Human Resource Business Partner job at Marie Stopes Uganda (MSU)
Job Description
Location Kampala, Uganda (with periodic field visits)
Reporting to Director HR & Admin
About Us
Marie Stopes Uganda (MSUG) is one of 37 country programmes within MSI Reproductive Choices, a global organisation dedicated to ensuring individuals can access quality reproductive healthcare and make informed choices about their reproductive lives. Across Uganda, our team delivers high-quality sexual and reproductive health services through a wide range of service delivery channels. We strengthen public health systems in more than 915 public health facilities, operate 25 mobile outreach teams, 12 health centres, and a maternity hospital, and distribute socially marketed products including Flame and Lifeguard condoms, Back Up emergency contraception, and Well Plan daily contraceptive pills. Through these services, we empower women and families to choose whether and when to have children, enabling them to pursue their aspirations and build healthier, more prosperous futures.
The Role
Reporting to the Director HR & Administration, the purpose of this role as Human Resource Business Partner is to support in the development, refinement, business partnering and implementation of human resource best practices.
Leading a small team, the Human Resource Business Partner supports line-managers across MS enabling them to build and nurture high-performing teams necessary to run their businesses efficiently and to integrate all HR initiatives that support strategic initiatives. Effectiveness will depend on the post holder’s ability to develop quick and credible relationships throughout the organization and gain the confidence and commitment of the leadership team as well as deliver technical advice for HR operations.
| Key Responsibilities | Measures (KPIs/Success Indicators) |
| HR Compliance Administration & PayrollNegotiate, process, review and monitor employment contracts for MS staffOversee monthly payroll processing in coordination with the Finance team, ensuring accuracy and statutory compliance.Monitor and ensure proper implementation of the performance management and review processMaintain an up-dated HR Policy and Procedures manual and ensure adherence by staffProvide coaching and mentoring to management and all staff regarding human resource policies and practicesEnsure that, within the parameters of cross-culture and national limitations, employment practices, compensation, benefits and human resource program comply with MS policies and local labour lawsConduct and participate in annual “like organisation” survey to ensure competitive compensation and benefits plan for MSLead and work closely with the Director HR and Admin to ensure staff benefits are review on a yearly basis so as to be competitive on the market.Produce monthly and quarterly HR reports on headcount, attrition, recruitment status, and training. | 1. 100% employment contracts issued/reviewed on timeDiscover moreHuman Resources, Managementhuman resourcesHuman ResourceBusiness PartnerBusiness OperationsBirth ControlHospitals & Treatment CentersRecruitment & Staffing2. Payroll submitted accurately and by deadline3. HR policy compliance rate4. Monthly/quarterly HR reports submitted by due date. |
