Talent Development Coordinator
University of Global Health Equity (UGHE) Kigali, Rwanda
Description
Job Title: Talent Development Coordinator
Reports to: Talent Acquisition and Development Lead
Department: Human Resources
Organization: University of Global Health Equity
Type: Regular and Full Time
Location: Kigali with travels to Butaro
Role Overview
The Talent Development Coordinator supports the design and implementation of UGHE’s talent development strategies, ensuring alignment with university’s goals. This role coordinates learning and development programs, assists with training needs assessments, career pathing, and succession planning, and ensures inclusive onboarding experiences. The Coordinator also tracks professional development fund usage, monitors learning analytics and provides administrative support to the Talent Acquisition and Development Lead contributing to a culture of continuous learning and staff growth across the university.
Responsibilities
1. Talent Development Strategy & Policy Implementation
- Support the development of talent development policies and strategies.
- Assist in implementing university-wide talent development strategies, ensuring alignment with UGHE’s mission, vision, and workforce planning needs.
- Disseminate talent development policies and guidelines to staff and managers, ensuring clear understanding and consistent application across departments.
- Support periodic reviews of talent development policies and strategies, collecting feedback from staff, heads, directors and chairs of departments and recommending revisions based on emerging best practices and organizational changes.
- Align learning interventions with UGHE’s strategic goals and talent management priorities.
- Help communicate and reinforce new talent development policies and practices, supporting change management efforts related to strategic initiatives.
- Provide administrative and coordination support to the Talent Development Committee or equivalent body.
- Monitor adherence to talent development procedures and escalate non-compliance or implementation gaps to HR leadership for action.
2. Workforce planning and Coordination of Development Interventions
- Help identify and prioritize strategic learning and development initiatives that support university goals, leadership pipelines, and talent retention.
- Work with the Talent Acquisition and Development Lead and departmental leaders to embed talent development goals into development plans.
- Organize and facilitate internal and external training programs, workshops, and coaching sessions.
- Maintain a calendar of development activities and ensure timely communication to stakeholders.
- Collaborate with the Talent Acquisition and Development Lead and management to translate performance evaluation insights into actionable development plans.
- Provide input to talent planning discussions by sharing insights from training needs assessments, employee development trends, and participation data.
- Monitor the execution of strategy-related learning interventions and provide periodic progress updates, identifying challenges and proposing solutions.
- Act as a liaison between departments to ensure that development programs and policies are consistently applied and aligned with strategic talent needs.
- Maintain records of successful talent development initiatives, gathering data and qualitative insights to inform future strategic planning and policy refinement.
- Provide logistical and coordination support to internal bodies overseeing talent strategy, including organizing meetings, preparing documentation, and following up on action items.
- Track progress on individual development plans (IDPs) and support performance improvement interventions.
- Ensure that learning activities support the achievement of performance goals.
- Ensure all learning programs are inclusive, accessible, and aligned with the university policies.
3. Training Needs Assessment (TNA)
- Collaborate with departments and managers to assess the university and individual training needs.
- Identify learning and development needs in the university through job analysis, performance review data; annual interview reviews and regular consultation with managers and staff;
- Define and propose to the Talent Acquisition and Development Lead an annual learning and development plan for the University, finding synergies in between departments, prioritizing training needs, assessing and optimizing required budget
- Recommend and prioritize learning programs based on findings.
- Ensure compliance with UGHE’s values in development programming.
4. Career pathing and succession planning
- Assist in developing and maintaining clear internal career paths, ensuring employees have access to and understand potential growth opportunities within the university.
- Share tools, guides, and information that empower employees to explore future roles and take ownership of their career progression.
- Collaborate with managers to collect and organize information on high-potential employees for talent development and succession planning purposes.
- Ensure succession planning databases or spreadsheets are up to date with accurate employee data, talent profiles, and development progress.
- Regularly monitor and report on the readiness levels of identified successors for critical roles, helping leadership assess bench strength.
- Keep records current by logging completed development activities and progress on action plans for employees in the succession pipeline.
- Compile relevant data, reports, and presentation materials needed for talent review meetings with leadership.
- Record decisions, agreed next steps, and individual development actions resulting from talent reviews, ensuring follow-up and accountability.
5. Management & Tracking of the Professional Development Fund
- Track and maintain up-to-date records of individual usage of the professional development fund (PD Fund).
- In Collaboration with Finance, generate periodic reports highlighting fund usage trends, departmental breakdowns, and available balances
- Detect and report inconsistencies, underutilization, or policy non-compliance to ensure proper and equitable fund usage.
