Summary
Date Posted: Wednesday, October 23 2024, Base Salary: Not Disclosed

JOB DETAILS:
NV the Netherlands Development Organization is an global development partner working in more than 25 countries in Asia and Africa. In Rwanda, SNV has been working for more than 30 years to improve people’s livelihoods by strengthening the capacities of public and private sector organizations and catalyzing partnerships. It does so by helping to realize the national development goals in three sectors: Agri-Food; Renewable Energy; and Water. SNV supports development in these sectors by working with the government, civil society, and private sector organizations.
JOB SPECIFICATIONS:
• Position: Country HR Manager
• Duty Station: Kigali, Rwanda
• Contract type: National employment contract
• Reports: Country Director
• Direct Reports: Administrative Officer
• Collaborations: Sector Leads, Program Managers, Country Operations Manager, Country Finance Manager and Global HR Team

SUMMARY ROLE:
SNV seeks a Human Resources Manager (HRM) for Rwanda Country Office to provide management with strategic input of HR services, policies, and procedures for the Rwanda Country Office. The HRM will advise the Country Management Team ( CMT) on all strategic human resources activities, labour relations matters, HR initiatives, develop and implement HR policies in accordance with Rwanda Labour Law and SNV standards. The Human Resources Manager is expected to work with the Country Director in providing comprehensive, professional and employee focused HR services to SNV Rwanda and to support the implementation of the HR strategy. As the only dedicated HR personnel at this time, the incumbent will be responsible for all day-to-day and administrative tasks related to human resource management. This position reports to the Rwanda Country Director. The HRM will supervise the HR Team and will be based in Kigali, Rwanda.

KEY RESPONSIBILITIES
HR Strategy for Country:
• Review and stay abreast of Country Employment Law advising on any new legislation that will impact SNV
• Review and maintain SNV country personnel policies, HR procedures, compensation, insurance and benefits packages annually and provide recommendations for amendment as necessary -Ensure that all SNV HR processes are “Audit Ready”. Keep HR files in order and secure.
• Determine and prioritize the country’s Human Resource (HR) needs and establish specific HR objectives for country office to ensure that HR policy/procedures and standards are met.
• Lead resolution of compliance issues as it relates to HR best practice and organizational policies
• Ensure country level management team members are well versed on country-related HR policies and that policies are implemented consistently.
• Advise Country Director on all HR related issues.
• Lead, in coordination with the Country Management Team the development of a career progression path for all job categories in Rwanda office.
• Facilitate the staff separation/exit processes.
• Review all HR service contracts, i.e Medical Insurance, Pension scheme, Life Insurance etc... for guidance and due diligence.
Compensation and Benefits:
• Review salary and benefits policies for local nationals to ensure that organization is able to attract and retain highly skilled staff
• In collaboration with the Global HR Team, conduct salary survey to ensure competitiveness of salaries against the market and make recommendations on the necessary changes
• Evaluate jobs and individuals’ pay for internal equity and make recommendations in liaison with CMT.
• Administer the payroll with minimum error and liaise with Finance to ensure statutory deductions are paid on timely manner.
Talent Acquisition/Recruitment:
• Partner with Hiring managers to evaluate staffing/business needs and determine specific position responsibilities and requirements to ensure accurate candidate sourcing
• Draft, review and/or approve job description
• Implement and keep updated CV database of (potential) staff, consultants, pre-screen candidates and arrange interviews,
• In coordination with project staff, issue and manage staff and consultant contracts, renewals, extensions and maintain central filing system for all personnel records;
• Support with selection and negotiation of contract with the right candidates, conforming to the project staff planning, compensation and benefits policy, corporate recruitment policy and requests from the CD, Country Sector Leader and/or Project Manager
• Oversee the on-boarding process and ensure the that the process is vibrant and comprehensive to ensure enjoyable and all-round orientation of new staff
• Ensure systems are in place for new staff undertake the on-line orientation programs.
• Provide guidance and oversight in collecting, recording and sharing information for learning purposes and investing in people centred knowledge management activities.
• Use HR data for decision making and for operational efficiency.
• Manage the performance management processes including appraisals after probation period, Performance Improvement Plan (PIP) and annual appraisals.
• Implement and support line managers in conducting performance appraisal processes,
• Analyze and identify development needs, implement HRD framework, and provide advice in career development,
• Arrange relevant (induction) training and development opportunities within (project) training budgets, based on HRD policies, consultation with and approval of CD and line managers and balancing business development requirements and individual employee needs
• Ensure induction, orientation, semi-annual and annual performance review and exit procedures are conducted for all staff as required
Employee Relations
• Work closely with supervisors to address issues affecting new staff
• Develop and maintain a healthy employee relations environment providing staff a venue to discuss their work-related problems and concerns.
• Advise and assist staff with disciplinary and grievance issues
• Mediate in staff conflict situations
Management and HR Advice
• Provide, asked and unasked advice to management (including Project Managers) on the HR policies, legal issues and organizational change.
• Advise and support Management Team on personnel matters within their team in order to support in business decisions and act as an effective business partner within the country