| Recruitment and Staff Retentionhttps://googleads.g.doubleclick.net/pagead/ads?gdpr=0&client=ca-pub-5839100731048282&output=html&h=280&num_ads=1&adk=1580621009&adf=97081267&abgtt=6&w=351&fwrn=4&fwrnh=100&lmt=1785031016&rafmt=1&armr=3&sem=mc&pwprc=9504788990&ad_type=text_image&format=351×280&url=https%3A%2F%2Fwww.greatugandajobs.com%2Fjobs%2Fjob-detail%2Fjob-Human-Resource-Business-Partner-job-at-Marie-Stopes-Uganda-MSU-104360&fwr=0&pra=3&rh=293&rw=351&rpe=1&resp_fmts=3&aiof=10&asro=0&aimartd=4&aieuf=1&aicrs=1&fa=27&uach=WyJXaW5kb3dzIiwiMTAuMC4wIiwieDg2IiwiIiwiMTQ5LjAuNzgyNy4yMDAiLG51bGwsMCxudWxsLCI2NCIsW1siR29vZ2xlIENocm9tZSIsIjE0OS4wLjc4MjcuMjAwIl0sWyJDaHJvbWl1bSIsIjE0OS4wLjc4MjcuMjAwIl0sWyJOb3QpQTtCcmFuZCIsIjI0LjAuMC4wIl1dLDBd&dt=1785030998412&bpp=4&bdt=2164&idt=4&shv=r20260721&mjsv=m202607210101&ptt=9&saldr=aa&abxe=1&cookie=ID%3Dc252e94ebf8cbf2e%3AT%3D1783589788%3ART%3D1785005308%3AS%3DALNI_MYzb3i4GOSMuiPoggpzNC41cSDsdw&gpic=UID%3D000014482a7f9d19%3AT%3D1783589788%3ART%3D1785005308%3AS%3DALNI_MYRYfCLW-1ISjjD6jYHD6s4sNRFvw&eo_id_str=ID%3Db4feed1f65ce6d69%3AT%3D1783589788%3ART%3D1785005308%3AS%3DAA-AfjZFY3hbmsRsqfl1Ez-Xnio_&prev_fmts=0x0%2C243x600%2C243x600%2C630x280%2C630x280%2C201x600%2C209x600&nras=6&correlator=4978700984354&frm=20&pv=1&u_tz=-240&u_his=3&u_h=768&u_w=1366&u_ah=728&u_aw=1366&u_cd=32&u_sd=1&dmc=4&adx=380&ady=3499&biw=1351&bih=641&scr_x=0&scr_y=977&eid=95396139%2C95396923%2C95373848%2C95393485&oid=2&pvsid=4120663018850273&tmod=1716174258&uas=3&nvt=1&ref=https%3A%2F%2Fwww.greatugandajobs.com%2Fjobs&fc=1408&brdim=0%2C0%2C0%2C0%2C1366%2C0%2C1366%2C728%2C1366%2C641&vis=1&rsz=%7C%7Cs%7C&abl=NS&fu=128&bc=31&bz=1&pgls=CAg.&ifi=7&uci=a!7&btvi=5&fsb=1&dtd=177321. Provide support to all line managers in all aspects of recruitment for their teams including ensuring job frameworks are in a standardised format, advertising the role, interview arrangements and ensuring the recruitment process effectively follows MS guidelines.Ensure all locum/temporary staff recruitments are well coordinated when they arise and approvals are obtained in timely and efficient manner.Ensure MS, induction policy is followed by all team members and orientation is carried out.4. Deliver prompt recruitment services to clear and objective criteriaAssist in the development of the staffing plans.Lead on recruitment, promotion and transfer processes of the organization.Provide required support to Senior Managers and Channel Coordinators in the various areas of HR including labour law, employee relations, safety, and training and development;Provide legal and administrative advice, guidance, support and coaching to directors, managers and supervisors to enable them lead, develop and manage effective teams | 1. Average time-to-fill within approved SLAhttps://googleads.g.doubleclick.net/pagead/ads?gdpr=0&client=ca-pub-5839100731048282&output=html&h=600&num_ads=1&adk=3857351366&adf=807654030&abgtt=6&w=209&fwrn=4&fwrnh=100&lmt=1785031016&rafmt=1&armr=3&sem=mc&pwprc=9504788990&ad_type=text_image&format=209×600&url=https%3A%2F%2Fwww.greatugandajobs.com%2Fjobs%2Fjob-detail%2Fjob-Human-Resource-Business-Partner-job-at-Marie-Stopes-Uganda-MSU-104360&fwr=0&pra=3&rh=174&rw=208&rpe=1&resp_fmts=4&aiof=10&asro=0&aimartd=4&aieuf=1&aicrs=1&fa=27&uach=WyJXaW5kb3dzIiwiMTAuMC4wIiwieDg2IiwiIiwiMTQ5LjAuNzgyNy4yMDAiLG51bGwsMCxudWxsLCI2NCIsW1siR29vZ2xlIENocm9tZSIsIjE0OS4wLjc4MjcuMjAwIl0sWyJDaHJvbWl1bSIsIjE0OS4wLjc4MjcuMjAwIl0sWyJOb3QpQTtCcmFuZCIsIjI0LjAuMC4wIl1dLDBd&dt=1785030998452&bpp=4&bdt=2203&idt=4&shv=r20260721&mjsv=m202607210101&ptt=9&saldr=aa&abxe=1&cookie=ID%3Dc252e94ebf8cbf2e%3AT%3D1783589788%3ART%3D1785005308%3AS%3DALNI_MYzb3i4GOSMuiPoggpzNC41cSDsdw&gpic=UID%3D000014482a7f9d19%3AT%3D1783589788%3ART%3D1785005308%3AS%3DALNI_MYRYfCLW-1ISjjD6jYHD6s4sNRFvw&eo_id_str=ID%3Db4feed1f65ce6d69%3AT%3D1783589788%3ART%3D1785005308%3AS%3DAA-AfjZFY3hbmsRsqfl1Ez-Xnio_&prev_fmts=0x0%2C243x600%2C243x600%2C630x280%2C630x280%2C201x600&nras=5&correlator=4978700984354&frm=20&pv=1&u_tz=-240&u_his=3&u_h=768&u_w=1366&u_ah=728&u_aw=1366&u_cd=32&u_sd=1&dmc=4&adx=766&ady=3536&biw=1351&bih=641&scr_x=0&scr_y=977&eid=95396139%2C95396923%2C95373848%2C95393485&oid=2&pvsid=4120663018850273&tmod=1716174258&uas=3&nvt=1&ref=https%3A%2F%2Fwww.greatugandajobs.com%2Fjobs&fc=1408&brdim=0%2C0%2C0%2C0%2C1366%2C0%2C1366%2C728%2C1366%2C641&vis=1&rsz=%7C%7Cs%7C&abl=NS&fu=128&bc=31&bz=1&pgls=CAg.&ifi=8&uci=a!8&btvi=4&fsb=1&dtd=176322. Recruitment compliance rate3. Induction completion rate4. Retention/attrition trends5. % approved staffing plans implemented. |
