5 Job Positions at ITM Africa Ltd: (Deadline 19 February 2023)

5 Job Positions at ITM Africa Ltd: (Deadline 19 February 2023)

Business Development Manager at ITM Africa Ltd: (Deadline 19 February 2023)

JOB VACANCY

POSITION : Business Development Manager

Location : Kigali, Rwanda

ITM Africa Ltd, an international company specializing in all HR solutions is assisting a client to recruit a Business Development Manager

Purpose of role :

Our global strategy focuses on girls, as they are often the most marginalised and left behind. We have committed ourselves to the ambitious target of reaching 100 million girls over five (5) years to ensure they can learn, lead, decide and thrive. This is our contribution to achieving the sustainable development goals and, in particular, the goals of gender equality.

Our organisation is transforming itself to meet this bold and ambitious target. We, therefore, require a proactive, forward-thinking and innovative Business Development Manager (BDM) to provide strategic direction in identifying funding opportunities in line with Plan International Rwanda’s programme priorities, writing successful grant proposals in coordination with programmescolleagues in addition to strengthening our linkages with local donor missions and national offices.

In close collaboration with the CD and the Head of Programmes (HoP), the BDM has a vital responsibility to undertake internal and external representation of Plan International Rwanda funding requirements with critical stakeholders, including RH, GH, and the NOs. The BDM will be a member of the Country Leadership Team (CLT) and provides high-level strategic leadership to the CO, working collaboratively with other CLT members.

The BDM is needed to support the achievement of the CO fundraising targets and expand the funding portfolio while assisting the senior management in developing a robust professional image among donors so that additional grant funding is acquired to grow and support PIR’s program in Rwanda. This will be achieved by actively seeking and maximising opportunities for additional funding from various sources.

The BDM must be profoundly comfortable leading transformative change and demonstrating a firm commitment to gender equality. You will lead by example to ensure gender equality is evident in everything we do, from staffing, programming and influencing, ways of working and operational excellence. You will work with your team to bring about the right culture in sustaining quality funding by ensuring that PIR has the proper funding mix to achieve our ambition

What you will do :