REQUIRED QUALIFICATIONS
• Master's degree in human resources or related fields preferred
• Professional certification in Human Resources Management would be an added value.
• Minimum eight (8) years of progressive experience in Human Resources
• Previous proven experience with nongovernmental organization.
• Knowledge of benefits contract language.
• HR practices knowledge - In depth knowledge of country Labour Laws and trends
• Ability to demonstrate diplomacy, sensitivity, and respect for confidentiality.
• Effective organizational skills, attention to details and ability to handle a large volume of work in an efficient and timely manner.
• Highly motivated, energetic, independent self-starter with strong team orientation.
• Demonstrated use of initiative and ability to make appropriate linkages in work requirements and anticipate next steps.
• Strong presentation and communications skills, oral and written.
• Proficiency in computer applications to include MS Office: Word, Excel and PowerPoint.
• Knowledge of Donors policies and procedures.

COMPETENCIES:
Managing Performance: Ability to plan and design practices, processes and procedures that allow for effective management of people, resources and processes to optimize overall organizational performance. Managing for performance includes the ability to delegate and encourage growth and leadership across the team(s) as part of maximizing performance and productivity.
Strategic Thinking: Applies organizational knowledge to identify and maintain focus on key success factors for SNV while recognizing, anticipating and resolving organizational challenges. Ability to develop organization- and industry-specific expertise and apply sound decision-making processes to reach productive resolutions that translates strategy into actionable business plans.
Effective Communication (Oral & Written): Understands effective communication concepts, tools and techniques; ability to effectively transmit, explain complex technical concepts in simple, clear language appropriate to the audience; and receive, and accurately interpret ideas, information, and needs through the application of appropriate communication behaviours.
Risk Management: Knowledge of processes, tools and techniques for assessing and controlling the organization's exposure to risks of various kinds; ability to apply this knowledge appropriately to diverse situations.
Innovation: Develops new, better or significantly different ideas, methods, solutions or initiatives within assigned role that result in improvement of SNV’ s performance and meeting objectives, results and global commitments.
Accountability: Holds self and others accountable for all work activities, research and personal actions and decisions; follows through on commitments and focuses on those activities that have the greatest impact on meeting measurable high-quality results for SNV’ s success. Exercises ethical practices, respectful words and behaviors, and equitable treatment of others in all activities.

Work Hours: 8

Experience in Months: 96

Level of Education: Postgraduate Degree

Job application procedure

The application file containing the following documents should consolidated in one PDF file & submitted to the Country Director via our recruitment portal - via SmartRecruiters at https://smrtr.io/nLdgx , no later than November 23, 2024.
These documents include:
• Motivation letter.
• Updated CV which has 3 professional references, including current and previous direct supervisors with their full names, phone number and email address;
Shortlisting
Shortlisting and interviews will be done on rolling basis until the position is filled. Only applicants fulfilling the above requirements will be contacted. If you do not hear from us within one month from the submission date of your application, consider your application unsuccessful.
Working at SNV
SNV is a great place to work and prides itself on its comprehensive benefits package. We offer competitive salaries and a dynamic inclusive work environment.
SNV is proud to be an equal opportunity employer. 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, and requires affirmative action to ensure equality of opportunity in all aspects of employment. This is also to include inquiry about, disclosing, or discussing their compensation or the compensation of other applicants or employees.
SNV offers a challenging work environment, opportunities to lead and innovate, and a commitment to growing your skills in a fulfilling and diverse working environment. Our staff benefit from, and contribute to, an internal and global network of experts.
For more information on SNV, please refer to our website: www.snv.org
Vetting
SNV carries out rigorous background and reference checks concerning possible safeguarding incidents for all candidates applying for International determined positions. As SNV participates in the Inter-Agency Misconduct Disclosure Scheme, all reference checks include a request to past employers to fill in a questionnaire regarding Misconduct (sexual exploitation, sexual abuse, or sexual harassment), the “Statement of Conduct". This Statement of Conduct adopts the definitions used in the Scheme. 
Data Protection assurance
SNV will not retain your Personal Data for longer than is allowed by law or is necessary for the Purposes.
If you are selected and offered employment, the Personal Data you have provided will be used by SNV for the purpose of human resource management and administration. If you are unsuccessful on this occasion to secure employment with SNV, SNV will retain your Personal Data for one (1) year for the purpose of considering you for other suitable positions as and when they arise. If you do not wish to be considered for other suitable positions by SNV, please indicate accordingly in the acknowledgment section.

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