| Employee Labour RelationsEnsure that appropriate discipline and grievance handling mechanisms are in place and that agreed procedures are adhered to by both management and staff for resolution of grievances and disciplinary issues.Ensure that grievance and disciplinary cases are dealt with in a timely manner.Monitor issues of individual or collective staff concerns such as remuneration, entitlements like the different insurance covers, welfare, complaints and grievance related problem, makes appropriate recommendations and advice, or counsel affected staff accordingly. | 1. % grievance/disciplinary cases resolved within SLA2. number of escalated unresolved casesDiscover moreBusiness FormationManageBusiness OperationsAfricans & DiasporarecruitmentReproductive Healthbusinessesrecruitments3. quality and completeness of case documentation4. reduction in repeat employee-relations issues. |
| Management of HR recordsEnsure to maintain proper staff records and statistics, both manual and electronic.Ensure entry and exit details are recorded and well maintained.Ensure flow of information within the department and across the organization. | 1. HR file completeness rate2. HRIS/data accuracy rate3. Entry and exit records updated on time4. Headcount, attrition, recruitment and training reports submitted by deadline. |
| Policies, procedures and organisational developmentWorks closely with the Director HR & Admin to conduct Organizational Development (OD) Analysis, revision of organizational structure and job analysis to meet the dynamic needs of expanding programs and team development.Designs, develops and implements HR systems, policies and procedures to support the business needs of the organization;Ensures proper implementation of HR policies and procedures throughout the organization;Regularly assesses HR related policy and procedure gaps and provides updated information for Country Management Team. | 1. Number/% of policies reviewed or updated as plannedDiscover moreReproductive RightsGeographic ReferenceRecruitment & StaffingrecruitTravel Guides & Travelogueshuman resourceJobPhysical Asset Management2. % policy gap actions closed3. OD/structure review outputs delivered4. policy awareness sessions completed. |
| Learning, development and capability building Work closely with the Director HR & Admin on the development of Training calendar of organizational development and growth organizational demands/needs are conducted as planned.Manage implementation of MS’s learning and development strategy.Clearly communicate organisational approach to learning and development to all staffConduct training and development needs assessment of the organization, and designs appropriate training and development plan/programs;Ensure the periodic organizational, job and individual training and development needs analysis;Identify suitable courses to meet the training and development needs of the staff and organization and follows up plans to see them through;Organize in-house training and development programmes in accordance with needs identified and evaluate outcome of the training undertaken. | 1. % training calendar implementedhttps://googleads.g.doubleclick.net/pagead/ads? Training needs assessment completed3. Training attendance/completion rate4. Post-training evaluation score5. Evidence of learning application. |
