Employment-law grounded
Contracts, discipline, leave, and termination language are checked against Uganda’s Employment Act and common donor or public-sector overlay — not copied from a generic template.
SERVICES
Human Resource Consultancy
HR policy, organisation design, and people systems for boards in Uganda — written so they stand up to the Employment Act, payroll-tax practice, donor conditions, and the governance scrutiny that already applies to finance.
People systems that match how the organisation is run — and how it is reviewed.
Manuals, structures, and reward arrangements only work when they match payroll, approvals, and the way work is actually done. Kisaka & Company advises on HR from a Kampala CPA practice: we read policies against the Employment Act, PAYE and NSSF practice, and the governance expectations that boards, donors, and regulators already apply to finance.
We work with private companies, public bodies, and NGO or project units that need HR a finance team and an auditor can follow. Scope is confirmed in writing. Where we also act as external auditor, independence rules apply and we will say so before work starts. Related search work sits on our general recruitment page.
At a glance
What you can expect when Kisaka & Company is asked to strengthen HR policy, structure, or reward.
Finance-literate HR
Payroll, PAYE, NSSF, and approval paths sit next to the people policy. We flag where a manual and the ledger disagree, so ICPAU-style review and URA inspection are less of a surprise.
Partner-led delivery
Sensitive structure and reward questions are discussed with engagement leadership. You are not left with a binder no manager will use after the workshop ends.
HR consultancy services
Illustrative scope — the exact services available depend on your entity type, employment law overlay, and independence rules. We confirm deliverables in an engagement letter before work begins.
Policy & manuals
Staff handbooks, HR manuals, and procedure notes covering recruitment, leave, discipline, grievances, and records — written for Uganda practice and for the files a donor or inspector will ask to see.
Discuss scopeOrganisation design
Structures, job families, and reporting lines that match the work, the budget, and segregation of duties. Useful when a programme grows, a board wants fewer layers, or finance and operations have drifted apart.
Discuss scopePerformance & reward
Appraisal frameworks, grade structures, and reward principles that a board can explain — including how bonuses or allowances sit with PAYE and with donor budget lines where those apply.
Discuss scopeHR for regulated / NGO entities
HR packs for financial institutions, public bodies, and NGO or project units: codes of conduct, conflict-of-interest rules, and staffing files that match grant, ICPAU, or sector-supervisor expectations.
Discuss scopeHow we run the engagement
A predictable cadence so management, HR, and finance see the same draft before anything is issued as policy.
01
Diagnose current HR
We review existing manuals, contracts, organograms, and payroll practice; interview key managers; and list the gaps that matter for law, donors, and day-to-day control.
02
Design policy & structure
We draft or revise the instruments in scope — policy, structure, grades, or reward rules — and test them against your budget, approval paths, and any grant conditions you give us.
03
Review with leadership
We walk the board, management, or programme lead through choices and trade-offs so the pack is owned internally before it is circulated as the official version.
04
Handover & adoption
We issue the agreed manuals or design notes, brief the people who will apply them, and leave a file complete enough for later audit, donor review, or staff briefing.
Let’s connect
Discuss a policy rewrite, a structure review, or HR for a regulated or donor-funded entity — we will confirm scope and the right team from Kampala.