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 to apply learning in practical settings. Conduct performance reviews for all teams and ensure their proper documentation and filing. Consistently compile and distribute HR performance reports to the supervisor at scheduled intervals. Contribute to the development of organizational policies and conduct studies pertinent to human resources functions.
Develop and deploy a performance management system centered on measurable outcomes. Ensure all performance reviews are completed and filed punctually, achieving a 100% completion rate. We aim to establish clear, measurable goals to ensure consistent excellence in all aspects of our work. These objectives are designed to enhance productivity, maintain high standards, and drive continuous improvement across the organization. By setting specific targets and regularly evaluating progress, we foster accountability and empower teams to achieve outstanding results. Our performance metrics are tailored to align with both individual responsibilities and broader company objectives, ensuring a cohesive and effective approach to delivering exceptional quality. Performance reports must be submitted punctually, adhering to the established deadlines without exception. Develop and execute improvement plans, ensuring their full realization and completion. We drive organizational evolution through structured approaches to change management and ongoing enhancements, ensuring seamless transitions and sustained growth. Our focus lies in implementing systematic methodologies to facilitate adoption of new processes, technologies, and strategies while fostering a culture of adaptability and innovation. By identifying opportunities for improvement and executing targeted interventions, we enhance operational efficiency, reduce inefficiencies, and align initiatives with strategic objectives to deliver measurable value. Act as a catalyst for transformation by developing and recommending forward-thinking changes, including revised policies and procedures, enhanced workflows, and new methodologies to optimize operational efficiency. Professionally version: A minimum of one approved HR process improvement has been successfully implemented. Action plans must be consistently delivered punctually, ensuring adherence to established timelines without compromise. We seek an individual with a proven ability to drive stakeholder satisfaction and gather actionable insights through structured feedback mechanisms. The role demands a proactive approach to identifying key stakeholders, analyzing their adoption rates, and implementing strategies to enhance engagement and alignment. Strong analytical skills are essential for interpreting feedback data and translating it into tangible improvements. Lessons learned have been systematically recorded and documented to capture valuable insights and best practices from project experiences. HR risk management entails identifying, assessing, and mitigating risks such as compliance violations, ethical breaches, and safeguarding concerns through structured policies, monitoring systems, and proactive interventions to protect the organization and its stakeholders. Collaborate closely with the Director of HR and Administration to establish, execute, and oversee the HR risk segment within the risk register, ensuring alignment and accountability throughout the process. All employees must execute and file the code of conduct and conflict of interest agreement, ensuring both documents are formally documented and retained on record. Implement and periodically evaluate the fraud mitigation policy to ensure its effectiveness and adherence to current standards. All staff will undergo comprehensive training sessions on whistleblowing protocols, as well as other policies necessitating periodic refresher courses. Implementing the Zero-Tolerance Fraud Policy with unwavering diligence and conducting mandatory annual ethics training sessions are key responsibilities for this role. Promptly and thoroughly investigate employee complaints, utilizing the serious incident group when deemed necessary, to ensure comprehensive resolution and adherence to established protocols. Offer mediation assistance to facilitate conflict resolution and promote constructive dialogue among involved parties.
- Aggregating and organizing whistleblowing reports, including complaints and concerns raised by employees or external parties. Thoroughly document all significant incidents, ensuring a comprehensive report and incorporating key learnings. Ensured all HR risk actions were resolved by their designated deadlines, maintaining compliance and minimizing potential liabilities for the organization. Professionally filed records ensure adherence to the code of conduct and conflict of interest policies, maintaining full compliance with all established guidelines. Investigations into serious incidents are conducted and formally closed following the completion of detailed reports and the implementation of corrective learning measures. Seeking a candidate with a proven track record and the requisite personal qualities to excel in this role. The ideal applicant will possess relevant professional experience, demonstrating expertise in their field, alongside a strong set of interpersonal skills. Key attributes include adaptability, problem-solving abilities, and a collaborative mindset to thrive in a dynamic work environment. Additionally, attention to detail, effective communication, and a commitment to continuous learning are essential for success. Demonstrates exceptional leadership capabilities and expertise in managing teams with a keen emphasis on fostering a collaborative and productive work environment. Exhibits high emotional intelligence, enabling effective interpersonal connections and team motivation, while adeptly navigating and resolving conflicts to maintain harmony and drive collective success. A strategic mindset, exceptional analytical abilities, and a proficiency in data-driven HR reporting are essential for this role. Proficient in operating effectively within a high-pressure, dynamic environment while maintaining high productivity levels with little to no direct oversight. Proven expertise in global HR practices, employment law, compensation strategies, talent management, change management, employee relations, and recruitment is required. We seek candidates who demonstrate unwavering integrity and a steadfast commitment to ethical principles. Strong moral character and a principled approach to decision-making are essential attributes for this role. Experienced in leading HR strategies that align with organizational objectives and thrive in decentralized environments.
