Manager, Human Capital at Development Bank of Rwanda (BRD):Deadline :12-01-2021

1.      Background Information

Job Title:  Manager, Human Capital

Job Level:  Management, J5

Department of Human Capital and Corporate services

Reports to: Head, Human Capital, and Corporate services

Contract tenure: open-ended

Direct Reports:

a)      Officer, Payroll and Reward

b)      Officer, Performance Management

c)      Officer, Talent Management

2.      Purpose of the Job:

The purpose of this job is to shape the performance and development systems for all employees, designing and supporting the company talent frameworks including performance management, succession planning, and workforce/human resource planning whilst guiding and managing Human Resources services for the Company

3.      Main Responsibilities of the Job:

1. Provide inputs into the development of the BRD human management capital strategy, ensuring that the business leverages all information and data in developing a responsive human capital strategy
2. Development of the human capital management budget, ensuring that the budget is reflective of the human capital budget requirements
3. Recommend improvements to the existing policies, procedures, and processes on human capital management, to ensure the guidelines are reflective of the BRD day to day needs
4. Coordinate the performance management process across the business, capturing user feedback, timeliness, and quality in the process
5. Coordinate the training needs analysis process, ensuring accuracy and timeliness in the submission of the training needs report
6. Develop training programs to address the training needs analysis captured, ensuring the training budget is developed and approved in a timely manner
7. Coordinate the implementation of the training programs, ensuring calendars are submitted to users in a timely manner, suppliers identified and contracted, and training reports submitted in a timely manner
8. Asses the human capital processes, providing recommendations on the opportunity for automation
9. To contribute to the development of an organization-wide strategy for recruiting and onboarding a high-quality and diverse workforce through effective processes for staff screening and selection.
10. user departments to determine staffing requirements for each financial year, ensuring such appropriate approvals and budget allocation
11. Create staffing plans to guide the Bank in filling various positions and address staffing concerns as and when the need arises
12. Develop and implement recruitment plans, providing cost efficiency in the resourcing process, and ensuring responsiveness to the business talent need
13. Determine staff selection criteria in collaboration with respective hiring managers as a yardstick for shortlisting job applications;
14. Coordinate onboarding of new hires including to ensure quick familiarization with the work environment and fast settlement;
15. Generate recruitment reviews and reports on recruitment processes and systems and present to the HR Management Team and Senior Managers for information purposes and initiate improvements if need be;
16. Coordinate the maintenance of human resource records, both online and physical, for ease of reference when the need arises.
17. Coordinate the processing of payroll and all other benefits by reviewing salary adjustment reports, verifying payroll and deductions to ensure accuracy of staff pay;
18. Ensure that staff provident fund is transparently and effectively managed to entail the choice of viable and profitable investments
19. Ensure all social welfare programs are well managed
20. Establish succession planning strategies for identifying, developing, and promoting high potential and high performing staff.
21. Enhance occupational health, safety, and well-being by creating awareness, training, and coordinating payment of workers’ compensation claims
22. Develop annual leave plans for the staff of the unit and ensure compliance

4.      Performance indicators

a)      Fast turnaround of recruitment processes

b)      Regular trainings as per training needs analyses

c)      Training hours per staff member (Any standard known for this)

d)      Approved staffing plans

e)      Safe custody of human resource records

f)       Completed performance

g)      Up to date human resource policies

h)      Accurate payroll

i)        Occupational health and safety

5.      Working relationships

a)      Head, human capital and corporate services

b)      Heads of departments

c)      Staff within the human capital and corporate support department

d)      External recruitment agencies

e)      Human resource regulatory authorities

6.      Professional, academic qualifications and experience

a)      Bachelor’s Degree in HR, administration, or related field

b)      Relevant progressive experience of a minimum of five (5) years in Human Capital Development and Management

c)      Professional qualification in Human resource management

7.      Core competencies

a)      In-depth understanding of Human Resource policies and procedures

b)      Understanding of Organization design concepts

c)      Knowledge of performance management frameworks

d)      Understanding of Rwanda’s labor law

e)      Experience with execution of General HR Operations

f)       Employee relations

g)      Learning and development tools

h)      Remuneration and Job Evaluation Tools

i)        Knowledge of Recruitment and Talent Mapping

j)        Records Management

k)      Contract Management