HUMAN RESOURCE MANAGER – MANUFACTURING

Location: Namanve Industrial Area
Department: Human Resources
Reports to: Managing Director / General Manager
Supervises: HR and Administration Team
Employment type: Full-time

Job purpose

Lead the Human Resources function to ensure the company has the people, skills, systems and workplace culture required to achieve its manufacturing objectives. The role will oversee workforce planning, recruitment, employee relations, performance management, payroll coordination, staff development and HR compliance across factory and office operations.

Key responsibilities

1. Workforce planning and recruitment

• Develop and implement HR plans aligned with production requirements and business priorities.
• Work with departmental heads to determine staffing needs across production, maintenance, quality assurance, warehousing, logistics and support functions.
• Manage recruitment, selection, onboarding, probation reviews and confirmation of employees.
• Maintain an appropriate balance of permanent, fixed-term, temporary and outsourced workers.
• Develop succession plans for critical technical, supervisory and management positions.

2. Factory workforce management

• Coordinate with production managers on shift arrangements, staffing levels and workforce deployment.
• Monitor attendance, absenteeism, overtime, leave and labour turnover, and recommend corrective action.
• Establish reliable employee records and time-and-attendance controls.
• Support supervisors in managing teams fairly and consistently across shifts.
• Oversee workforce service providers and monitor their performance against agreed standards.

3. Employee relations and disciplinary management

• Serve as the principal HR adviser to management and employees.
• Manage grievances, disciplinary cases, investigations and appeals through fair and documented processes.
• Promote constructive communication between management, supervisors and factory employees.
• Manage union relations and collective bargaining arrangements where applicable.
• Identify and address emerging employee relations issues that could affect morale, productivity or operational continuity.

4. HR policies and compliance

• Develop, review and implement HR policies, procedures and employment documentation.
• Monitor compliance with applicable employment requirements and advise management on necessary action.
• Maintain accurate contracts, personnel files, leave records and other HR documentation.
• Coordinate HR audits, labour inspections and responses to employment-related matters.
• Guide managers on the consistent application of company policies and employment terms.

5. Performance management and productivity

• Implement a performance management framework with clear objectives and measurable indicators.
• Support managers in setting targets linked to productivity, quality, safety, attendance and cost control.
• Coordinate performance reviews, employee feedback and performance improvement plans.
• Coach supervisors and managers on accountability, feedback and people management.
• Recommend recognition and reward initiatives that reinforce desired performance and behaviour.

6. Compensation, benefits and payroll coordination

• Oversee the timely submission and verification of payroll inputs, including attendance, overtime, allowances and deductions.
• Work with Finance to ensure payroll accuracy and timely resolution of employee queries.
• Administer employee benefits and support salary reviews and remuneration benchmarking.
• Monitor headcount, overtime and other employee costs against approved budgets.
• Coordinate statutory payroll obligations with the responsible internal teams or service providers.

7. Learning, development and succession

• Conduct training needs assessments with departmental heads.
• Develop and implement an annual training plan covering technical, supervisory and behavioural capabilities.
• Coordinate induction, refresher training and skills development for factory employees.
• Maintain training records and evaluate whether learning translates into improved workplace performance.
• Support career development and the preparation of successors for critical roles.

8. Occupational health, safety and employee welfare

• Work with the safety and operations teams to promote safe working practices and employee wellbeing.
• Ensure induction and employee training include relevant workplace safety requirements.
• Support incident investigations, return-to-work arrangements and appropriate employee follow-up.
• Coordinate employee welfare initiatives and oversee staff facilities or services where assigned.
• Promote a respectful workplace free from harassment, discrimination and intimidation.

9. HR reporting and leadership

• Prepare regular HR reports highlighting workforce trends, risks and recommended actions.
• Track headcount, turnover, absenteeism, overtime, recruitment, training and disciplinary cases.
• Prepare and manage the HR budget.
• Lead and develop the HR team and improve HR processes and information systems.
• Advise management on organisational structure, change management and workforce implications of business decisions.

Qualifications and experience

• Bachelor’s degree in Human Resource Management, Industrial or Organisational Psychology, Business Administration, or a related discipline.
• A postgraduate qualification or recognised professional HR certification is an added advantage.
• At least seven years of progressive HR experience, including three years in an HR management or supervisory role.
• Demonstrated experience in a manufacturing, industrial or factory environment, preferably involving shift-based operations and a sizeable production workforce.
• Experience managing employee relations, disciplinary processes, recruitment, performance management and payroll inputs.
• Experience working with unions, outsourced labour or high-volume recruitment is an added advantage.
• Practical knowledge of the employment framework applicable to the company’s location.

Required competencies

• Strong judgement, integrity and confidentiality.
• Ability to balance employee needs with production and business requirements.
• Sound conflict resolution, negotiation and investigation skills.
• Effective communication and relationship management across all employee levels.
• Confidence in coaching supervisors and advising senior management.
• Strong planning, analytical and reporting skills.
• Proficiency in HR information systems, attendance systems and Microsoft Excel.
• Willingness to maintain a visible presence on the factory floor and support teams across shifts when required.

Key performance indicators

• Timely recruitment and onboarding against approved staffing plans.
• Improved attendance, retention and workforce stability.
• Accurate and timely payroll inputs.
• Completion and quality of performance reviews and improvement plans.
• Timely and fair resolution of employee relations cases.
• Compliance and completeness of employment records.
• Delivery and effectiveness of the annual training plan.
• Control of workforce costs within approved budgets.
• Readiness of successors for critical positions.

Applications should be emailed to: people@peoplebrand.co.ug

Deadline : 28th October