- Proven ability to navigate and thrive in multicultural settings, coupled with a strong commitment to embedding equity into strategic planning, policy development, and practical implementation. Experienced in collaborating closely with senior business leaders, delivering tailored HR guidance and solutions that align with organizational objectives while prioritizing customer-centric approaches. A highly motivated and proactive individual who demonstrates initiative and the ability to work independently with minimal supervision. Proven ability to communicate effectively, both verbally and in writing, with clarity and precision. Demonstrates exceptional management and leadership abilities, both in guiding the team effectively and serving as an exemplary professional within the organization. A Bachelor’s degree in a related field is required, along with at least three years of relevant professional experience, preferably in a managerial or supervisory role. Proficiency in project management software and advanced Excel skills are mandatory. Strong leadership abilities, excellent communication skills, and a proven track record of delivering projects on time and within budget are essential. Familiarity with industry regulations and standards is desirable, as is experience with budgeting and financial reporting. Continuous professional development through training and certifications is encouraged. A Bachelor’s Honors degree in Human Resource Management, Organizational Psychology, or a closely related discipline is required. Postgraduate Diploma in Human Resource Management or a recognized professional credential, such as the Certified Human Resources Professional (CHRP) or the International Human Resources Management (HRM) designation, is required. A Master’s Degree in Human Resources or a field closely related to management would be considered advantageous. A certified member of a respected HR professional body. Additional relevant training will be considered a valuable asset. A minimum of four years’ progressive human resources experience is required, with at least two of those years held in a managerial capacity within a well-regarded organization.
- Comprehensive understanding of Uganda’s Labour laws is required. Demonstrates a commitment to MSI’s core values and behavioral standards through consistent actions and professional conduct. Effectively collaborates with colleagues, fostering a supportive and inclusive work environment. Actively participates in team initiatives, contributing ideas and solutions to achieve shared goals. Maintains accountability for personal and team performance, ensuring alignment with organizational objectives. Adapts to changing priorities and demonstrates resilience in fast-paced situations. Upholds high ethical standards, integrity, and professionalism in all interactions. Supports a culture of continuous improvement by embracing feedback and driving positive change. Strong performance at MS hinges not only on the outcomes individuals deliver but also on the manner in which they execute their responsibilities and their influence on colleagues. We actively promote and require all team members to embody these key behaviors:
Expérience
- Model the Way I consistently pursue excellence and conduct myself with unwavering clarity, integrity, accountability, and honesty in all professional endeavors. I demonstrate leadership through transparency, honesty, and accountability while fostering a culture of excellence and open communication across all levels of the organization. Elicit a collective sense of purpose and direction, fostering alignment and commitment among team members toward shared objectives. Motivate others to embrace and champion a unified vision, ensuring clarity and enthusiasm throughout the organization. Cultivate an environment where collaboration and shared goals drive progress and innovation, inspiring individuals to contribute their best efforts toward achieving common aspirations. I foster a unified vision, maintain strategic alignment, articulate a coherent plan, and ensure client perspectives are central to our decision-making processes. I engage colleagues in MSI’s mission by connecting it to collective ambitions, distilling strategic direction into actionable objectives, and prioritizing the pivotal role of individuals—including clients, team members, and partners—in driving our success. Consistently seek out opportunities to question established methods and encourage innovative thinking across the organization. Routinely evaluate current procedures to identify areas for enhancement, promoting a culture of continuous improvement. Embrace calculated risks and propose unconventional solutions that drive meaningful change and operational excellence. Foster an environment where team members feel empowered to challenge the status quo responsibly and contribute fresh perspectives. I foster a culture of inquiry, champion continuous improvement, welcome innovative concepts, extract insights from experiences, and remain committed to both personal and professional growth—my own as well as that of my colleagues. I thrive on challenging the status quo, fostering a culture of ongoing development, and embracing constructive feedback. Proactively adapting to change, I strategically steer initiatives to align with and advance MSI’s mission. Facilitate the empowerment of colleagues by fostering a collaborative environment that encourages proactive participation and shared accountability in achieving organizational goals. I foster an environment at MSI where individuals can excel, collaborate effectively, and achieve their highest potential, while embracing diversity and ensuring every perspective is valued. I prioritize fostering trust, collaboration, and shared accountability, as well as nurturing emerging leaders, while consistently demonstrating dignity and respect in all interactions.
Autres informations
- Encourage the Heart I consistently acknowledge and appreciate the contributions of others, fostering a culture of celebration and camaraderie within the MSI community while demonstrating genuine care and support. I foster a culture of excellence by setting ambitious yet achievable goals, recognizing outstanding individual contributions, upholding our core values, and honoring the dignity of every team member. Provide strong leadership guidance exclusively for those in leadership roles, ensuring teams are motivated, aligned, and performing at their highest potential. You motivate individuals and teams by adapting your leadership style to different situations and offering precise guidance. You actively identify and create opportunities that inspire team members, fostering both skill development and personal growth while simultaneously reinforcing our talent and succession pipeline. You stay abreast of evolving trends in our industry, offering thoughtful strategic perspectives on our clients and business operations, and foster a culture of forward-thinking within your team. You have a talent for crafting a compelling and forward-thinking vision that energizes and motivates those around you. MSI is deeply committed to fostering a culture of integrity, innovation, and collaboration, where every team member is empowered to contribute to the organization’s success. We prioritize ethical behavior, accountability, and continuous improvement in all aspects of our work. Our values serve as the foundation for our decision-making processes, guiding us in delivering exceptional results while maintaining a strong sense of responsibility to our stakeholders and the broader community. We seek individuals who align with these principles and are eager to uphold them in their roles.
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