3 Positions at Development Bank of Rwanda (BRD): (Deadline 12 January 2021)

1.      Background Information

Job Title:  Manager, Human Capital

Job Level:  Management, J5

Department of Human Capital and Corporate services

Reports to: Head, Human Capital, and Corporate services

Contract tenure: open-ended

Direct Reports:

a)      Officer, Payroll and Reward

b)      Officer, Performance Management

c)      Officer, Talent Management

2.      Purpose of the Job:

The purpose of this job is to shape the performance and development systems for all employees, designing and supporting the company talent frameworks including performance management, succession planning, and workforce/human resource planning whilst guiding and managing Human Resources services for the Company

3.      Main Responsibilities of the Job:

1. Provide inputs into the development of the BRD human management capital strategy, ensuring that the business leverages all information and data in developing a responsive human capital strategy
2. Development of the human capital management budget, ensuring that the budget is reflective of the human capital budget requirements
3. Recommend improvements to the existing policies, procedures, and processes on human capital management, to ensure the guidelines are reflective of the BRD day to day needs
4. Coordinate the performance management process across the business, capturing user feedback, timeliness, and quality in the process
5. Coordinate the training needs analysis process, ensuring accuracy and timeliness in the submission of the training needs report
6. Develop training programs to address the training needs analysis captured, ensuring the training budget is developed and approved in a timely manner
7. Coordinate the implementation of the training programs, ensuring calendars are submitted to users in a timely manner, suppliers identified and contracted, and training reports submitted in a timely manner
8. Asses the human capital processes, providing recommendations on the opportunity for automation
9. To contribute to the development of an organization-wide strategy for recruiting and onboarding a high-quality and diverse workforce through effective processes for staff screening and selection.
10. user departments to determine staffing requirements for each financial year, ensuring such appropriate approvals and budget allocation
11. Create staffing plans to guide the Bank in filling various positions and address staffing concerns as and when the need arises
12. Develop and implement recruitment plans, providing cost efficiency in the resourcing process, and ensuring responsiveness to the business talent need
13. Determine staff selection criteria in collaboration with respective hiring managers as a yardstick for shortlisting job applications;
14. Coordinate onboarding of new hires including to ensure quick familiarization with the work environment and fast settlement;
15. Generate recruitment reviews and reports on recruitment processes and systems and present to the HR Management Team and Senior Managers for information purposes and initiate improvements if need be;
16. Coordinate the maintenance of human resource records, both online and physical, for ease of reference when the need arises.
17. Coordinate the processing of payroll and all other benefits by reviewing salary adjustment reports, verifying payroll and deductions to ensure accuracy of staff pay;
18. Ensure that staff provident fund is transparently and effectively managed to entail the choice of viable and profitable investments
19. Ensure all social welfare programs are well managed
20. Establish succession planning strategies for identifying, developing, and promoting high potential and high performing staff.
21. Enhance occupational health, safety, and well-being by creating awareness, training, and coordinating payment of workers’ compensation claims
22. Develop annual leave plans for the staff of the unit and ensure compliance

4.      Performance indicators

a)      Fast turnaround of recruitment processes

b)      Regular trainings as per training needs analyses

c)      Training hours per staff member (Any standard known for this)

d)      Approved staffing plans

e)      Safe custody of human resource records

f)       Completed performance

g)      Up to date human resource policies

h)      Accurate payroll

i)        Occupational health and safety

5.      Working relationships

a)      Head, human capital and corporate services

b)      Heads of departments

c)      Staff within the human capital and corporate support department

d)      External recruitment agencies

e)      Human resource regulatory authorities

6.      Professional, academic qualifications and experience

a)      Bachelor’s Degree in HR, administration, or related field

b)      Relevant progressive experience of a minimum of five (5) years in Human Capital Development and Management

c)      Professional qualification in Human resource management

7.      Core competencies

a)      In-depth understanding of Human Resource policies and procedures

b)      Understanding of Organization design concepts

c)      Knowledge of performance management frameworks

d)      Understanding of Rwanda’s labor law

e)      Experience with execution of General HR Operations

f)       Employee relations

g)      Learning and development tools

h)      Remuneration and Job Evaluation Tools

i)        Knowledge of Recruitment and Talent Mapping

j)        Records Management

k)      Contract Management

Job Title

Environmental and Social Safeguards Specialist

Division

Special Project Implementation Unit

Reporting to

Administratively reporting to RHFP Project Coordinator and functionally reporting to the Chief Risk officer

