Summary
Date Posted: Wednesday, October 11 2023, Base Salary: Not Disclosed

JOB DETAILS:
Job Purpose
As a member of the Senior Management Team (SMT), the Head of People and Organizational Development (OD) is responsible for contributing to the development and implementation of the Country Programme Strategy, develop people and OD and administration related strategies, policies, procedures systems as well as plan and lead their roll-out, which enable the CP to achieve its strategic AIMS and WaterAid’s mission. With a deep understanding of the CP strategy and context, she/he will develop and embed appropriate people and organizational solutions, policies, systems, and culture in compliance with labor law and other local laws and policies. She/he will provide oversight on staff engagement, performance management, staff wellbeing, and solutions in program/project design and implementation and ensure that partners have the right organizational capacity. The role holder provides oversight to staff security and safety. In addition, oversee the CP’s administration function, procurement, and logistics, while ensuring compliance and adequate management, maintenance, and safeguarding of WaterAid Rwanda assets.

C. Main Responsibilities and Duties
Strategic Leadership
• Take an active part in the implementation of the Country Program Strategy.
• Develop a clear understanding of the CP people, capacity, and structural needs with the Senior Management Team (SMT) and lead the development and implementation of a people and OD strategy and plans that supports the delivery of CP strategy.
• Works effectively as a member of SMT and contributes to overall strategic and effective leadership of the Country Programme by providing advice and support to the Country Director and SMT on People/OD and other management matters like on people management, OD processes, and support functions
• Promotes and embeds WaterAid’s values, culture, and leadership competencies.
• Work with the Regional People Lead and wider Global People team: Support the development and delivery of global and regional people projects, sharing learning and resources across the network.
• Develop organizational strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to strategic thinking and direction; establishing human resources objectives in line with organizational objectives.
• Implements human resources strategies by establishing accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, compliance, and labor relations.
• Develop human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances.
• Facilitates the implementation of special People & OD projects by identifying and clarifying issues and priorities; communicating and coordinating CP requirements; expediting fulfilment; evaluating milestone accomplishments; optional courses of action; changing assumptions and direction.
• Initiate policy and procedure ideas related to people management and support functions in adminstration.
• Takes an active part in collective leadership tasks as a member of the Senior Management Team.
People Management
• Resourcing: Identify skills and capabilities required to deliver current and future CP work. Develop an annual resourcing plan and support and challenge managers to make timely resourcing choices that secure the best talent. Use appropriate, effective, and creative recruitment and selection approaches
• Induction: Ensure new and transitioning employees receive a planned, effective, and timely induction, and coach managers on their role in delivering this.
• Identify and maximize potential: Support managers in identifying and maximizing potentials and drive development through succession planning and individual development planning to meet CP skills & capability needs.
• Learning and Development: Coach Managers and project coordinators to identify employee learning and career aspirations and agree on effective development plans. Recommend suitable learning methods and develop an annual CPs learning and development plan, supported by learning initiatives from the global people team.
• Leadership and Management Development: Work with the Regional People Lead and Global Leadership and Engagement Teams to build Line Manager capability and behaviors.
• Compensation and Benefits: Manage and continuously improve CP reward ensuring an appropriate mix of pay, benefits and non-pay rewards in line with WaterAid’s reward principles and national legislation. Contribute to reward benchmarking and coach managers in talking to employees about total reward. Ensure payroll and reward is delivered and communicated effectively.
• Employee Engagement: Foster high levels of employee engagement, including staff participation in the Global Employee Engagement Survey (GEES) and line manager capability, activating GEES action plans.
• People Policies and Processes: Develop and maintain all CP people policies, processes, and administration. Ensuring the staff handbook is kept up to date and in line with current statutory legislation and WaterAid’s global policies (i.e., employment contracts, starters, leavers, and change processes) and standards. Provide in-country management and user support on the WaterAid Human Resources Information System (PeoplePlace).
• Employee Relations: Provide specialist advice and instruction to managers on employee relations issues (i.e. disciplinary, grievance, capability, bullying, and harassment) in line with CP policy, Global WaterAid policies, and statutory legislation, working with legal providers as needed.
• Diversity Management: Give accurate and appropriate advice, training, and support to managers to recognize, respect, and enable diversity and inclusion.
• People Reporting: Collate and accurately analyze people data and metrics for use within the Country Programme and organizational-wide people reporting.
• Security Management: Seek guidance from the Global /Regional Security Manager to implement effective security processes and behaviors.
• Support and coach team for effective delivery of targets (HR, Admin., Security & Safety, Employee Well-Being, etc.).
Organisational Development
• Organisational capacity assessments: Carry out organizational, programme, project, and partner capacity assessments; develop and implement effective and sustainable capacity development interventions and programs.
• Support and deliver effective change management: Support managers to implement, communicate, and sustain change programs by ensuring clarity on the rationale for change, the future vision, what needs to be done, and the expected impact. Bring HR expertise to diagnose the change requirements across the structure, people, skills, and ways of working.
• Embed a Performance Management Culture: Embed and role-model a strong performance management culture and processes. Coach staff and managers in agreeing on SMART appraisal objectives, holding honest conversations, delivering feedback and recognizing success. Hold managers accountable for managing underperformance and implementing performance improvement plans where required.
• Partner OD: Contribute to and support Partner’s Organisational Development in close collaboration with other departments/ teams within the country programme, leading to ensuring adequate support to partner organisations.
Administration
• Supervise the development and implementation of effective administrative systems and processes for the CP.
• Develop and ensure the implementation of administrative policies for the CP, ensuring compliance of local laws, Global policies and guidelines.
• Ensure that WARW assets are adequately maintained and safeguarded
• Ensure that all external administrative transactions with service providers are in line with WaterAid policies and values e.g. procurement, selection of consultants, equipment/material suppliers, and vehicle maintenance.
Procurement
• Oversee the roll-out of the Procurement Policies and Procedures Manual,
• Monitor and ensure procurement processes are conducted (in the country office and at the field team level) in a compliant, time-efficient, and value-for-money manner including Preferred Suppliers and Vendors are identified and updated regularly
• Support the timely, smooth, and effective functioning of the Procurement Committee
• Lead the continuous improvement of procurement processes and practices
Perform any other responsibilities, tasks, or activities as reasonably required by the line manager as the range of duties is not intended to be a complete description of all.

