Group HR Manager
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Job summary
To lead, coordinate, and continuously improve the end-to-end Human Resource function across Abacus Pharma Group, ensuring the organization attracts, develops, engages, retains, and exits employees in a compliant, ethical, and business-aligned manner. Working under the strategic guidance of the Group Chief Human Resource Officer, the role holder provides enterprise HR leadership across organization design, workforce planning, talent acquisition, employee relations, performance management, learning and development, succession planning, compensation and benefits, HR operations, culture, change management, HR analytics, and governance.
Min Qualification:
Bachelors
Experience Level:
Senior level
Experience Length:
8 years
Language Requirement:
English
Working Hours:
Full Time - 9 to 5
Applicant Location:
Uganda
Job descriptions & requirements
Level: ExCo-1
Department: Human Resources
Reporting Line: Group Chief Human Resource Officer (GCHRO)
Location: Kampala, Uganda
POSITION PURPOSE:
To lead, coordinate, and continuously improve the end-to-end Human Resource function across Abacus Pharma Group, ensuring the organization attracts, develops, engages, retains, and exits employees in a compliant, ethical, and business-aligned manner. Working under the strategic guidance of the Group Chief Human Resource Officer, the role holder provides enterprise HR leadership across organization design, workforce planning, talent acquisition, employee relations, performance management, learning and development, succession planning, compensation and benefits, HR operations, culture, change management, HR analytics, and governance.
JOB ROLES AND EXPECTATIONS:
Key Result Area Key Roles / Duties
HR Strategy, Policy, Governance, and Compliance
1. Contribute to the development and execution of the Group HR strategy in line with Abacus Pharma Corporate Strategy.
2. Prepare the annual HR Budget, monitor HR budget utilization, and ensure resources are deployed effectively against approved priorities.
3. Lead formulation, periodic review, and implementation of HR policies, SOPs, guidelines, and employee handbooks in line with Group standards and country labour laws.
4. Maintain HR risk registers and recommend mitigation actions for recurring people and compliance risks.
5. Develop and manage relationships with HR internal and external stakeholders
Organization Development and Design
1. Develop, implement, and periodically review organization development frameworks covering structure reviews, job analysis, functional alignment, role clarity, and HR process optimization.
2. Support leadership teams to design optimal structures, spans of control, reporting lines, and resourcing models aligned to strategy.
3. Drive continuous improvement in HR workflows, eliminate duplication, and promote efficient, technology-enabled HR service delivery.
4. Lead employee engagement and organizational health surveys; analyze findings and recommend practical interventions
Workforce planning, Succession Planning, HR Analytics, and Reporting
1. Coordinate implementation and periodic update of the Abacus Strategic Workforce Plan to ensure optimal staffing for current and future business needs.
2. Lead quarterly succession planning reviews for critical and leadership roles, including readiness assessments and development actions.
3. Support leadership development initiatives that build managerial capability at all levels across Abacus operations
4. Use HR data and forecasting to identify talent gaps, turnover risks, bench-strength gaps, and workforce productivity opportunities.
5. Establish HR data governance standards, reporting tools, and dashboards, and prepare accurate monthly, quarterly, and annual HR analytics reports and dashboards to support management decision-making.
Culture, Change, and Employee Engagement
1. Develop and implement culture, change management, and employee engagement initiatives that reinforce Abacus values and desired behaviors.
2. Support the GCHRO in planning and monitoring in-country culture and change initiatives, including change impact analysis, communication, and adoption tracking.
3. Develop and oversee the implementation of Employee Engagement initiatives/action plans
4. Promote transparent communication, employee voice mechanisms, and practical interventions that improve employee experience.
Talent Management
1. Design and implement Group recruitment, selection, deployment, and onboarding plans that ensure fairness, speed, quality of hire, and compliance for approved vacancies, critical roles, and succession gaps across the Group
2. Coordinate performance management frameworks, tools, and calendar activities, including goal setting, check-ins, appraisals, calibration, rewards, and sanctions.
3. Work with Functional Heads to develop and implement Competence Frameworks across the group.
4. Lead Training Needs Analysis and coordinate implementation of learning and development plans in line with the corporate strategy, Departmental strategies, and Competence frameworks.
5. Coordinate implementation of Compensation and Benefits frameworks, reward structures, recognition programs, and incentive schemes.
6. Manage staff welfare schemes, employee assistance programs, leave administration, and reporting.
Employee Lifecycle Administration and HR Staff Management
1. Ensure accurate, timely, and compliant HR administration across appointments, contracts, confirmations, transfers, promotions, leave, disciplinary records, and exits.
2. Guide employee relations cases, grievances, disciplinary processes, and conflict resolution, attend hearings as required, and take a lead role when needed in the Disciplinary Management process.
3. Oversee exit processes, including resignations, terminations, clearance, handover, final documentation, and exit interviews.
4. Develop annual, quarterly, and monthly HR workplans and monitor the delivery of the plan by assigned HR teams.
5. Coach, mentor, and supervise HR staff, providing regular feedback and building capability for high-quality HR service delivery.
6. Promote teamwork, accountability, professionalism, and continuous learning within the HR function.
KEY WORKING RELATIONSHIPS:
Internal Colleagues
• ExCo-1&2
• Country Heads
Subordinates
Entity HR Managers/HR Business Partners
External
• Principal Companies
• Academic institutions
• Immigration Authorities
• Labor Office
• Recruitment and HR Consultancy firms
• Benefits providers and welfare partners
COMPETENCIES:
Technical attributes:
✓ High level of organizational capability and demonstrated maturity in handling self and dealing with diverse people within and outside the organization.
✓ Firm, assertive, and able to handle difficult clients and scenarios.
✓ Strong conceptual and analytical skills with attention to detail
✓ Strong problem diagnosis and problem-solving skills
✓ Tech-savvy with advanced knowledge in Excel.
✓ Proactive and able to work under pressure with minimum supervision.
✓ Excellent team building, leadership, and team mobilization skills
✓ Exceptional relationship-building skills and ability to develop, manage, and influence the
working and trust of top-level executives within the organization.
✓ Excellent oral, written communication, and public speaking/ presentation skills.
✓ Confident, assertive, self-driven individual with a sense of self-esteem.
✓ Must be able to build and manage HR information with confidentiality
Behavioral / Attitude Competencies:
✓ Strategic Mindset
✓ Result-oriented
✓ Agility and Resilience
✓ Emotional Intelligence
✓ Collaboration
✓ Business Acumen
✓ Creativity and Innovation
✓ Interpersonal relationships and networking skills
✓ Negotiation skills
MINIMUM QUALIFICATIONS / REQUIREMENTS:
• An Honours Bachelor’s degree in Human Resource Management, Organizational Psychology, Social Work and Social Administration (SWSA), Social Sciences, Business Administration, or related field from a recognized academic institution.
• A Minimum of eight (8) years of progressive HR experience working in a busy HR environment, three (03) years of which should have been attained at a Managerial level position in a reputable organization.
• A relevant postgraduate qualification in Human Resource Management, Organizational Development, or a relevant field from a recognized academic institution.
• Proven exposure to HR Strategy development and implementation
• Proven experience in leading and implementing organizational change programmes, OD projects to deliver workforce transformation, Performance Management, Culture, Employee Engagement, and Rewards and Recognition programs.
• Knowledge of the Labor Laws of Uganda
• Hands-on experience with ERP systems such as Oracle or SAP.
• Exposure to multi-country HR operations is an added advantage
• Membership to a recognized HR professional body
• Knowledge and use of AI applications in HR work will be an added advantage
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