Job description

About the role

The Head of Human Resources will provide strategic direction to Leadership on all Human Resources (HR) requirements as well as align the Human Resources strategy for the country, to that of the business product lines and Group HR Strategy. As an active member of the executive team, s/he will provide leadership to the Human Resources team in driving HR Service excellence, team productivity, engagement, and overall business performance. 

In addition, the role holder will be responsible for creating and implementing HR Plans that support optimal business performance in all areas of Human Resource in line with HR policy standards and industry best practices. 

This role reports functionally to the Group Human Resources Director and administratively to the Chief Executive Officer (Rw) and will be based in Kigali, Rwanda. 

Key Responsibilities:

Human Resources Strategy - 30% 

• Define annual and long-term people plans as aligned and by interpreting business line priorities.
• Work with executive teams in the business to refine, interpret, refine and embed their strategic plans into tactical HR operational plans. 
• Proactively consider current and future business plans for expansion, market changes, and process and system changes, to review the organization design.
• Engage with business unit Heads to look for opportunities to create better alignment between the organization structure and the strategy of the Bank.
• Act as a trusted advisor to the senior decision-makers on the change approach and the risks associated as well as oversee the implementation of the change plans.  
• Review the business architecture in place in the business area in consultation with Group HR Leadership to determine areas for improvement. 

People Operations - 30%

• Review the overall mix of grade levels, competency levels, resource types (perm and non-perm), cost of resources as well as skills levels and benchmark against industry norms.
• Identify areas for improvement and work with the executives in the business and Group to highlight where change may be needed. 
• Partner with finance to ensure headcount and budget is accurate as well as assist in compiling business cases where additional headcount is required due to business changes or transitioning of work with digitization where appropriate.
• Define a need for internal and external talent maps for recruitment or talent development purposes in addition to strategic workforce planning of non-permanent resources with the business leaders and periodically review actuals against these targets.
• Participate and prepare line managers to represent the bank in union negotiations for wages, engagement on working conditions, structural changes, and revision of employee benefits as well as present employee relations measures and status updates on trends within the business at the senior leadership forums. 
• Interact with the group in creating an organizational pipeline of available successors. As part of the talent review sessions, develop successor development plans and participate in the selection of senior positions.
• Review the effectiveness of onboarding practices in the business and determine key metrics and measurements to monitor these practices and participate in the onboarding of senior management. 
• Conduct exit interviews for members of the senior management and talent pools, whether they exit voluntarily or involuntarily, and review analysis for the business unit to determine if there are any flagged risk indicators.

HR Governance & Compliance - 20%

• Advise the business executives on appropriate performance distribution for their business considering business financial and non-financial results.
• Review the effectiveness of the performance improvement processes in place in the country, and take ultimate accountability for the governance process.  
• Translate the country's strategic business objectives into remuneration focus areas for the business but within the overall reward philosophy and framework set out by the Group by incorporating business unit-specific requirements as well as challenging the frameworks and guidelines if they are not conducive to improving business performance.
• Analyze and oversee payroll costs against the productivity and performance measures in the business and together with the country executives, participate in the negotiations for the bonus and increase pool allocations for the organization. 
• Nominate executives and senior line management for coaching, and other leadership development as well as work with Learning and Development in the selection of appropriate coaches for individuals. 
• In addition to driving the HR capital calendar, ensure that line managers and decision-makers are proactively briefed at the start of major events in the Human Capital calendar.
• Oversee all HR Capital processes in Shared Services with accountability for all HR Audits performed and address adverse ratings on audit findings through the implementation of action plans to address the noncompliance.
• Provide input and attend Board meetings as required. 
• Act as a member of Employee Benefits Committees administered by 3rd party providers, including monitoring and managing risks and participating in the review of benefits. 
• Ensure compliance with, and adoption of, applicable labor and/or regulatory requirements as well as ascertain that the country team has trained an adequate number of health and safety representatives. 
• Review assurance and audit reports that relate to the area and contribute to the development and implementation of remediation plans.
• Log Risk Incidents because of operational errors or fraud in the department. Participate in formal investigations. Ensure that all events are properly analyzed and closed out.

HR Analytics - 10% 

• Engage with internal or external resources to conduct detailed diagnostics on efficiency, skills, or effectiveness. Analyze the results and advise business unit leaders on the adjustments that could be made. 
• Prepare and monitor country People reports and dashboards that highlight risks associated and ascertain interventions needed. 
• Participate in the development of key indicators and metrics for the Human Resources function. 
• Manage the optimization of HR systems and processes to optimize efficiency and effectiveness.

Leadership to the HR team - 10% 

• With support from the Group HR, hire direct reports and maintain a succession plan for the team using the Talent Management process for critical roles.
• Monitor the implementation of the performance process in the team and apply it rigorously to direct reports as well as coach the team on how to conduct effective performance discussions.
• Review key people metrics in the HR team - attrition, vacancy rates, reasons for leaving, absence rates, grievances, etc. and define strategies to improve the working environment if the indicators show adverse trends. 

Technical and Behavioral Competencies: 

• All-rounded HR practitioner who engages with stakeholders at the highest levels across the organization and continuously gathers evidence to determine the value the organization is delivering.
• Puts in place the necessary strategies and frameworks, maintains and grows positive engagement, and contributes to policy development for the HR field within the country /region. 
• Seasoned commercial thinker, proficient with a depth of experience in areas of business and banking with an ability to adapt to and work in different functions.
• A Change catalyst who can initiate and implement change to enhance teams and the organization's delivery by creating an environment that benefits everyone in it and lifts the entire organization.
• Has the political intelligence to navigate a way through diverse stakeholders’ agendas and the resilience to sustain high performance under continued pressure and adversity. 
• Knows own strengths and limits; is aware of own emotions and the effect they have on others and has the self-control to keep disruptive emotions and impulses in check.
• Interacts with people (colleagues, customers, stakeholders, and the public at large) in different social and cultural environments, showing respect and positive regard for them in an ethical and appropriate that are consistent with the values of the organization.
• Able to change plans, methods, opinions, or goals in light of new information, with the readiness to act on opportunities.

Does it sound like you? 

• Bachelor’s degree from a recognized accredited university.
• At least 10 years experience in HR, 3 of which should have been in a management capacity in a similar-sized organization.
• Completed or ongoing CHRP Certification.
• Proven record of accomplishment of consistently supporting the achievement of an organization’s people strategy, with a market reputation of being a trusted advisor on matters pertaining to HR.
• In-depth knowledge of the local banking industry, banking products, banking services, and banking regulations.
• Sound working knowledge and understanding of all labor regulations and practices.

Persons of all gender, race, sex, orientation, age, and identity are encouraged to apply. If interested, click on the link to apply.