| Performance managementEnsure performance reviews are conducted for all teams and filed.Prepare and send HR Performance reports on regular basis to the supervisorParticipate in organizational level policy preparation, and human resources related studies;Design and implement output-based Performance Management System. | 1. % performance reviews completed and filed on time2. Quality of performance objectivesDiscover moreBusiness PartnerDictionaries & EncyclopediasmanageHuman ResourcesBirth ControlHospitals & Treatment CentersJOBSBusiness & Industrial3. Performance reports submitted by deadline4. Improvement plans tracked to closure. |
| Change management and continuous improvementServe as Change Agent by proposing innovative changes, improved policies and procedures, process changes, methods and ways work gets done. | 1. Number of approved HR process improvements implemented2. Change action plans delivered on time3. Stakeholder adoption/feedback score4. Documented lessons learned. |
| HR risk management, ethics and safeguarding controlsWork with the Director HR and Admin to ensure that the HR risk section on the risk register is agreed, actioned and monitoredCode of conduct all staff/Conflict of interest agreement are signed off and put on record.Ensure that fraud mitigation policy is implemented and regularly reviewed.Training of all staff on whistle blowing and other policies that may require refresher trainings.Effective implementation of Zero-tolerance Fraud Policy and annual trainings on ethicsPromptly and thoroughly conduct investigations of employee complaints using serious incident group if necessaryProvide mediation supportCollation of whistle blowingConclude all serious incidents with a report and noted learning | 1. HR risk actions closed by due date2. 100% code of conduct/COI records filed3. Ethics/refresher training completion rate4. Serious incidents investigated and closed with reports and learning actions. |
Qualifications and Training (essential/ desirable)
- An Honours Degree in Human Resource management, Organisational Psychology or a related field.
- Post Graduate Diploma in Human Resource Management or professional certification (CHRP, IHRM or equivalent)
- Master’s Degree in HR or a management related course is an added advantage.
- Member of a recognised HR professional body
- Further related training (s) will be an added advantage.
- A minimum of 4 years relevant progressive HR experience working in the similar work environment, at least 2 years at a managerial level in a reputable organisation.
- Strong working knowledge of Uganda’s Labour laws
Work Hours: 8
Business Formation
Experience in Months: 48
Level of Education: bachelor degree
Job application procedure
If you meet the specified minimum job requirements, we encourage you to apply following the procedures below.
Application Process:
- Submit your cover letter, CV, and academic documents as a single PDF file.
- Clearly indicate the job title in the subject line of your email.
- Send your application to jobs@mariestopes.or.ug.
- Applications will be reviewed on a rolling basis; early submissions are encouraged.
- Deadline: 4th August 2026
- MSI UG is an equal opportunities employer, committed to safeguarding humanity and expects all position holders to share this commitment.
- MSI UG values diversity, equality and inclusivity amongst her workforce.
- MSI UG has a well-guided and transparent recruitment process that requires no payment or sexual favours from any candidate/job applicants/potential job seekers as a pre-employment requirement.
- Qualified female candidates are strongly encouraged to apply.