- Provide guidance to staff on fund eligibility, application processes, and approved development activities to encourage effective use.
6. Onboarding of New, Promoted, and Transferred Staff
- Oversee the onboarding of new hires, promoted, and transferred staff, ensuring timely delivery of relevant materials, tools, and orientation sessions.
- Collaborate with managers to tailor onboarding plans based on role-specific responsibilities and departmental needs.
- Collect and analyze onboarding feedback to identify gaps and continuously improve the experience for all new hires and staff transitions.
- Support integration of new and transitioning employees into organizational culture, values, and compliance standards from day one.
- Keep accurate records of completed onboarding tasks, materials distributed, and feedback collected to support HR compliance and process tracking.
7. Development of Dashboard & Learning Analytics
- Build and regularly update a user-friendly dashboard to track key learning metrics such as participation, completion rates, and development progress
- Produce periodic analytics reports for the Talent Acquisition & Development Lead and senior leadership to support evidence-based decision-making.
- Monitor key performance indicators (KPIs) related to training quality, engagement, and impact on performance outcomes.
- Analyze the effectiveness and return on investment (ROI) of learning programs, identifying trends and areas for improvement.
- Maintain high-quality data in learning systems and ensure consistency across tracking tools and reports
Key Attributes
- Strong organizational and coordination skills.
- Analytical and detail-oriented with ability to interpret learning data.
- Excellent communication and interpersonal skills.
- Proactive and resourceful with ability to manage multiple priorities.
- Passion for people development and continuous learning.
- Cultural sensitivity and commitment to equity and inclusion.
- Technologically literate
Qualifications
- Bachelor’s degree in Human Resources, Organizational Development, Education, Psychology, or a related field.
- A postgraduate qualification or professional certification in Learning & Development, or Talent Management is an added advantage.
- Minimum 3 years of experience in a similar role in HR or Learning and Development.
- Experience working in higher education, healthcare, or international development settings is preferred.
- Proficiency in HRIS, LMS, and learning analytics tools
- Familiarity with career development frameworks and succession planning best practices
- Strong reporting and data visualization skills (e.g., Excel, Power BI, or similar tools)
Performance Metrics
- % completion of annual training plan vs. planned.
- Utilization rate of the development fund.
- Onboarding satisfaction scores
- Number and quality of training needs assessments completed annually.
- Integration rate of performance-based development plans.
- Accuracy and timeliness of dashboard reports and analytics.
- Feedback ratings from training programs and internal stakeholders.
How to Apply
Applicants should provide: (1) curriculum vitae, (2) Degree, (3) A cover letter describing your interest in UGHE and relevant experience. Please upload these under the ‘Additional Files’ tab on the application page.
University of Global Health Equity is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law.
Organizational Profile
UGHE is a new kind of university focused on training the next generation of global leaders in health care delivery. The university launched in Rwanda in September 2015. Through an academic experience uniquely rooted in the values of equity, students are empowered to both ease suffering at the bedside and drive transformational, systemic changes to the health system.
UGHE is an initiative of Partners In Health (PIH), an internationally recognized non-profit organization whose mission is to provide a preferential option for the poor in health care. In over nearly three decades of operating alongside public sectors in countries around the world, PIH has developed a model to deliver high quality healthcare to some of the world’s most marginalized communities. Nowhere has this impact been more profound than in Rwanda, where Inshuti Mu Buzima—PIH’s sister organization—and our government partners have driven innovation for a decade.
Members of the UGHE community are tenacious and resolute in our drive to attain social justice, make common cause with those in need, listen to and learn from others, and operate with honesty and humility as we uphold academic integrity and intellectual curiosity. The University of Global Health Equity seeks individuals committed to these values to join the team.
Commitment to Safeguarding and Prevention of Sexual Exploitation, Abuse and Sexual Harassment
At UGHE, we are committed to ensuring that those who benefit from our work- including community members – as well as our students, contractors, staff, and visitors to our campus are treated with dignity and respect and protected from sexual exploitation, abuse and harassment and any form of systemic abuse, whilst reducing risk and vulnerabilities. A range of pre-employment checks will be undertaken in conformity with UGHE’s policy.
UGHE will request information from applicants’ previous employers about any findings of fraud, harassment, sexual harassment and any form of systemic abuse or incidents under investigation when the applicant left employment. By applying, the job applicant confirms their understanding of these recruitment procedures.
Interested candidates please apply to this link : https://jobs.jobvite.com/pih/job/ohg5wfwS/apply
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