Human Resource Manager job at Kijani Forestry

Human Resource Manager

2025-08-21T13:30:14+00:00

FULL_TIME

Agriculture, Food, and Natural Resources

Human Resources

2025-09-04T17:00:00+00:00

 

Uganda

8

Description

Kinjani Forestry is hiring a Human Resource Manager to drive high-performance, structure, and clarity across Kijani’s team. This role blends hands-on execution with strategic leadership—owning everything from next-level recruitment to airtight compliance, decentralised work readiness, and building systems that make it crystal clear who does what, when, and how.

Key Outcomes

Rockstar hires: world-class talent recruited fast and right the first time.

Retention goes down: staff turnover is tracked, understood, and improved.

Clarity is everywhere: policies, workflows, org charts, onboarding, and performance systems are clear and followed.

Operations run smooth: HR data is clean, up to date, and feeds decision-making.

Responsibilities

1. Strategic HR Leadership

• Own and drive the HR vision: structure, performance, compliance, clarity.
• Advise senior leadership on org design, change management, and workforce planning.
• Lead employee engagement, talent development, and succession planning initiatives.
• Develop and evolve performance-based work culture.

2. Recruitment Excellence

• Design and run a world-class recruitment engine to attract, assess, and hire top talent.
• Build systems for hiring across departments that are fast, fair, and data-driven.
• Maintain a strong employer brand and candidate experience.

3. Compliance & Risk

• Ensure 100% compliance with Ugandan labor law, including contracts, NSSF, disciplinary actions, and exits.
• Oversee HR governance: audit-proof records, contracts, and systems.
• Manage whistleblowing process and maintain a culture of integrity and accountability.

4. Process & System Ownership

• Lead the evolution of our HR systems. While current tools have supported early growth, they now need to scale — you’ll assess gaps, recommend improvements, and drive implementation of systems that enable clear, reliable, and efficient people operations.
• Maintain up-to-date employee records in HR systems.
• Design and continuously improve onboarding, offboarding, and internal mobility processes.
• Lead payroll review and ensure compensation, bonus, and benefits systems are fair, timely, and documented.
• Build and own SOPs for HR operations, with clear accountability.

5. People Performance & Communication

• Lead performance management cycles, coaching managers to give clear, timely feedback.
• Run internal communication of HR policies, ensuring all staff understand what is expected of them and when.
• Plan and manage the HR budget and track all people-related costs for savings and sustainability.

You’ll Thrive in This Role If You…

• Build order out of chaos and love systems that scale.
• Think globally but act locally, understanding people, compliance, and culture.
• Are fearless about accountability, fairness, and transparency.
• Are obsessed with clarity: of roles, expectations, timelines, and feedback loops.

1. Strategic HR Leadership Own and drive the HR vision: structure, performance, compliance, clarity. Advise senior leadership on org design, change management, and workforce planning. Lead employee engagement, talent development, and succession planning initiatives. Develop and evolve performance-based work culture. 2. Recruitment Excellence Design and run a world-class recruitment engine to attract, assess, and hire top talent. Build systems for hiring across departments that are fast, fair, and data-driven. Maintain a strong employer brand and candidate experience. 3. Compliance & Risk Ensure 100% compliance with Ugandan labor law, including contracts, NSSF, disciplinary actions, and exits. Oversee HR governance: audit-proof records, contracts, and systems. Manage whistleblowing process and maintain a culture of integrity and accountability. 4. Process & System Ownership Lead the evolution of our HR systems. While current tools have supported early growth, they now need to scale — you’ll assess gaps, recommend improvements, and drive implementation of systems that enable clear, reliable, and efficient people operations. Maintain up-to-date employee records in HR systems. Design and continuously improve onboarding, offboarding, and internal mobility processes. Lead payroll review and ensure compensation, bonus, and benefits systems are fair, timely, and documented. Build and own SOPs for HR operations, with clear accountability. 5. People Performance & Communication Lead performance management cycles, coaching managers to give clear, timely feedback. Run internal communication of HR policies, ensuring all staff understand what is expected of them and when. Plan and manage the HR budget and track all people-related costs for savings and sustainability.

 

 

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