JOB DESCRIPTION
HR MANAGER
|
Position Title |
HR Manager |
|
Department |
Human Resources |
|
Reports To |
General Manager |
|
Direct Reports |
2 Staff |
|
Location |
Project site, Gisagara District, Southern Province, Rwanda |
1. Purpose of the Role
Human Resources
The HR Manager is a Department Manager-level position
responsible for leading and professionalizing the Human Resources function on
site. The successful candidate will take full ownership of the design,
communication, and implementation of new organisational structures, HR
policies, working-time arrangements, and employment contracts for the entire
workforce (permanent, casual, and cooperative), while ensuring full compliance
with Rwandan Labour Law and maintaining constructive relationships with
employees, local communities, and Government authorities.
2. Key Responsibilities
Recruitment & Staffing
- Lead
the design, Shareholder sign-off, and implementation of new organisational
structures, reporting lines, and working-time arrangements across the
business
- Own
the end-to-end roll-out of new HR policies and procedures, ensuring clear
communication, staff understanding, and consistent application
- Plan
and manage the re-issuance of employment contracts to all permanent,
casual, and cooperative workers, working closely with the legal team to
ensure full compliance with Rwandan Labour Law
- Develop
and manage detailed implementation plans and timelines for all change
initiatives, reporting progress and risks to the General Manager as
required
- Meet
agreed corrective-action plans and delivery timelines set by the
Shareholder without requiring close supervision
- Develop,
update, and maintain a comprehensive suite of HR policies aligned with
Rwandan Labour Law
- Work
closely with the legal team to ensure all contracts, policies, and HR
practices are fully compliant with current Rwandan labour legislation and
evolving regulatory requirements.
- Maintain
accurate, audit-ready HR records, contracts, and documentation for all
employee categories.
- Ensure
statutory compliance in areas such as social security (RSSB), PAYE, work
permits for international staff, and other regulatory obligations.
- Oversee
HR administration for approximately 200 permanent employees (local and
international) and a casual/cooperative workforce of 200–500 community
members.
- Design
and implement appropriate contractual and engagement frameworks for casual
and cooperative labour that are fair, compliant, and administratively
manageable at scale.
- Manage
the full employee lifecycle: recruitment, onboarding, contracts,
performance management, disciplinary processes, grievances, and exits
- Oversee
payroll input, leave management, attendance, and time-and-attendance
systems for all worker categories.
- Act as
a key point of contact between the company, the local community,
cooperatives, and local Government authorities on employment and
labour-related matters
- Build
and maintain constructive working relationships with District and
Sector-level authorities, local leaders, and community representatives
- Lead,
coach, and develop a small HR team (two direct reports), building their
capability to take on more complex HR administration tasks
- Set
clear objectives, priorities, and standards for the HR team, and manage
performance robustly
- Ensure
adequate HR service coverage across a demanding operational site with
minimal supervision from senior management
- Maintain
and analyse HR metrics (headcount, turnover, absenteeism, casual labour
utilization, grievance/disciplinary) to inform decision-making
- Provide
regular, accurate reporting to the General Manager and Shareholder on HR
KPIs, change programme progress, workforce data, and emerging risks
3. Required Qualifications & Experience
Lakes & Rivers
- Bachelor’s
degree in Human Resources Management, Business Administration, Law, or a
related field; a postgraduate qualification or HR professional
certification (e.g., CIPD, IHRM) is an advantage
- Minimum
10 years’ progressive HR experience, including at least 3–5 years in a
senior HR Manager or Department Manager role
- Excellent
IT skills, including strong proficiency in Microsoft Office (Word, Excel,
PowerPoint, Outlook) and experience using HRIS/payroll systems
- Strong
policy drafting and technical writing skills, able to translate legal and
regulatory requirements into clear, practical policy documents
- Demonstrable,
verifiable track record of successfully designing and implementing
organisational change, HR policy overhauls, and contract renewal
programmes — ideally within a large-scale industrial, construction,
mining, agribusiness, or infrastructure project
- Strong
working knowledge of Rwandan Labour Law and statutory HR compliance
requirements (employment contracts, RSSB, work permits, termination
procedures, etc.)
- Prior
experience managing a
mixed workforce of permanent, casual, and cooperative/community labour is
strongly preferred
- Experience
operating in a remote, rural, or resource-constrained project environment,
ideally within Rwanda or the East African region
4. Leadership & Behavioural Competencies
Human Resources
- Strong,
decisive leadership with the resilience and credibility to drive through
difficult and sometimes unpopular changes
- Excellent
interpersonal and people skills, with the ability to build trust across a
highly diverse workforce and community
- High
personal integrity, discretion, and sound judgement in handling sensitive
employee and community matters
- Cultural
sensitivity and genuine commitment to engaging respectfully with a
low-income, rural community context
- Excellent
verbal and written communication skills in English; French and/or
Kinyarwanda strongly preferred
- Strong
organisational and project management skills, able to manage multiple
concurrent workstreams to a demanding timeline.
- Comfortable
working autonomously on a remote site with minimal day-to-day oversight,
while remaining accountable and transparent in reporting to senior
management and the Shareholder.
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