Job description
A. Advice on Strategic Human Resource Management.
– In consultation with the Permanent Secretary and the Director in charge of Finance, prepare and implement the annual Human Resource Plan to support the overall strategic aims and objectives of the institution.
– Identify, design and implement strategic Human Resource projects, as and when required.
B. Advice on Recruitment and Selection.
– Advice on recruitment process and ensure candidates fit the job requirements.
– Advice on the process of advertisement of vacancies and assess applications and interview of applicants.
– Advice on the management and orientation of new employees, process probationary reviews, new employee evaluations and terminations.
– Analyze the skills and qualities required for each particular job and provide guidelines for developing job descriptions and specifications.
C. Advice the Management of the institution on Skills Development.
– Coordinate capacity needs assessment process.
– Identify training /skills/competency needs within the Ministry.
– Coordinate career development, succession planning, and talent management need in partnership with line management.
– Submit the skills development plan within the prescribed timeframe.
– Identify skills shortages and where there is a need to improve and inform management.
– Administer the evaluation of all learning and development activities.
D. Advice the Permanent Secretary and other managers on Employee Relations.
– Work closely with senior and line managers, providing them with expert guidance, coaching and support on the full range of HR activities (including policies and procedures, terms and conditions of employment, human resource and career development, restructuring of services, performance management, human resource planning etc.), in order to ensure a consistent and fair approach to human resource management throughout the institution.
– Keep up to date with HR legal developments and advise management on compliance and risk factors.
– Manage investigations, disciplinary, and grievance matters in conjunction with the Permanent Secretary and the Director in charge of HR.
– Provide advice and guidance on individual employee relations cases, ensuring that these are well managed and meet the requirements of related policies and employment legislation.
– Ensure that managers and staff are aware of the policies and procedures and able to operate them effectively.
– Provide support to staff on HR issues, as and when required.
– Ensure that staff are informed and updated on key business and issues regarding strategic HR management.
E. Advice on Performance Management Systems, systems and procedures
– Provide advice on performance management process. Custodian of effective performance management practices.
– Ensure that performance management is standardized and that all employees are informed of and trained in the application of the performance management model and system.
– Monitoring the implementation of the performance appraisal and ensuring that mid-term and annual appraisals are carried out in a timely manner and followed up.
– Consolidating Reports on the results of performance appraisal.
F. Change Management
– Lead programs that are aimed at improving employee morale.
– Identify and analyze current institution effectiveness and propose solutions to address the gaps.
Minimum Qualifications
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Bachelor’s Degree in Business Administration with specialization in Human Resource
3 Years of relevant experience
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Bachelor’s Degree in Management with with a professional certification
3 Years of relevant experience
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Bachelor’s Degree in Human Resource Management with a recognized Human Resource Professional Certification
3 Years of relevant experience
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Master’s Degree in Human Resource Management with recognized Human Resource Professional Certification
1 Year of relevant experience
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Degree in Public Administration with a recognized Human Resource Professional Certification
3 Years of relevant experience
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Degree in Administrative Sciences with a recognized Human Resource Professional Certification
3 Years of relevant experience
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Degree in Law with a recognized Human Resource Professional Certification
3 Years of relevant experience
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Degree in Management with a recognized Human Resource Professional Certification
3 Years of relevant experience
Competency and Key Technical Skills
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N/A
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Strong critical thinking skills and excellent problem solving skills.
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Inclusiveness
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Accountability
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Communication
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Teamwork
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Client/citizen focus
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Professionalism
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Commitment to continuous learning
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Resource management skills
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Analytical skills
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Problem solving skills
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Decision making skills
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Time management skills
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Risk management skills
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Results oriented
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Digital literacy skills
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Operating knowledge of human resource management systems and processes;
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Fluency in English, Kinyarwanda or French. Knowledge of all is an added advantage