Duration

Two (2) year fixed term (renewable)

Job Purpose

The Environmental and Social Safeguards Specialist to be hired for the Special Project Implementation Unit will be responsible for developing, coordinating, and overseeing environmental and social policies and procedures, as well as reviewing and appraising proposed investments/project activities for compliance with the national environmental and social requirements as well as the World Bank’s environmental and social safeguards policies.

S/he will work with SPIU project teams and clients on the implementation of the Project. S/he will formulate recommendations and requirements for client action and will also monitor the environmental and social performance of operations in the SPIU funded portfolio.

Duties and responsibilities

Duties and responsibilities shall include but not limited to:

• Work with other departments within BRD to ensure that appropriate resources and capacity are deployed to effectively cover the safeguards policies of projects in preparation and implementation of the projects under the SPIU portfolio;
• Support the design and implementation of operations, ensuring that the financed projects and other activities are socially and environmentally sustainable, and comply with BRD and the World Bank’s social and environmental safeguards policies and good international industry practices (GIIP);
• Undertake screening and due diligence of all projects proposed for financing under the SPIU portfolio to determine scope and severity of risks and impacts as well as the level of environmental and social analysis, including mitigation measures needed;
• During all phases of the sub-project continuously identify significant potential social and environmental impacts and risks of a subproject or investment;
• Design a simple but robust safeguard monitoring system, including easily measurable indicators, at BRD and lead on the monitoring of the implementation of the relevant safeguards instruments during all phases of the subprojects or investments;
• Design and incorporate safeguards management/remediation plans and feasible and cost-effective measures to avoid, minimize, and mitigate potential adverse environmental and social impacts likely to be associated with any investments under the SPIU portfolio.
• Supervise and support projects technically to ensure full compliance with the implementation of mitigation measures by the proponents/recipients of the investments;
• Review and approve corrective action plans (CAR) for sub-projects found to be non-compliant with the environmental and social safeguards policies and mitigation measures;
• Identify and report on environmental and social safeguards implementation performance of sub-projects/investments, particularly those with high safeguards sensitivity;
• Develop safeguards capacity building programs and administer safeguard training to staff, and continuously provide technical assistance (TA) and capacity building to existing and potential customers;
• Ensure that the client understands the national environmental and social regulations, BRD and World Bank’s safeguards policies, guidelines, and project-specific safeguards requirements, and has the necessary commitment and capacity to manage social and environmental impacts and/or risks adequately;
• Identify and advise on areas of work beyond safeguards where safeguards and environmental sustainability may be catalyzers for new lending products;
• Contribute significantly to advocacy, dissemination, and knowledge building, with regard to the World Bank’s environmental and social safeguards policies, including the World Bank policy on information disclosure;
• Prepare periodic reports (quarterly and annually) on the status of environmental and social compliance of investment projects funded under the SPIU;
• Work with (provide support to) local authorities and projects developers in establishing appropriate sub-project level grievance redress mechanisms/systems for managing (collecting, registering, responding to, feedbacking, etc.) grievances, conflicts, and disputes;
• Work on any other assignment from either BRD’s Management or immediate supervisor regarding the E& S safeguards of the Bank.

EDUCATION, SPECIFIC SKILLS AND EXPERIENCE

Education

Degree in Environmental Engineering, Environmental Management, Environmental Sciences, Social Development, or related field.

