the management team. Collaborate closely with the Director of Human Resources and Administration to annually assess staff benefits, ensuring they remain competitive within the industry. We generate monthly and quarterly HR reports that provide detailed insights into headcount trends, employee turnover, recruitment progress, and training metrics. All employment contracts are prepared and reviewed with 100% compliance to deadlines. Payroll must be processed with precision and submitted punctually to meet established deadlines. Ensure adherence to all HR policies and maintain a high rate of compliance across the organization. Monthly and quarterly HR reports must be submitted punctually, adhering strictly to the established deadlines. To facilitate the recruitment process for all line managers, you will deliver comprehensive support encompassing the standardization of job frameworks, the dissemination of role advertisements, the coordination of interviews, and the strict adherence to MS recruitment guidelines throughout the entire hiring procedure. Ensure timely and efficient coordination of all locum and temporary staff recruitments, including securing necessary approvals in a prompt manner. Ensure compliance with the company’s induction policy and oversee the execution of orientation for all team members. Prompt recruitment services are provided in adherence to transparent and objective criteria to ensure efficiency and consistency in the hiring process.

• Collaborate on the formulation and implementation of staffing strategies to ensure optimal workforce alignment. Directly oversee recruitment, promotion, and transfer initiatives within the organization to ensure alignment with strategic goals and operational needs. Offer essential assistance to Senior Managers and Channel Coordinators across key HR functions such as labor law compliance, employee relations, workplace safety, and professional development initiatives. Provide strategic legal and administrative guidance, counsel, and mentorship to directors, managers, and supervisors, equipping them with the tools and insights necessary to lead, cultivate, and oversee high-performing teams. The average time-to-fill metric must consistently align with the approved service-level agreement (SLA) benchmarks. Ensure strict adherence to recruitment compliance standards, maintaining a consistently high compliance rate throughout all hiring processes. Implement and oversee protocols to meet legal and organizational requirements, including equal employment opportunity regulations and data privacy laws. Conduct regular audits to verify compliance with internal policies and external mandates, addressing any discrepancies promptly to mitigate risk. Train hiring managers and recruitment teams on compliance best practices to foster a culture of accountability and transparency. Track and report compliance metrics to senior leadership to support data-driven decision-making and continuous improvement. Achieving a high induction completion rate stands as a key performance indicator for this role, requiring consistent monitoring and proactive measures to ensure every necessary induction process is finalized within the designated timeframe. This responsibility involves overseeing the timely completion of all onboarding activities, verifying compliance with organizational standards, and addressing any delays or gaps through targeted interventions. Effective communication with new hires and relevant departments is essential to facilitate smooth progress and maintain accountability throughout the induction journey. Analyze historical data to identify patterns and factors influencing employee retention and attrition, ensuring proactive measures are implemented to mitigate turnover risks and enhance overall workforce stability. Approved staffing plans have been successfully executed at a rate of 5%. Employee Relations Specialist We are seeking a dedicated Employee Relations Specialist to manage and resolve workplace conflicts, ensuring adherence to company policies and labor laws. This role involves investigating employee grievances, facilitating fair and impartial resolutions, and fostering a positive work environment. The ideal candidate will have a minimum of three years of experience in employee relations, labor law knowledge, and strong interpersonal and communication skills. Responsibilities include conducting thorough investigations, mediating disputes, and collaborating with HR and management to implement corrective actions. Additionally, the position requires maintaining confidentiality, documenting all cases meticulously, and providing guidance to employees and supervisors on workplace policies and best practices. To implement and maintain effective systems for managing discipline and grievances, it is essential to establish clear procedures that both management and staff follow to resolve issues fairly and consistently.
• Manage grievance and disciplinary cases efficiently to ensure prompt resolution.