• Fundraising Strategic Planning: Contribute to the strategic development and management of the CO by evaluating the organisational strategic direction and determining agreed-on fundraising objectives. The BDM is the primary custodian of the CO Fundraising Strategy and must ensure it is applied consistently across all programming and influencing strategies.
• Fundraising Quality Management: Contribute to effectively implementing the relevant fundraising policies and guidelines.
• Fundraising Strategic Leadership: Set fundraising direction through prioritisation, decision making, and monitoring performance and progress towards agreed focus areas and objectives according to the CS.
• Fundraising Agility: Continuously scan the internal, external and donor environment and the emergence of innovations and new ways of working to ensure that PIR’s fundraising approaches are agile enough to respond effectively and deliver impact for girls.
• Fundraising Risk Optimisation: ensure that funding-related risks are identified and maintained at an acceptable level.
• Fundraising Performance Management: design and implement effective process capability and maturity assessment frameworks to identify fundraising strengths, weaknesses, and risks and identify continual improvement opportunities.
• Reporting: Design and implement a reporting process that provides quality information related to effectiveness, efficiency, integrity and compliance, and the mapping between programme priorities and donor opportunities. The reports include regular updates on a comprehensive mapping of all donor opportunities (by sector and geography) in Rwanda. The CD and CLT will use such information to support decision making and provide a basis to assess the fundraising performance.
• Liaison with Stakeholders: liaise and communicate with government bodies, donors, NOs, other Plan COs, local and international agencies and other key stakeholders.
• Fundraising Knowledge Management: contribute to institutional learning by thoroughly documenting and sharing fitting practices on fundraising and grants management. Develop knowledge bank of donor requirements and systems by donor.
• Manage pre-solicitation proposal preparations and bid planning in partnership with programmes, including outreach to potential partners, competitor research and analysis, drafting capacity statements, conducting desk research, and developing overall bid strategy and win themes.
• Work with the communications team to create additional marketing material aimed at different audiences (NOs, institutional donors, corporates, foundations and trusts) to support grant proposals.
• Lead development of live proposals, including oversight of technical and cost proposals, and ensure proper submission of quality, responsive bids. Ensure proposal processes align with BDU standard operating procedures.
• Facilitate key proposal development meetings, including go/no-go meetings, kick-off meetings, design sessions, draft reviews, and after-action review sessions.
• Draft proposal sections, including management, personnel, organisational capacity, and executive summaries. Also oversee the development of technical and cost proposal annexes, such as PPRs, workplans, MERL plans, and others. Ensure that all categories of costs are taken into account at the conceptualisation and submission stage of grant preparation.
• In coordination with the CD and Head of Programmes, ensure the development, management, and maintenance of strategic partnerships with local donor missions, including bilateral and multi laterals. Develop and maintain PIR’s professional and robust image among relevant donors.
• Lead on researching where potential opportunities for grant funding can be found.
• Identify and coach competent staff for grant acquisition and implementation, including coaching and mentoring to support their abilities in different fields.
• Coordinate with the Head of Programmes and HROD manager to strengthen the capacity of staff and partners in building donor relations, generating resources (technical, funding, material) and managing/reporting on grant-funded programs and projects.
• Work with finance and programmes to ensure the effective utilisation of grants monitoring systems in terms of projections and forecasting, monitoring expenditure, negotiations with grantors for budget modifications, and completion of project reports.
• Contribute in the recruitment processes of staff for specific proposals as required in collaboration with technical teams and HROD counterparts.
• Work with technical leads and HROD to identify positions, develop job descriptions, and facilitate advertising and sourcing for candidates.
• Provide support in sourcing, shortlisting, and interview process for candidates, including developing interview questions, pre-screening candidates, scheduling, and facilitating proposal team decision-making for each position.
• Draft proposal sections, including key personnel, management, organisational charts, and staffing matrices. Oversee development of key personnel and management annexes.

Child Protection and Gender Equality & Inclusion

• Ensures that Plan International’s global policies for Safeguarding Children and Young People and Gender Equality and Inclusion are fully embedded under the policy’s principles and requirements, including relevant Implementation Standards and Guidelines as applicable to their area of responsibility.
• Includes, but is not limited to, ensuring staff and associates are aware of and understand their responsibilities under these policies, and Plan International’s Code of Conduct (CoC), their relevance to their area of work, and that concerns are reported and managed following the appropriate procedures

Risk Management

• Ensure systems and processes are in place to identify and manage risks, including developing, updating and reviewing the country risk register in line with the Global Risk Management Policy and the Global Risk Management Toolkit, and ensuring that risks are adequately identified, assessed, mitigated and reported on

You will be a good fit if you have :

Qualifications/ experience essential:

• A Master’s Degree in, International Relations, Development, similar or relevant to the position.
• Ten- years of relevant experience in the INGO Sector or demonstrated equivalent combination.
• At least 6 years’ experience in managing grants/resource mobilization in the country within the INOG sector.
• Experience and ability to coordinate and collaborate with different donors.
• Demonstrated experience bidding for, and winning, contracts with several of the following: the various branches of the EU, USAID, the UN, the World Bank, and other major bilateral and multilateral donors.
• Knowledge of developmental agendas in complex and protracted development and humanitarian landscape.
• Knowledge of Rwandan geopolitical, country laws, political, social and economic factors affecting development and humanitarian sectors.
• Experience in context, funding and market analysis.