A masters’ degree will be an added advantage.

Experience and skills     

Experience and skills shall include but not limited to:

• At least 5 years of relevant experience in S&E management.
• Familiarity with World Bank Environmental and Social Safeguards Policies will be an added advantage.
• Analytical and design skills,
• Ability to work independently, to develop and present sound technical information skills.

Competencies

Competencies shall include but not limited to:

• Results-oriented;
• Demonstrated team leadership and high organizational skills;
• Excellent communication and analytical skills;
• Ability to coordinate group activities, ensuring that roles within the team are clear;
• An in-depth understanding of the local, regional and international social and environmental contexts and challenges;
• Ability to advise BRD and the SPIU on areas of improvement in the S&E field.

Job Title

Civil Engineer

Division

Special project implementation

Reporting to

RHFP Project Coordinator

Duration

Two (2) year fixed term (renewable)

Job Purpose

The Civil Engineer to be hired by Rwanda Housing Finance Project will assist/advise on the Rwanda Housing Finance Project (RHFP) implementation, especially for the subsidy component of the RHFP that will involve hiring contractors to develop the infrastructure facilities in the affordable housing estates. The Engineer will work hand in hand with BRD and Rwanda Housing Authority/ Mininfra on the implementation arrangements of the RHFP, especially the subsidy component. The Civil engineer will also work with PIU Team and PFI’s on matters related to financing houses fulfilling the standards of RHFP and RHA/Mininfra.

S/he will offer technical support in the development of technical ToRs for the RHFP and follow up on the implementation of aspects related to civil engineering.

Duties and responsibilities

Duties and responsibilities shall include but not limited to:

• Provide technical support on the implementation of the RHFP and specifically the infrastructure subsidy component through working hand in hand with Rwanda Housing Authority/ Mininfra, Contractors and the respective supervise companies;
• Provide technical support for the valuation of works done related to infrastructure, by providing counter-valuation of works and offering technical recommendation that will serve as the basis of disbursement of infrastructural subsidy;
• Provide capacity building to RHFP Staff in verifying the fulfillment of RHFP construction requirements for houses and infrastructure;
• Provide technical support and advice in construction engineering projects to the RHFP Staff;
• Onsite assessment of performance for projects where clients of RHFP are to accesses houses to ensure compliance to affordable housing requirements;
• Assess the potential risks of specific projects collaborating with the RHFP, as well as undertaking technical risk management in specialist roles in order to recommend mitigations measures beforehand to avoid project failure and hence non-performance;
• Offer advisory services to the RHFP team in the compilation of ToRs for Component II of RHFP and monitoring the implementation of the civil engineering aspects of the project;
• Assess relevant requirements around issues such as building permits, environmental regulations, sanitary design, good manufacturing practices, and safety on all work assignments to avoid noncompliance that may have an adverse impact on projects completion for projects where the RHFP has a stake;
• Carry on any other assignment delegated by the line managers.

EDUCATION, SPECIFIC SKILLS AND EXPERIENCE

Education

A Bachelor’s Degree in Civil Engineering.

A masters’ degree will be an added advantage.

Experience & Skills        

Experience and skills shall include but not limited to:

• Minimum of 4 years of work experience in housing projects; support to affordable housing projects will be an added advantage.
• Strong project monitoring and evaluation skills.
• Knowledge of relevant industry sector challenges.
• Business development, donors, and client relationship skills.
• Interpersonal skills and ability to communicate clearly across all lines of business.
• Relevant engineering computer skills.
• Familiarity with World Bank projects will be an added advantage.

Competencies

Competencies shall include but not limited to:

• Results-oriented;
• Demonstrated team leadership and high organizational skills;
• Excellent communication and analytical skills;
• Ability to coordinate group activities, ensuring that roles within the team are clear;
• An in-depth understanding of the local, regional and international housing markets;
• Ability to advise the BRD and the RHFP PIU on areas of improvement in the civil engineering field.