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Position/Employment type: HR Manager, Rwanda /Permanent Employee
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Organization/Reporting line: GardaWorld /Reporting to the Country Manager
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Place of work/Travel: Kigali, Rwanda / with travel to other locations where the Company has operations.
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Contact and Cooperation:
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Internally: Company-wide/globally. Main cooperation with all Rwanda staff. Working with Legal, Finance, Compliance, and SS-MEA shared services.
Externally: Recruitment agencies, service providers, candidates, government authorities, insurance brokers, lawyers.
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Job Outline:
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We are looking for an exceptional HR professional who thrives working in a fast-paced and entrepreneurial environment. Under the direction of the Country Manager, the HR Manager provides general HR guidance and solutions across management and operational issues for Rwanda.
The HR Manager partners with management to facilitate the delivery of HR services to ensure the organisation’s HR requirements are met and that HR strategy is implemented effectively. The HR Manager serves as the main point of contact for employees based in Rwanda and answers questions regarding HR policies and procedures.
Key Responsibilities include but are not limited to:
Employment
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- Overseas the implementation of Human Resources across Rwanda .
- Manage recruitment and selection for new hires into the Rwanda team – this includes writing job descriptions, managing applications on the applicant tracking system, preparing interview questions, and managing the recruitment process through to offer. The selection process also includes pre-employment screening and vetting.
- Managing recruitment of Security Officers and ensuring that Laws related to recruitment and contracting of security officers are fully adhered to.
- Manage and develop the on-boarding and induction processes, ensuring all employees are welcomed to our company and well-versed in the organization’s standards and practices before embarking on their new roles.
- Maintaining up to date contractual agreements to ensure that these agreements are in line with local employment law.
- Maintains employee records by ensuring employee files are up to date with all the relevant documentation.
- Enforces management guidelines by developing, updating, and recommending human resource policies and procedures to ensure they support best practice, while ensuring local practices, laws and regulations are adhered to.
- Provides input to a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Makes recommendations to senior management on workforce and succession planning.
- Analyzing and evaluating HR metrics and reports, feeding back the findings to relevant managers and advising on changes and improvements.
- Working with company legal officers (internal & external) to ensure all labour matters are properly addressed.
- Partnering with senior business stakeholders to develop and implement Employee Relations best practices and programs and dealing with complex cases, such as disciplinary, grievances and appeals.
Change Management
- Support HR integration activities, in partnership with global HR and M&A teams, to provide project management support on acquisitions, mergers and other transactions ensuring that change initiatives, meet objectives.
- Identify, track and monitor risks and issues for HR deliverables in change management, proving solutions to mitigate any risks and issues.
Human Resources Information Systems (HRIS)
- Manages the development and maintenance of the Human Resources sections of online systems and services, applicant tracking system, company information systems, and intranet sites.
- Assists in the development and utilizes Human Resources Information module in NAV to the company’s recordkeeping and management advantage.
- Ensure all staff records in NAV are updated accordingly.
Performance Management and Employee Development
- Management and coordination of the performance management process that includes performance development plans (PDPs), performance improvement plans (PIP’s), and employee development programs.
- Manage and maintains an in-house employee training system that addresses company-training needs including training and development needs assessment for existing employees, management development and new employee orientation or onboarding.
- Any other comparable duties and tasks that may be assigned by GardaWorld management.
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Accountability:
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The HR Manager is accountable to the Country Manager for the responsibilities stated in this job description. These responsibilities will be monitored and managed through the mid-year and annual performance review and supported through the monitoring of their KPIs.
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Authority:
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As directed and delegated by the Country Manager or HR Director.
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Competencies:
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- Adapting and Coping – Works productively under a high-pressure environment and keeps emotions under control during difficult situations.
- Persuading and influencing – Gains clear agreement and commitment from others by persuading, convincing, and negotiating.
- Planning and organizing – Plan activities and projects well in advance and takes account of possible changing circumstances.
- Deciding and initiating action – Takes responsibility for actions, projects, and people which may involve touch choices or are considered a risk.
- Adhering to principles and values – Upholds ethics and values and demonstrates integrity.
- Creating and innovating – Seeks opportunities for organisational improvements.
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Experience:
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- Experience working in an fast-pased environment.
- University Degree in Human Resources Management, or equivalent.
- Industry experience is desirable but not a must.
- Fluent in English, oral and written.
- The ability to converse in French is desirable.
- 5-8 years of relevant experience in a management position.
- Must be a Rwandan by nationality.
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How to apply
Interested candidates should send their CV and Cover Lettre (All in One document) through the “Apply” button below no later than 16th May 2022
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