Safeguarding, Safety & Security
• Create and maintain an environment that upholds Water|Aid’s Global Code of Conduct and associated safeguarding and child protection policies.
• Ensure that Safeguarding, Child Protection, and Gender Equality policies are fully embedded in project design and implementation as well as relationships with all actors
• Ensure that comprehensive health, safety and security measures (e.g. risk management plans, local security protocols) have been put in place when designing Programmes / project and are consistently upheld during their implementation.
• Ensure that partners WaterAid works with are adopt the same health, safety and security standards (as defined in any applicable WaterAid health, safety and security policies), and arrange for capacity building support where gaps or weaknesses are identified.
• Understand and put into practice the responsibilities under Safeguarding, Child Protection and Gender policies and Code of Conduct (CoC).
• Adhere to any local security protocols that have been put in place when working in the office, travelling to the field or undertaking project / Programme activities.
• Immediately reports any health, safety and security incidents or near-misses that occur on WaterAid duty to their line manager, Security Focal Point or CD.
• Behave and act in a manner that does not put colleagues or anyone that interacts with WaterAid in immediate danger or harm’s way.

Other
Perform any other responsibilities, tasks or activities as reasonably required as the above given that the duties and are not intended to be a complete description of all tasks.

D. Key Competences, Skills, Experience and Knowledge
• Master’s degree level qualification in Human Resources Management, Organisation Psychology, Organisational Development, or a master’s degree in business administration with a post graduate diploma in Human Resources Management. Candidates with relevant Bachelor’s degree and commensurate practical experience, and /or pursuing masters studies may be considered.
• Professional HR qualification highly desirable. Candidates with part professional qualifications or working towards certifications and having other experience may be considered.
• A minimum 10 years HR and OD experience with 5 years leading the HR and OD Department preferably in a regional or international development organisation.
• Highly proficient in organisational capacity assessments, recruitment, employee relations, reward, performance management, employment legislation, change management, organisational design, capacity building, policy and processes and learning and development.
• Ability to establish credible relationships within the organisation as well as with senior decision-makers in external institutions
• Competency in WaterAid common approaches to work including partnerships, convening, inclusion, systems strengthening, creating behavioral change, and mainstreaming gender and inclusion of youth.
• OD-oriented approach, strong knowledge of HR best practices and innovative new practices.
• Attention to detail
• Strong IT skills particularly MS Word, Excel, and Outlook, with experience of using HR databases, online recruitment tools, and Intranets.
• Analytical and numeracy skills, to produce and distill accurate information.
• Strong communication skills in written and oral English, and presentation
• Highly competent in interpreting and applying statutory legislation.
• Track record of empowering others and the ability to influence.

Behavioural competencies
• Good leadership qualities, team-building spirit, and problem-solving skills; should be able to draw confidence and support from staff, the Federation, partners, and other external stakeholders.
• Excellent people management capabilities.
• Self-motivated with excellent interpersonal skills and capacity to understand and work with a diversified multicultural and multifunctional team.
• Personal integrity, flexible attitude, sense of transparency, proactive, and respect for gender, diversity, and organization cultural.
• Cross-cultural awareness and sensitivity.
• Ability to work to deadlines and under pressure.
• Strong proven delegation, time management, and prioritizing skills.
• Agile, flexible, patient and adaptable to a changing environment.
• Effective networking abilities.
• Attention to detail.
• High personal integrity, Authentic and ethical behavior;
• A team player with commitment to social transformation, social justice, and gender equality
• Strong communication and IT fluency.
• Excellent verbal and writing in the English language

Job Experience: No Requirements

Work Hours: 8

Experience in Months:

Level of Education: Associate Degree

Job application procedure
• Interested candidates should click here to apply

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