• Strategic HR Leadership
• Lead the development and execution of the Country HR Strategy, ensuring alignment to the Group People Strategy and regulatory requirements.
• Provide strategic HR advisory to the Country CEO and Executive Committee, influencing organisational decisions from a people and culture perspective.
• Use people analytics and workforce insights to drive organisational effectiveness, future-skills planning, and evidence-based decision-making.
• Culture, Leadership and Change Management
• Drive organisational culture transformation in line with the company’s values, vision, and purpose, ensuring a consistent employee experience across the market.
• Facilitate change-management programs that support business transformation, digitalisation, and new operating models.
• Build leadership capability across management through coaching, leadership development, talent reviews, and succession planning.
• Organisational Design & Workforce Planning
• Lead organisation design initiatives, ensuring structures, job profiles, spans and layers, and operating processes support efficiency, risk mitigation, and customer service.
• Conduct regular workforce planning to ensure optimal staffing levels, workforce mix (permanent, temporary, outsourced), and alignment to productivity expectations.
• Ensure proper governance in role evaluation, grading, job architecture and career frameworks.
• Talent Acquisition, Onboarding & Retention
• Manage end-to-end recruitment for the country business, ensuring timely and high-quality hiring in line with approved manpower plans.
• Ensure strong onboarding, induction, and early-engagement processes to support retention and accelerate productivity.
• Implement targeted retention and engagement strategies for critical roles, high performers, and successors.
• Talent Management, Learning & Development
• Lead the execution of the Group’s talent management framework, including talent reviews, succession planning, leadership pipeline acceleration and critical-roles development.
• Assess country-wide learning needs and implement capability-building programs that support future business priorities (digital, risk & compliance, underwriting, actuarial, claims excellence, customer experience, etc.).
• Monitor learning impact and ensure adherence to Group learning governance and accreditation standards.
• Performance Management & Productivity
• Champion a performance-driven culture leveraging OKRs methodology and Group performance management framework.
• Build capability among managers to set meaningful goals, conduct quality performance conversations, and manage performance issues fairly and consistently.
• Drive workforce productivity, engagement, and quality-of-workplace metrics across the business.
• Employee Relations, Compliance & Governance
• Ensure consistent application of HR policies, employment laws, and HR governance standards in line with country labour legislation and Group compliance requirements.
• Manage employee relations matters, conflict resolution, disciplinary processes, and grievance mechanisms with fairness and organisational integrity.
• Ensure that all HR operations, documentation, and personnel records (digital and physical) meet internal audit, data-privacy, and regulatory expectations for insurance entities.
• Reward, Benefits & Wellbeing Administration
• Administer all employee benefits, including Group Medical, Pension, Group Life and other country-specific offerings, ensuring competitiveness and regulatory compliance.
• Partner with Total Rewards to support salary reviews, market benchmarking, incentive programs, and reward governance.
• Drive wellbeing, safety and employee support programs that enhance engagement and retention.

9.HR Operations, Reporting & People Analytics

• Ensure the accuracy, integrity, and maintenance of all HR data, HRIS systems, and personnel documentation.
• Prepare monthly HR dashboards and reports for the Country CEO and Group HR, ensuring insights that drive business decisions.
• Monitor key people metrics (turnover, engagement, absenteeism, talent risks, hiring cycle time, HC productivity, etc.) and propose interventions.
• Business Performance
• Deliver on performance expectations as defined in the HR Strategy Map, OKRs, and Personal Performance goals.
• Partner with leaders to ensure the HR function supports growth targets, customer delivery, operational excellence, risk mitigation, and regulatory compliance within the insurance environment.

• Bachelor’s degree in Social Sciences, Human Resources or related field. Masters is an added advantage;Post graduate diploma in Human Resources Management.
• 6 – 8 years’ experience in Human Resources; 2-3 years should be in a managerial position.
• Experience within financial services industry or a service industry.
• Proficient in HR management systems; and
• A Ugandan national is preferred.

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