Summary
Date Posted: Wednesday, November 09, 2022 , Base Salary: Not Disclosed

JOB DETAILS:
Head of Human Resources

Group Human Resources Manager I Talent Acquisition I Talent Management l Performance Management l Organizational Development
Ecobank Rwanda is hiring for the position of Head, Human Resources, based in Kigali. The primary objectives of this role is to:

• Lead Human resources practices and objectives that will produce an employee oriented and high-performance culture which emphasizes empowerment, quality and productivity.
• Effectively manage the human resources functions of the affiliate, with a view to ensuring alignment of HR strategy to the business strategy.
• Propose all initiatives and implement all actions deemed necessary to provide the affiliate with the adequate human resources.
• Promote an environment that enables both the Business and the employees to perform at their full potential. Act as a business partner to line Managers.
• Provide guidance and counselling to employees to help them perform and grow in their jobs.
• Implement a clear policy framework, in compliance with all Labour related laws.
• Ensure that it achieves a competitive capacity through the provision of the following services below within the framework of compliance and regulations as specified by the Rwanda law and by Ecobank Group:
• Staffing/Recruitment
• Succession planning
• Training and development,
• Compensation and benefits
• Human resources policies and procedures
• Employee Relations, Performance Management Operations & Information Systems, Personal/Payroll transactions.

Key Responsibilities
1. Resourcing: Make available for the bank’s operation the right people in the right place at the right time.
• Identify expertise required to implement business strategies, in terms of roles/headcount/ skills
• Facilitate recruitment and selection process to bring new talent into the bank
• Create a pool of successor for key jobs and positions
• Ensure that successors are identified for each key position
• Coordinate the development and maintenance of career paths for high performing and promoting employees.

2. Training and Development: Provide Training and development opportunities which are timely and relevant from an individual respective and firmly linked to the bank’s business needs.
• Initiate and contribute to the formulation of a training and development Strategy
• Identify training and development needs on the basis of the group’s core and technical competencies, audit reports, new products, new technology etc.
• Offer cost effective solutions to identified training and development needs
• Put in place Personal Development Plans (PDP’s) for all staff and transform the identified individual gaps into relevant training and development solutions.
• Direct majority of our development activities towards our best and potential people and the bank career plan.
• Work with training specialist to set up appropriate training structures for the delivery of training in the bank and a working administrative system in the area of training
• Coordinate the implementation of training programs
• Evaluate training programs
• Identify highflyers and successors to various positions
• Design and coordinate succession plans
• Facilitate inter-functional transfers
• Coordinate and monitor career development plans
• Coordinate the performance management process
• Encourage individual self-development initiatives through the provision of conductive environment and support to help employees achieve the bank’s objectives.

3. Employee Relation and Compensation and benefits: Ensure good and harmonious management/Employees’ relations and to build and maintain a comparison system which recognizes the contribution of each employee.
• Consult with respective employees and/or union (where applicable)
• Coordinate negotiations between staff representatives and management (where applicable)
• Ensure effective internal communication within the bank
• Maintain and assist with procedures related to discipline and sanctions
• Monitor compliance with standards, legal procedures and regulations
• Develop welfare programs; Social, Culture & Personal
• Design remuneration policies to reward, motivate and retain key and promoting staff
• Conduct compensation surveys to assist in deciding the levels of salary increase and provision benefits
• Implement remuneration strategies
• Establish levels of competitive salaries
• Determine salaries of new employees
• Coordinate bonus calculation and payment
• Update existing benefits in line with market trends
• Introduce a competitive system of benefits

4. HR Operations and Information Systems: Organize, process and produce employee data and information for informed management decisions.
• Gather, analyse and maintain data and information on staff
• Maintain and improve precise and timely salary payment procedures
• Coordinate loans and manage pension fund issues
• Gather and forecast staff costs
• Monitor available headcount or skills
• Check security backgrounds of employees, medical checkups
• Monitor and implement HR budget
• Insure implementation and compliance with operational instructions from HR and Audit mission
• Implement effective staff administration system: handling personnel files, handling staff statistics etc.
• Manage and insure follow-up of employee leave schedules
• Coordinate salary advances and loans processes
• Drive transformation at Ecobank Rwanda through productivity of people-improve the efficiency and productivity to the people, branches, focus less administrative tasks and more strategic issues that add value to the business.
• Recruit, motivate and retain high performers(hippos)/key or quality employees in a highly competitive environment and mitigating poaching of staff by creating a high level of staff loyalty.
• Develop and maintain a 1-3-year pipeline at high potential local talent to place as successors to current business/Department/unit heads
• Achieve and maintain realistic employee satisfaction results
• Support new business initiatives that will lead to much needed business growth while still ensuring we operate within approved headcount levels.
• Implement and manage change within a multi-cultural environment.

Job Profile Experience & Qualifications
• Bachelor/ Master’s degree in HR Management or related field of study.
• Language (English & French)
• At least 5 years work experience in human resources function of a large dynamic multi-national organization

Skills, Capabilities & Personal attributes
• High level of initiative
• Strong planning & Organizing skills
• Attention to details
• Ability to work under pressure and meet tight deadline
• Excellent communication & interpersonal skills
• Ability to maintain confidentiality
• Ability to interact with and engage Senior Management & other levels in a confident manner
• Ability to work in a diverse & dynamic environment


Job Experience: No Requirements

Work Hours: 8

Level of Education: Bachelor Degree

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