Candidate Profile

Nationality

Ugandan

Contact Address

C/o PO Box 2750, Kampala, Uganda. Office Tel: +256 414 302 157

Mobile:  0776 804884, 0704 888529

E-mail: mugishad6@gmail.com , dennis.mugisha@boauganda.com

Uganda Management Institute

Masters in Management Science ( Human Resource Management ) 

Uganda Management Institute

Post Graduate Diploma in Human Resource Management    

Makerere University Kampala

Bachelor of Information Science

UACE

Advanced Certificate of Education

UCE

Uganda Certificate of Education

April -2017 – To date

May 2016 – April 2017

May  2015 – April 2016

Aug  2013 – April 2015

July 2012- June 2013

Jan, 2012 – June 2012

March,2008 – July 2012

Country Head Human Resources – Bank of Africa Uganda

Key member of the Executive Management Team, responsible for providing strategic and operational leadership of the Human Resource function through policy and procedure formulation and implementation in areas of human resource planning, training and development, remuneration and ensuring excellent general staff welfare.

Key accountabilities  include;

·         Responsible for participation in senior level decision making and strategic direction of the Bank. This includes developing and implementing the Annual Human Resource strategy and workforce planning in alignment with the bank’s overall strategy.

·         Maintenance of up to date framework of policies and procedures that enable the business to employ, engage, develop, and manage its people in accordance with the Bank’s values, and within the employment law. Enable all staff to understand and access these policies and procedures as appropriate to their roles and responsibilities.

·         Responsible for Human Resource Management Information System and preparation of HR related reports to management and the board. Streamline and strengthen the HR records, statistics and information system (MIS) for effective planning for administrative control purposes at departmental and ultimately at corporate levels.

·         Develop, oversee implementation and track the annual Human Resource budget while ensuring accountability and efficient cost management.

·         Planning, implementing, -evaluating and monitoring staff training and development activities in line with the bank’s strategic direction, staff up skilling and enhancing staff professional advancement. Conduct annual training needs analysis, prepare and implement the training plan and budget while ensuring identified training needs and competence gaps are covered.

·         Co-ordinate and maintain efficient staffing levels through systematic recruitment, appointments, deployment and transfers of staff as required from time to time. Analyse critically and advise stakeholders on the overall impact of staff recruitments, deployment and transfers and promotion proposals and/or decisions.

·         Maintain oversight over a Performance Management system that supports and promotes a high performance culture within the bank. Implement rigorous work planning, develop and disseminate SMART key performance indicators, ensure regular staff performance appraisals, enforce performance improvement mechanisms, provide feedback and reward mechanisms.

·         Oversight of provision of favourable staff benefits and compensation schemes with a view to ensuring internal equity and external competitiveness.

·         Manage the employee discipline and grievance process through providing support and assistance to management to monitor assess and evaluate the overall level of staff compliance with bank’s HR policy and recommend and/or follow up with remedial action thereof in liaison with stakeholders, as required. Ensure staff grievances are handled expeditiously and solved with finality.

·         Effectively manage staff welfare aspects and develop initiatives that will ensure a conducive environment for staff motivation and high productivity

·         Develop and monitor HR related Service Level Agreements with heads of department to ensure efficiency, value for money and timely delivery against set targets.

Country Human Resources Services Manager         : Coca Cola Uganda

Responsible for the overall HR Business Partnership strategic agenda for the Company covering a staff base of over 1000 staff.  key areas of focus in line with driving a strategic people agenda were; HR Services, Performance Management, Productivity, Talent Management, Staff Retention, Succession Planning, Staff engagement / motivation, Organizational design, Staff resource / headcount and Staff Cost planning. I focus on providing overall HR support to enhance business performance through appropriate advice and facilitation of robust, integrated people management strategies and processes in these areas. This was all focused towards creating a ‘preferred’ work place for employees which fosters business growth.

Also worked as the Country HR Lead for CCBA merger 2016-2017

   Mandate:

To lead the definition and delivery of the Human Resources strategy and the delivery of HR services, policies and programs across all business functions. Operating as a key member of the senior management team facilitating the implementation of effective people management.

