Supervisor IT PM and Human Capital Management at Uganda Revenue Authority

Nakawa, Bugiri, Uganda -

Full Time

Start Date

Immediate

Expiry Date

10 May, 26

Salary

0.0

Posted On

09 Feb, 26

Experience

2 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Performance Management, Workforce Planning, Talent Management, Staff Development, Human Capital Management, IT Governance, Monitoring and Evaluation, Coaching, Mentoring, Problem Solving, Analytical Skills, Leadership, Interpersonal Skills, Creativity, Innovation, Communication

Industry

Government Administration

Description

JOB ROLE/ PURPOSE: To oversee performance contract management, workforce planning, and support human capital initiatives for the IT department, ensuring delivery against business targets through rigorous appraisal systems, talent management, staff development, and continuous process improvement aligned with URA’s strategic objectives and Digitalization strategy PRINCIPLE ACCOUNTABILITIES 1. Manage IT performance appraisal processes and reporting against organizational targets. a) Develop and implement performance contract frameworks for IT staff aligned to URA goals. b) Administer regular staff appraisals, gather feedback, and document performance outcomes. c) Consolidate and report on KPIs, achievement rates, and improvement plans to senior management. d) Standardize appraisal documentation and ensure compliance with approved HR procedures. 2. Assess staff job knowledge, technical skills, and competency standards to support capacity building and career progression. a) Support management to evaluate talent development standards, technical skills, and job knowledge through gap analyses and role profiling. b) Design and run technical assessments, and recommend areas for skill upgrades and tools for competence growth c) Support management to review roles against departmental needs 3. Lead staff development, training engagement, and succession planning to enhance talent pools and organizational readiness. a) Identify staff training needs and coordinate with HR Business Partner and the Tax Academy to deliver appropriate programs. b) Monitor staff engagement in learning, professional development, and mentoring schemes. c) Track departmental OJT activities and report on training effectiveness and improvement opportunities. 4. Direct workforce planning activities and support organizational HR initiatives with the HR Business Partner. a) Coordinate workforce planning initiatives lead by HR teams b) Develop work schedules, assignments, and optimize headcount for productivity. c) Provide early warning reports on Human capital risks that may affect delivery of IT strategic objectives. d) Implement the Disciplinary procedures in order to enhance compliance with the set regulations. e) Design, update, and report on workforce metrics including capacity, utilization, integrity, compliance and ethics and turnover and present findings and recommendations to senior IT leadership and the Commissioner’s Office. 5. Monitor staff attendance, leave management, punctuality, and adaptability to ensure optimal workforce discipline and flexibility. a) Track and document staff attendance, leave balances, punctuality, and workplace adaptability. b) Analyze trends in absenteeism and recommend interventions for improvement. c) Provide timely reports to management for operational and HR decision-making. 6. Manage the performance and development of staff under supervision to improve their productivity a) Plan and budget for resource requirements in the Unit and monitor usage to ensure efficiency b) Develop and monitor a Unit work plan and develop performance agreements with all the staff under the supervision c) Monitor staff performance and provide guidance and periodic feedback for performance improvement. d) Assess the training and development needs of staff under supervision and recommend appropriate interventions e) Provide coaching and mentoring support to staff under the supervision f) Initiate and implement activities intended to create and harness teamwork in the business unit g) Implement talent management and any other staff-related programs as introduced and approved in the organization h) Create and maintain a working atmosphere that fosters creativity and innovation in the team PERSON SPECIFICATIONS Essential Requirements a) An Honor’s Bachelor’s degree in either; Computer Science, Computer Engineering, Data Science, Information Technology, Information Systems, Software Engineering, Electrical Engineering, Telecommunication Engineering, Mathematics, or Physics from a recognized academic institution. b) At least three (03) years’ experience in either; IT Operations, IT planning, Performance Management, Monitoring and Evaluation, strategy execution, Human Resource Management and Performance Management or IT governance in a reputable organization. c) ITIL Certification d) An impeccable record of integrity. Desirable Requirements a) Postgraduate qualification in Monitoring & Evaluation, Strategic Management, HR, or Business Administration. b) Familiarity with HR information systems, talent management tools, or workforce analytics platforms. c) Training or certification in M&E, Balanced Scorecard, PMP, or Project Management. Knowledge a) In-depth knowledge of performance management systems, tools, and best practices. b) Knowledge of monitoring and evaluation frameworks, methodologies, and reporting standards. c) Understanding of IT governance, ITIL practices, and project evaluation techniques. d) IT staff development, career planning, and succession management best practices. e) Talent management and workforce planning principles. SPECIAL SKILLS AND ATTRIBUTES The incumbent should be able to demonstrate; a) Strong leadership, team coordination and management skills. b) Demonstrated creativity and innovation capability c) Strong problem diagnosis and solving skills d) Strong conceptual and analytical skills e) Proactive with ability to work under pressure and minimum supervision. f) Excellent interpersonal relationship and networking skills g) Ability to develop others through coaching, mentoring and guiding the professional growth of staff under supervision h) Ability to communicate with impact and lead with influence. i) An admirable character that influences the behaviour in a multi-disciplinary team. j) Empathetic and emotionally intelligent Should be agile and results oriented

Responsibilities

The role involves overseeing performance contract management, workforce planning, and supporting human capital initiatives for the IT department. This includes managing appraisal processes, assessing staff competencies, and leading staff development and training initiatives.