Head of Human Resources

The Head of Human Resources provides strategic leadership for the Bank’s people agenda and is responsible for developing, coordinating and implementing HR strategies that support the Bank’s strategic objectives. The role advises Management and the Board on human resource matters and ensures that the Bank attracts, retains and develops the calibre of talent required for current and future business needs while maintaining appropriate HR governance and regulatory compliance. The role leads the HR function across the Bank, including workforce planning, talent acquisition, performance management, learning and development, remuneration, employee relations, succession planning, HR systems, employee welfare and the HR operating budget.

• Develop, implement and periodically review the Bank’s HR strategy, policies and procedures to ensure alignment with business objectives and regulatory requirements. • Advise the Managing Director, Senior Management and the Board/Board HR Committee on people, organization, governance and workforce matters, including fit-and-proper requirements. • Lead workforce planning, recruitment, onboarding and succession planning to ensure the Bank has the right talent and leadership pipeline for current and future needs. • Oversee performance management, learning and development, talent management and employee engagement initiatives to strengthen capability, productivity and retention. • Develop and maintain competitive remuneration, benefits and terms of employment, and oversee payroll, employee welfare and the HR operating budget. • Promote constructive employee relations, ensure consistent application of HR policies, and provide guidance on complex employee relations and change management matters. • Oversee HR systems, records, workforce analytics and people-risk reporting to support informed decision-making, regulatory compliance and data protection. • Lead, coach and manage the HR team to ensure efficient, responsive and professional HR service delivery across the Bank. • Monitor key HR indicators and provide evidence-based recommendations to Management and the Board to support the Bank’s strategic and operational objectives.

 • Strong understanding of the banking business and how people strategy affects risk, customer outcomes, productivity and financial performance. • Working knowledge of applicable banking and corporate governance requirements, Ugandan employment law, social security requirements and data protection obligations. • Strong knowledge of HR strategy and practice, including organisational design, talent management, succession planning, workforce planning and employee relations. • Knowledge of performance management frameworks and their application in driving accountability and workforce productivity. • Knowledge of salary structuring, executive compensation, benefits administration and market benchmarking methodologies. • Strong strategic workforce planning, HR analytics and problem-solving capability. • Excellent communication, negotiation, influencing and mediation skills, including the ability to manage complex employee relations and senior-level matters. • Strong change management, project management, learning and development capabilities. • Understanding of employee experience principles and their application across the employee lifecycle. • Proficiency in Human Resource Information Systems (HRIS), employee-data governance and data security protocols; knowledge or implementation experience with SAP SuccessFactors is an added advantage. • High emotional intelligence, sound judgement, discretion, integrity and the ability to maintain confidentiality. • Ability to build credible and collaborative relationships with employees, Executive Management, the Board and external regulators.

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