• Be an active, influential partner coaching and challenging the business to effectively diagnose and implement world class HR solutions that transforms the business

• Develop proactive HR strategies and interventions to support the business in achieving its long term business objectives. This would require a strong business focus, strong matrix partnerships and significant generalist HR experience.

Key accountabilities  included;

• Working in partnership with the line managers to provide support and influence that will enable them to effectively deliver their people plans for the plan and sales team.

• Developing and implement the HR agenda in line with functional business plans. Through providing a consultancy service that delivers best practice and focused HR solutions that support the business area in conjunction with specialist HR functions.

• Ensuring a successive pipeline of extraordinary leaders in the function. Through facilitating career and succession plans for the business units and roles.

• Inculcating a shared mind-set and foster employee loyalty to the company’s values.

• Instilling a performance culture within the business units.

• Advising Country Management Team on the opportunities for improvement of employee relations and staff engagement.

• Equipping line management with appropriate tools and knowledge to effectively manage their people in line with their people plans such as performance management, absence management, career management etc.

• Providing personal support on the implementation of HR initiatives in support of the HR strategy.

• Driving alignment of structural and manpower changes within the Function for maximum efficiency and sustainable organizational effectiveness and productivity within the function.

• Manage Remuneration and Rewards system to achieve optimal Rewards Strategy execution and Labor

• Cost Containment within Function.

• Ensure the effective alignment and delivery of the Functional Learning and Development Strategy to meet current and changing business needs.

• Manage execution against HR policies and procedures for optimal governance and efficiency

• Functional Employee Relations Framework. Attend to employee grievances as well as disciplinary issues.

• Drive the effective execution of the Performance Management System to achieve Functional goals.

• Drive the execution of Employee Engagement Initiatives within the function.

Human Resources Manager – Mbarara Plant : Coca Cola Uganda

Responsible for the overall HR strategic agenda for the Plant covering a staff base of over 300 staff.  key areas of focus in line with driving a strategic people agenda were; HR Services, Performance Management, Productivity, Talent Management, Staff Retention, Succession Planning, Staff engagement / motivation, Organizational design, Staff resource / headcount and Staff Cost planning. I focus on providing overall HR support to enhance business performance through appropriate advice and facilitation of robust, integrated people management strategies and processes in these areas. This was all focused towards creating a ‘preferred’ work place for employees which fosters business growth.

Key Duties and Responsibilities included : 

Strategic Business & HR Alignment (Strategic Management)

• Served as a proactive member of the ‘functional’ leadership teams, participating in the management of the business
• Driving the understanding of people and organizational implications of the business strategy and goals across the ‘functional’ leadership teams, and in so doing, positively influences the business agenda.
• Focusing on strategic activities, and evaluates HR service and value delivered to the ‘functional’ leadership teams.
• Worked with ‘functional’ leaders to translate business needs into clearly articulated and actionable organization and people requirements.
• Focused ‘functional’ leaders on high leverage use of HR processes throughout the year. SAP etc.
• Monitoring ‘function’ performance through the agreement and ongoing use of a people/organization scorecard.

Organization Development

• Working collaboratively with the ‘functional’ business leaders to co-create a plan to shape the desired culture.
• Facilitating the adoption of CCBA methodologies for organizational design and change management, adding to this through best practice.
• Providing advice and guidance to ‘functional’ leaders and HR BPs on identified OD projects.
• Initiating and sustains change initiatives in the ‘functional’ business units, and ensures smooth transformation and anchoring.
• Sourced specialist support from Group Office (GO) in more complex change interventions.
• Supporting the Country HRD and functional Director to achieve the desired shift in culture through coordinated OD initiatives and touch points with other parts of HR (TM, Reward).

