JOB TITLE: SENIOR HUMAN RESOURCE
OFFICER – TALENT MANAGEMENT
WORK CENTER: HEAD OFFICE
SUPERVISOR/MANAGER TITLE:
MANAGER TALENT MANAGEMENT
DEPARTMENT: HUMAN RESOURCES
Job Summary: Description of the purpose of the job
To lead and drive the design, implementation, and continuous improvement of talent
development strategies that build a skilled, high-performing, and future-ready workforce for
UEGCL. The role ensures alignment of learning, performance, and succession initiatives with
operational excellence, safety standards, and long-term energy sector workforce requirements.
Key Responsibilities: Brief description of duties or the responsibilities for the job
1. Talent Development Strategy & Workforce Capability
• Lead the development and execution of the organisation’s Talent Development
Strategy aligned to corporate and operational goals.
• Identify critical skills required for power generation (engineering, plant operations,
maintenance, HSE, project management) and develop targeted capability-building
programs.
• Partner with business leaders to embed a strong learning culture across plants and
corporate functions.
• Support workforce planning initiatives to address current and future talent needs in
generation assets and projects.
2. Learning & Development
• Oversee organization-wide Training Needs Assessments (TNA) and translate findings
into annual and multi-year capacity development plans.
• Design and implement technical and leadership development programs, including
plant-specific training and certifications.
• Manage relationships with training providers, engineering institutes, and regulatory
bodies.
• Introduce modern learning approaches (e-learning, simulations, on-the-job training,
apprenticeships).
• Monitor training effectiveness and evaluate Return on Investment (ROI) of learning
interventions.
• Ensure compliance with industry training requirements, safety certifications, and
regulatory standards.
3. Performance Management
• Lead implementation and continuous improvement of the performance management
framework.
• Ensure alignment between corporate objectives, plant performance targets, and
individual KPIs.
• Guide managers in objective setting, performance reviews, and development planning.
• Analyse performance data and generate insights to support decision-making.
• Drive a high-performance culture with clear accountability and continuous feedback.
4. Talent Management & Succession Planning
• Lead identification and development of high-potential employees across technical and
leadership roles.
• Develop and maintain succession plans for critical roles (e.g., plant managers,
engineers, technical specialists).
• Oversee competency frameworks for technical and non-technical roles and track gap
closure.
• Implement career development pathways, including job rotations and leadership
pipelines.
• Support retention strategies for critical and scarce technical talent.
5. Leadership Development & Coaching
• Design and implement leadership development programs for supervisors, plant
managers, and top management leaders.
• Promote coaching and mentoring programs to support knowledge transfer, especially in
technical roles.
• Build internal faculty (subject matter experts) to support sustainable learning.
6. HR Analytics & Reporting
• Develop and track Talent Development KPIs (training effectiveness, bench strength,
internal mobility, etc.).
• Use HR data and analytics to provide insights and recommendations to management.
• Prepare periodic talent and capability reports for senior leadership.
7. Compliance & Governance
• Ensure all talent development initiatives comply with labour laws, industry regulations,
and internal HR policies.
• Support audits related to training, competency, and workforce development.
• Promote ethical practices, diversity, and inclusion in all talent initiatives.
8. Stakeholder Engagement
• Collaborate with plant managers, engineers, and department heads to align talent
initiatives with operational needs.
• Liaise with external partners including training institutions, professional bodies, and
regulators.
• Represent HR in strategic workforce and capability discussions.
Reporting Relationships
Supervisor: Manager, Talent Management
Subordinates: HR Officer(s)
• HR Officer Talent Management
• Learning and Development Officer
Contacts/liaise with the following offices:
Internally
• All Departmental Heads, Supervisors and
Staff
• Manager, Talent Management and Chief
Human Resource Officer
Externally
• Training service providers and professional
HR bodies
Education and Professional Requirements: The minimum education level required to
perform this job.
• A Second class upper Degree in Human Resource Management, Organisational
Psychology, Business Administration (Human Resource Management option), or any other
related field.
• A Master Degree in Human Resource Management, Organisational Psychology, Business
Administration (Human Resource Management option in Human Resource Management or
an equivalent is required.
• Professional registration with an accredited HR body (e.g., HRMAU or equivalent) is an
added advantage.
• A certification in Training of Trainers or learning and development is an added advantage.
Related Job Experience/Qualification: The experience required to perform this job.
• A minimum of seven (7) years of consecutive, relevant work experience in human
resources management, with at least two (4) years in a talent management, learning &
development or organizational development.
• Experience working in a structured HR department within a medium to large organisation is
preferred.
• Experience with Learning Management Systems (LMS), including administration and
reporting, is preferred.
• Experience in facilitation and coaching of various work force groups.
• Experience in energy, utilities, infrastructure, or heavy industry is an added advantage.
Additional Skills/Competences: In addition to the experience and educational
requirements listed above
• Strong understanding of talent management, leadership development, and workforce
planning
• Knowledge of highly technical workforce needs
• Strategic thinking and business acumen
• Data analysis and reporting skills
• Excellent facilitation, coaching, and stakeholder engagement skills
• High level of integrity and professionalism
• Strong project management and organizational skills
• Coaching and facilitation skills
• Ability to work with diverse teams and manage multiple assignments simultaneously.
• Good understanding of talent management principles, including learning & development
and performance management.
• Knowledge of Uganda Employment Laws and HR best practices.
• Collaborative, team-oriented work approach and conflict resolution skills.

Interested persons With requisite qualifications are invited to address their appligations with copies of certified academic documents, professignal qualifications and detailed Curriculum Vitae indicating two referees and their full addresses to:

The Chief Human Resource Officer,

Uganda Electricity Generation Company Limited (UEGCL) Block C, Victoria Office Park, Okot – Kiwanuka Close, Bukoto

P.O. Box 75831 Kampala.

Applicants should send copies of their application letter, curriculum vitae and academic qualifications, as one attachment only in portable documents format (pdf) indicating the name and position applied for in the subject line to email address addressed to jobs@uegcl.go.ug

Please note:

• Only shortlisted candidates will be contacted.
• Shortlisted candidates will be required to present their original copies of certified academic documents during interviews.
• Applications without authentic academic documents will not be considered.

Contracts will be issued in line with Ministry of Public service Guidelines.

UEGCL offers equal opportunities for both male and female applicants.

The deadline of submission is 31st August 2026.