Skills:

• Exceptional conceptual, strong negotiation, influencing and problem-solving skills with the ability to analyze information, evaluate options and think and plan strategically
• Comfortable with taking timely decisions in situations where information may be incomplete, based on consultation and the ability to convey sound judgement and assurance to team members and other key internal stakeholders.
• Excellent interpersonal skills, including the ability to build relationships with colleagues through remote means and in a multicultural environment.
• Numeracy and the ability to interpret financial data, in order to provide management support to budgetary processes including planning, monitoring and reporting.
• Ability to communicate effectively and authoritarian tively on the area of expertise, and influence others to reach common goals.
• Demonstrated track record of proposal writing and budget management
• Experience in leading teams, coaching and mentoring. Strong knowledge of Microsoft OfficeSuite (Word, Excel, PowerPoint)
• Strong knowledge of the requirements of donors’ compliance and grants management;

Languages required

• Excellent written and verbal communication skills in English. including exceptional presentation and communication skills

How to apply :

Click https://forms.gle/QbkLTz8QWkuvoFzj6 to apply directly not later than 19th February, 2023.

CLICK HERE TO READ MORE AND APPLY

 

 

HR Intern at ITM Africa Ltd: (Deadline 19 February 2023)

JOB VACANCY

POSITION : HR Intern

Location : Kigali, Rwanda

ITM Africa Ltd, an international company specializing in all HR solutions is assisting a client to recruit an HR Intern

Purpose of role :

The position holder will be responsible to handle the daily administrative and HR duties of an organization. He/she will provide clerical support to the staff and the department to support effective and efficient operations of the organizations human Resource department.

What you will do :

• Serve as point of contact with Country HR&OD Manager
• Maintain calendars of HR management team, schedule meetings, HR events and maintain
• Coordinate all staff related social activities such birthdays, staff peer-visits etc
• Maintain digital and electronic records of employees in a confidential way and in line with the policies and regulations of the organization and as per audit recommendation.
• Maintain database of all contract information mainly the type and the duration
• Sorts, file, register and dispatch incoming and outgoing human resources correspondences and prepare personnel action and memos.
• Assist with the recruitment process by scheduling interview time, contacting candidates, draft recruitment report, issuing employment contracts and perform introduction of all new staff.
• Prepare and process employment letters, contract agreements, acceptance of resignation, work certificates, and other letters and submit them for signature.
• Provide support in facilitating clearance for separating employee and ensure that employee returns the ID card.

 You will be a good fit if you have :

• Education: BA level in Human Resource Management, Administration or Social Sciences
• At least 1 years’ relevant experience (Optional).
• Meticulous attention to details.
• Ability to accurately follow instructions.
• Full understanding of HR functions and best practices.
• Excellent written and verbal communication skills.
• Works well under pressure and meets tight deadlines.
• Proficient with or the ability to quickly learn.

 How to apply :

CLICK HERE TO READ MORE AND APPLY

 

Country Y.O.D.A Project Manager at ITM Africa Ltd: (Deadline 19 February 2023)

JOB VACANCY

POSITION : Country Y.O.D.A Project Manager

Location : Kigali, Rwanda

ITM Africa Ltd, an international company specializing in all HR solutions is assisting a client to recruit an Country Y.O.D.A Project Manager

Purpose of role :

Our global strategy focuses on girls, as they are often the most marginalised and most often left behind. We have committed ourselves to the ambitious target of reaching 100 million girls over five (5) years to ensure they can learn, lead, decide and thrive. This is our contribution to achieving the sustainable development goals and, in particular, the goals of gender equality.

Our organisation is transforming itself to meet this enormous challenge everywhere we work. We need a bold, forward-thinking and innovative project manager to lead Plan International Rwanda as it goes through a major technology and business transformation programme named Programme Y.O.D.A (Your Organisation’s Data and Analytics). This project is changing our Enterprise Resource Planning (ERP) solution; revising our processes and working practices in relation to Finance, Grants, Programmes and Projects, and Supply Chain. Our new ERP solution will strengthen our business processes, leading to a more data driven and transparent organisation, which in turn, will increase our efficiency, sustainability, effectiveness and impact for girls.

Y.O.D.A integrated systems (D365, PMERL and the Data Warehouse), will allow us to carry out our end-to-end business processes in an integrated way and will provide data that will enable us to become more data driven and transparent. Plan International Rwanda requires an experienced Business / Project Manager to project manage the Y.O.D.A change process mainly comprised of readiness, training and to lead the strengthening our business practice during the pre-deployment, deployment and post-deployment phases of the implemetation of the above Y.O.D.A integrated systems in the Country (CO).