Formation / Diplômes

• Evaluate individual or collective staff concerns involving remuneration, benefits—including various insurance coverage options—welfare matters, complaints, and grievances, then provide tailored recommendations and guidance or counsel affected employees as needed. Resolving 95% of grievance and disciplinary cases within the established Service Level Agreement (SLA) is a key requirement. Handle a growing volume of escalated unresolved cases, ensuring thorough investigation and resolution in compliance with established protocols and deadlines. The thoroughness and accuracy of case documentation are critical to our operational standards. Each case must be meticulously recorded to ensure all relevant information is captured, supporting effective decision-making and compliance with established protocols. Attention to detail in documentation is essential to maintain the integrity and traceability of case records. The organization aims to minimize recurring employee relations challenges, fostering a more stable and productive workplace environment.
• Maintain accurate and up-to-date staff records and statistical data, whether stored manually or electronically. Maintain accurate and up-to-date documentation of all entry and exit activities. Facilitate seamless communication and information sharing within the department and throughout the organization. Ensure that the HR file completeness rate meets or exceeds established benchmarks, maintaining accurate and up-to-date employee documentation at all times. Verify that all mandatory fields, including personal details, employment history, and compliance forms, are fully completed and filed in accordance with company policies and regulatory standards. Regularly audit files to identify gaps or discrepancies, promptly addressing any deficiencies to uphold data integrity and organizational compliance. Ensures the HRIS data maintains a high degree of accuracy, consistently meeting or exceeding predefined benchmarks for reliability and completeness. All entry and exit records must be updated promptly to ensure accuracy and compliance with established protocols. Headcount, attrition, recruitment, and training reports must be submitted by their respective deadlines. The organization is responsible for establishing, maintaining, and enhancing policies, procedures, and organizational development initiatives. This includes ensuring compliance with regulatory requirements, optimizing operational efficiency, and fostering continuous improvement across all business functions. Additionally, the role involves reviewing and updating existing frameworks to align with industry best practices and strategic objectives, as well as collaborating with stakeholders to implement effective change management strategies. Collaborates with the Director of HR & Admin to perform Organizational Development (OD) analyses, refine organizational structures, and conduct job analyses, ensuring alignment with the evolving demands of expanding programs and team growth. Designs, creates, and executes comprehensive HR systems, policies, and procedures that align with and advance the organization’s strategic and operational objectives. Ensures the accurate and consistent application of HR policies and procedures across all levels of the organization. Regularly evaluates HR policy and procedure gaps, delivering updated insights to the Country Management Team to ensure alignment with evolving organizational needs. As part of this role, you will be responsible for reviewing or updating a specified number or percentage of policies in accordance with the established schedule. Through diligent execution, all pending actions within the 2% policy gap have been fully resolved, ensuring compliance and operational alignment with established guidelines. Deliverables include comprehensive outputs from organizational design and structure reviews. Four policy awareness sessions have been successfully conducted. We are seeking a Learning, Development, and Capability Building professional to design, implement, and evaluate programs that enhance employee skills, drive performance, and support organizational growth. The ideal candidate will possess expertise in instructional design, talent development strategies, and change management, with a strong focus on measurable outcomes and continuous improvement. Responsibilities include identifying skill gaps, developing training solutions, facilitating workshops, and measuring program effectiveness through data-driven insights. Additionally, the role involves collaborating with stakeholders to align learning initiatives with business objectives, fostering a culture of lifelong learning, and leveraging innovative technologies to deliver engaging and impactful learning experiences. Collaborate closely with the Director of HR & Admin to establish a comprehensive training calendar that aligns with organizational development objectives and anticipated growth requirements, ensuring timely execution. Oversee the execution of Microsoft’s learning and development strategy, ensuring alignment with organizational goals and fostering a culture of continuous growth and skill enhancement across teams. Clearly articulate the organization’s learning and development framework to every team member to ensure alignment and understanding. Performs organizational training and development needs assessments and formulates customized training and development plans and programs accordingly. Conduct periodic assessments to identify training and development requirements at the organizational, job-specific, and individual levels. We assess and select appropriate courses to fulfill both staff and organizational training and development requirements, while also ensuring the successful execution of these plans through consistent follow-up. Design and implement internal training and development initiatives tailored to identified organizational needs, subsequently assessing the effectiveness of the delivered programs. A comprehensive training calendar has been established to ensure consistent delivery of professional development opportunities throughout the year. A thorough evaluation of training requirements has been conducted. We require a high attendance and completion rate for all training sessions, as this is essential for maintaining compliance and ensuring team proficiency. Your punctuality and full engagement in scheduled training programs are mandatory to uphold our standards and operational excellence. Failure to meet these expectations may impact your continued eligibility for the role and overall team performance. Upon completion of the training program, participants will undergo a comprehensive evaluation to assess their understanding and retention of the material. This evaluation will measure the effectiveness of the training and determine the extent to which participants have met the established learning objectives. The post-training assessment will provide valuable insights into areas of strength and opportunities for further development, ensuring that the skills acquired align with organizational goals and performance expectations. 5. Demonstrated ability

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