HR Business Partner (Uganda)

Job Title: HR Business Partner (Uganda)

Reports To

Country Manager

Location- Kampala , Uganda

Uganda

Salary :Ugx. 2M-2.9M(Negotiable)

The HR Business Partner (HRBP) is responsible for delivering strategic and operational Human Resource support that enables business growth, operational excellence, and exceptional service delivery across the Company's Integrated Facilities Management and Business Services operations.

The role partners with business leaders to ensure the organization attracts, develops, engages, and retains a productive workforce while maintaining compliance with Uganda labour laws and client contractual requirements. The HRBP oversees recruitment, workforce planning, employee relations, payroll administration, performance management, employee engagement, learning and development, succession planning, and HR compliance for both office-based and site-based employees.

1. Strategic HR Business Partnership

• Partner with the Country Manager and operational leaders to align HR initiatives with business and operational objectives.
• Provide strategic HR advice on workforce planning, manpower optimization, employee productivity, and organizational effectiveness.
• Support organizational restructuring, mobilization of new client contracts, and workforce expansion initiatives.
• Develop HR strategies that support operational efficiency, client satisfaction, and sustainable business growth.
• Drive a high-performance culture across all operational sites.

2. Workforce Planning & Talent Acquisition

• Develop workforce plans to meet operational and client staffing requirements.
• Coordinate recruitment, selection, onboarding, and deployment of employees across multiple client sites.
• Ensure timely mobilization of staff for new contracts and replacement of critical positions.
• Maintain a talent pipeline for operational, supervisory, technical, and management positions.
• Coordinate employee transfers, redeployment, promotions, and succession planning.
• Ensure all employee documentation complies with company policies and labour regulations.

3. Employee Relations & Industrial Relations

• Foster positive employee relations across all operational sites.
• Build strong relationships with employees, supervisors, trade unions, labour officers, and other stakeholders.
• Investigate disciplinary matters, grievances, absenteeism, misconduct, and workplace conflicts.
• Support disciplinary hearings while ensuring procedural fairness and legal compliance.
• Promote effective communication between management and employees.
• Minimize industrial disputes through proactive employee engagement.

4. Employee Engagement, Culture & Wellness

• Champion a positive workplace culture built on respect, teamwork, integrity, accountability, and service excellence.
• Develop employee engagement initiatives that improve morale, productivity, and retention.
• Coordinate employee recognition and reward programmes.
• Lead wellness initiatives that promote employees' physical, mental, emotional, and financial well-being.
• Organize employee communication forums, appreciation events, and team-building activities.
• Conduct employee engagement surveys and implement improvement plans.

5. Performance Management

• Coordinate the organization's performance management process.
• Support managers in setting measurable KPIs aligned to operational and client service objectives.
• Monitor completion of performance reviews across all departments and sites.
• Implement Performance Improvement Plans (PIPs) where necessary.
• Analyse workforce productivity and recommend improvement initiatives.
• Support leadership in building accountability and continuous performance improvement.

6. Payroll, HR Operations & Employee Administration

• Coordinate monthly payroll preparation by validating attendance, timesheets, overtime, leave, allowances, deductions, and statutory contributions.
• Ensure payroll accuracy and timely salary processing.
• Administer employee benefits and statutory obligations including NSSF, PAYE, and other regulatory requirements.
• Manage leave administration, contract renewals, confirmations, probation reviews, and employee exits.
• Process employee final dues and clearance procedures.
• Maintain accurate HR records and HRIS data.

7. Learning, Leadership Development & Succession Planning

• Conduct Training Needs Assessments (TNA).
• Develop annual learning and development plans.
• Coordinate technical, customer service, compliance, leadership, and supervisory training programmes.
• Build leadership capability among supervisors and site managers.
• Implement succession planning for critical operational and management positions.
• Monitor training effectiveness and employee competency development.

8. Compliance, Risk Management & Governance

• Ensure compliance with Uganda Employment Act, Occupational Safety and Health regulations, NSSF, URA, and all statutory requirements.
• Ensure HR practices comply with client contractual obligations and company policies.
• Support labour inspections and compliance audits.
• Maintain employee files and statutory records.
• Develop and implement HR policies, procedures, and standard operating procedures.
• Promote ethical conduct and confidentiality across all HR processes.

9. Health, Safety & Employee Well-being

• Work closely with Operations and HSE teams to promote a safe working environment.
• Support implementation of Occupational Health and Safety programmes.
• Monitor workplace incidents, absenteeism, and employee wellness trends.
• Participate in safety committees and workplace risk mitigation initiatives.

10. HR Analytics & Reporting

• Prepare weekly, monthly, quarterly, and annual HR reports.
• Monitor workforce metrics including:
• Headcount
• Labour productivity
• Recruitment turnaround time
• Staff turnover
• Employee absenteeism
• Overtime
• Payroll accuracy
• Training completion
• Employee engagement
• Client staffing compliance
• Provide HR insights to support strategic decision-making.

Education

• Bachelor's Degree in Human Resource Management, Business Administration, Industrial Psychology, or a related discipline.

Professional Qualifications

• Full Membership with the Human Resource Managers' Association of Uganda (HRMAU).
• Postgraduate qualification in HR or Business Administration is an added advantage.

Experience

• Minimum of 5 years' progressive Human Resource experience, with at least 3 years in an HR Business Partner or HR Manager role.
• Experience supporting large operational or multi-site workforces within Integrated Facilities Management, Cleaning Services, Security Services, Hospitality, Property Management, Logistics, Manufacturing, Business Process Outsourcing (BPO), or other service-oriented industries.
• Proven experience in payroll administration, labour law compliance, employee relations, recruitment, and performance management.
• Experience working with HRIS and payroll systems.
• Demonstrated ability to partner with operational leaders to improve workforce productivity and service delivery.