Resetting expectations for green careers

Hey,

Welcome to Green Jobs Rising!

Today, we’re speaking with Phazil Akugizibwe, Human Resource Officer at EarthEnable.
If you’re curious about what HR really looks like inside a green organisation, what recruiters struggle with when hiring young talent, and why ‘soft life’ expectations can work against you, this one is for you.

Pauline: Phazil, welcome. Tell our readers a bit about yourself and what you do at EarthEnable
Phazil: I joined EarthEnable in late January as an HR intern and later progressed into the HR Officer role. I support employee relations and help ensure people fit well into their roles and have what they need to work effectively. I genuinely enjoy supporting people so they can perform well and make an impact in their communities.

Pauline: One of your colleagues described you as very approachable. There’s a common saying that you should not trust HR because HR serves the employer, not the employee. What’s your take on that?
Phazil: I think that idea is a myth. Trust is built through open communication and being approachable. I make sure employees know I’m there for them. I speak with people regularly, listen to what’s affecting them, and raise relevant issues to management. A key role of HR is bridging employees and the employer. When employees trust HR, they are more likely to share challenges, and HR can escalate those concerns appropriately. It really comes down to listening without judgement and maintaining a strong working relationship.

Pauline: From your perspective, what gap do you see in young talent applying for green sector roles, and how can they close it?
Phazil: One major gap is unrealistic expectations, especially at entry level. Expectations around salary, work environment, and responsibilities. Many young people expect a very corporate setup and an easy work life, yet many green jobs are hands on. Some want to supervise without first doing the work themselves. There is a need to reset expectations, be flexible, and understand the realities of the job. Start by learning the work properly, then grow into leadership.

Pauline: In your role, what’s the biggest challenge HR teams face when hiring for green roles in East Africa?
Phazil: One of the biggest challenges is helping people transition from what they learned in school to what we actually do in sustainable construction. For example, many engineers are trained using cement and conventional materials. At EarthEnable, we use different, locally available materials, so there is a learning curve. Another challenge is expectations. Some people join expecting an office-style job, yet here you supervise while also working on the ground. That said, many employees adapt quickly, and we have seen very positive results as an organisation.

Pauline: What’s one moment at EarthEnable that made you think, “Yes, this is why I am here”?
Phazil: I originally studied Social Sciences because I wanted to help people. When I shifted to Human Resource Management, I intentionally looked for an organisation aligned with serving marginalised communities. At EarthEnable, I saw how the work directly improves living conditions and transforms homes. That motivates me to keep supporting employees so we can continue improving people’s lives.

Pauline: How has working at EarthEnable changed how you define career success?
Phazil: It has taught me resilience. Success requires patience, learning from failure, and persistence. When things do not work, you adapt and keep going. At this stage of my career, I am learning where my weaknesses are and actively working to improve them. EarthEnable has helped me identify those gaps and grow.

Pauline: You sound like a philosopher. You might need to write a book one day. 😁
Before we wrap up, my colleague Risper had a question.
Risper Kiama: You mentioned that many people come in expecting a soft life. Where do you think this gap comes from?
Phazil: It is more about mindset and personality. Some people expect everything to be served on a silver plate. They may have the skills, but they want to command rather than execute. The key issue is flexibility and taking initiative.

Risper: Once they realise it is not a soft life, do most people adjust or do they quit?
Phazil: Many do adjust, and we have seen many success stories. Some do not adapt and eventually leave, but that number is relatively low. Most people become flexible once they understand the reality.

Pauline: Finally, what advice would you give young professionals trying to break into green jobs?
Phazil: First, be willing to learn. Learning never ends. Accept that sometimes you do not know, and allow others to teach you. Second, be flexible. Adapt to the environment and assess whether what you know applies in that context. Third, be proactive. Do not say, “That’s not in my job description.” Do what comes your way and learn through the process.

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