Learning and Development

• Facilitating the execution of the GO L&D strategy within the ‘function’, in line with CCBA HR and local business strategy.
• Diagnosed & facilitating the building of people and organization capability required to execute the business strategy.
• Implements capability frameworks and plans that facilitate building the organization’s capabilities, enabling ‘functions’ to deliver on the strategy.
• Adopting Group Office L&D solutions, and deploying them appropriately.
• Requesting Group Office to develop bespoke ‘functional’ L&D solutions, as required.
• Actively facilitated the building of deep skills in key roles across the function.

Talent Management and Performance Management

• Driving effective sourcing and development of ‘functional’ leadership and ensures effective management of the ‘functional’ talent pipeline, to meet the short, medium and long term requirements.
• Driving execution of the Talent strategy in the ‘function’, in line with CCBA HR and local business strategy.
• Drives ‘functional’ performance through leveraging the organization’s Performance Management system.
• Enabling high performance, high engagement culture in the ‘function’.
• Driving holistic wellness, which includes physical and emotional wellbeing, in the workplace through dedicated social systems, tracking and monitoring mechanisms and employee awareness and education.

Employee Relations

• Fostering employee relations and collective bargaining environment that supports the delivery of strategy, and ensures communication directly with shop floor employees.

Reward: Ensuring effective implementation of the Reward strategy within the ‘function’, in line with CCBA HR and local business strategy.

HR Excellence

• Collaborating with Specialist teams to create effective and integrated HR solutions for application where required.
• Collaborating with the Business Partner community to agree on the organization/people agenda in the Business Units and a common set of priority needs from the Specialist teams, and leverage experience/practices in-country and Group Office.
• Working with the business to deploy the HR solutions in the functional business units. Providing feedback to Specialist teams about HR solution effectiveness, and working with them to identify continuous improvement opportunities.
• Contracting with the business unit leaders on an appropriate value/output focused scorecard, and sharing insights to drive business performance.

Manager HR Business Partnering : Stanbic Bank Uganda Ltd

The position involved among others:

To drive the achievement of business unit objectives and overall Bank’s objectives through the implementation of the Human Resources strategy, policy and practices.

Key accountabilities  include;

• Working in partnership with the line managers to provide support and influence that will enable them to effectively deliver their people plans.

• Develop and implement the HR agenda in line with functional business plans. Through providing a consultancy service that delivers best practice and focused HR solutions that support the business area in conjunction with specialist HR functions.

• Ensuring a successive pipeline of extraordinary leaders in the function. Through facilitating career and succession plans for the business units and roles.

• Inculcating a shared mind-set and foster employee loyalty to the Bank’s values.

• Instilling a performance culture within the business unit.

• Advise Senior Management on the opportunities for improvement of employee relations.

• Equip line management with appropriate tools and knowledge to effectively manage their people in line with their people plans such as performance management, absence management, career management etc.

• Provide personal support on the implementation of HR initiatives in support of the HR strategy.

• Drive alignment of structural and manpower changes within the Function for maximum efficiency and sustainable organizational effectiveness and productivity within the function.

• Manage Remuneration and Rewards system to achieve optimal Rewards Strategy execution and Labor

• Ensure the effective alignment and delivery of the Functional Learning and Development Strategy to meet current and changing business needs.

• Manage execution against HR policies and procedures for optimal governance and efficiency

• Functional Employee Relations Framework. Attend to employee grievances as well as disciplinary issues.

Junior Manager HR Business Partnering  : Stanbic Bank Uganda

(Global Enabling Functions and Corporate and Investment Banking)

Mandate:

Driving  the achievement of business unit objectives and overall Bank’s objectives through the implementation of the Human Resources strategy, policies and practices –CIB and GEF’s ( GEF’s including Operations department, Finance, Legal ,Credit, Risk,)

Working in partnership with the Heads of Departments and Line Managers to provide support and influence that will enable them to effectively deliver their people plans.

Provide a consultancy service that delivers best practice and focused HR solutions that support the business area in conjunction with specialist HR functions.

Manpower Planning:

• Assist in handling the recruitment exercise to ensure that procedures are followed.
• Co-ordinate Induction for new employees in the Region with the L&D Consultants
• Co-ordinate with the Head office Functions Team in establishment and analysis of resource gaps.
• Co-ordinate Manpower forecasts from the Region.
• Monitor Career and succession plans for key resource people and key positions.
• Facilitate Regional Talent Review discussions
• Facilitate exit interviews and record keeping of proceedings

Organizational Development and Change Management:

• Ensure that Regional organograms are in place and constantly updated
• Communication and management of the company’s change initiatives as a Change Agents within all Head Office Branches
• Craft a shared mindset and solicit employee loyalty to the Bank’s values.

Learning Management:

• Establish the skill gaps within the Head Office Region and facilitate the Training Needs Analysis.
• Co-ordination of the delivery of training programs with the L&D Partners
• Evaluation of the training programmes to determine the impact the training has had on performance of employees.

Recruitment Plans:

• Co-ordinate the filling of Manpower gaps as they arise in CIB and Enabling Functions, planning for anticipated growth and change in strategy within the Business
• Talent management within the departments by enabling the Managers to attract retain and motivate talent.

Employee Relations:

• Co-ordinate employee and Union matters
• Advising the Senior HR Business Partner on the opportunities for improvement of employee relations.
• Interpretation of the policies and procedures and asses compliance by all employees within the Region
• Attend to employee grievances as well as disciplinary issues.
• Ensure industrial harmony is in place.
• Enhance two-way Communication within the Region by ensuring that employees and other stakeholders are informed on what is happening, why it is happening and how it affects them.

Acting HR Business Partner- Personal & Banking : Stanbic Bank Uganda

The position involved among others:

Driving the achievement of business unit objectives and overall Bank’s objectives through the implementation of the Human Resources strategy, policy and practices.

Work in partnership with Regional and branch managers to provide support and influence that enables them to effectively deliver their people plans

Providing a consultancy service that delivers best practice and focused HR solutions that support the business area in conjunction with specialist HR function

• Man power planning
• Organization Development & Change management
• Leaning management
• Recruitment plans
• Performance management
• Employee relations

• Cost Containment within Function.
• Ensure the effective alignment and delivery of the Functional Learning and Development Strategy to meet current and changing business needs.
• Manage execution against HR policies and procedures for optimal governance and efficiency

• Functional Employee Relations Framework. Attend to employee grievances as well as disciplinary issues.

Human Resources Administrator: Stanbic Bank Uganda Limited

The position involved among others:

• Providing operational support to the delivery of all HR Business partners, including scheduling and coordination of  projects activities, documentation and HR Records Management  to required standards of confidentiality

• Employee benefits Management

• Headcount Management & Reporting

–          Monthly report of headcount

–          Monthly report of headcount analytics

–          Flag all headcount that exceeds budget

• Overall Management of the Banks HR Records Information  Management System (RIS)

– Staff Records Management

– Staff Time and Leave Administration (SAP)

– Sap Payroll Processing

– HR data Employee Management (SAP)

– Medical Insurance Administration

– Employee benefits Administration

• Payroll Administration

–          Ensuring all payroll data is accurate

–          Ensuring all new data are captured as and when due

–          Ensuring all local staff salary are paid by the 24^th of every month

–          Ensuring all local staff payroll schedules are printed, signed and filed appropriately

• Coordinating all recruitment related administration including production of offer letters, contracts and reference requests.

• Staff monthly  Induction

• Coordinating changes to the induction program and assisting with the arrangement of internal courses, evaluation of the training and assisting with training administration relating to development initiatives such as investors in people, annual training plan, appraisals etc

• Managing performance issues, terminations and early retirements.

• Assist managers in sourcing and interviewing candidates as and when required.

• Pension Administration, Exit Management, Job Description updates, Cost center Management, Monitoring staff confirmations

Aug 2007 –    Feb 2008

HR Records Administrator: Stanbic Bank Uganda Limited

                            (HR Shared Service Unit)

The position involved among others:

      Employee Records administration

• Classification, Cataloguing and filing of records
• Designing records retentions
• Records appraisal and organization
• Data base management
• Records Information system designing and administration
• Management of the HR records information systems