The purpose of the Y.O.D.A Project Manager is to collaboratively develop and manage the execution of the detail plans for all aspects of the deployment of the Y.O.D.A integrated systems (D365, PMERL and the Data Warehouse) into the CO, including:

• Training
• Data preparation
• Communication
• Local configuration
• Control and go/no go decision.
• Reporting of progress to the country management team, and to the RH and GH stakeholders in collaboration CO business owners [MERL, Finance, Grants, Programmes and Projects, and Supply Chain]

This role is based in the CO and reports to the Country Director

What you will do :

Overall Project Leadership

• Act as the key contact and liaison between the CO and MEESA and the rest of the organisation and external vendors regarding the Y.O.D.A. systems rollout.
• Advocate for and promote change within the Country Office
• Communicate the change and how it relates specifically to the Country Office and functions within the Country Office
• Engage CMT and relevant staff in activities designed to help them prepare for, implement and sustain the change using the established Y.O.D.A toolkit,
• Ensure relevant staff in business areas are aware of engagement opportunities, such as the opportunity to attend virtual focussed sessions.
• Provide regular up-dates and ensure all CO staff receive monthly email up-dates.
• Identify and provide feedback, challenges and ways to improve.

 Project Coordination

• Working closely with CO change champion, ensure that the CO Y.O.D.A taskforce is set up to strengthen CO engagement. The taskforce will also work to ensure the CO meets deployment readiness criteria and staff are prepared for the new Y.O.D.A systems and adopt revised processes and ways of working.
• Disseminate information to functional staff based upon global updates.
• Provide strategic leadership and support in the roll out of the new ERP and MERL systems.
• Convene meetings with the taskforce members as needed.
• Develop detailed plans for how CO will prepare for the new systems and for changes in business functions and include these in the Annual Plans and Budgets.
• Develop a workplan and detailed implementation feedback of the new ERP.
• Develop a risk register to track and effectively monitor any CO specific risk impacted by the new ERP.
• Develop a workplan for data cleansing and provide oversight over current data cleansing processes needed to successfully retire SAP.
• Prepare and submit readiness reports periodically. Provide feedback on readiness.
• Adapt and design effective communication tools and mechanisms such as infographics and visual aides to facilitate awareness raising among staff and meaningful engagement.
• Develop mechanisms for robust upward feedback to the ERP change partner and champions.

Y.O.D.A Activity Management

Lead readiness, training and business strengthening during the pre-deployment, deployment and post-deployment phases of the implemetation of the Y.O.D.A integrated systems in the country (CO).

Manage Pre-deployment tasks and activities:

• Communication with stakeholders – Working closely with the communications team to ensure the CO has a systematic approach to communications and engagement throughout the entire Programme Y.O.D.A process,
• Ensure CO leadership is taking ownership of readiness, deployment, adoption & sustained change,
• Ensure CO adoption of SCM & Finance processes and Project Management best practice,
• CO plans in place for deployment and sustained change,
• Confirm CO capacity and capability for Y.O.D.A systems deployment and sustained change,
• All relevant staff are informed about Programme Y.O.D.A,
• Staff have completed all relevant Stage 1 & 2 pre-requisite modules prior to training,
• Data cleansing – Data quality maintained. Ensure that as part of the CO readiness activities that data is cleaned and quality maintained, development and mainitainence of a practical SAP data-cleansing framework and process for the CO in all critical areas, i.e. Finance, Grants, Projects and Procurement in close liaison with the business leads in these areas.
• Identify and implement interim processes as part of the Y.O.D.A pre-deployment assessment process to help understand what needs to be done before deployment in the CO, the type of support the CO might need and inform the CO roadmap for readiness.
• Localisation – In collaboration with the GH teams, promote the capabilities of the integrated Y.O.D.A systems in relation to the business processes [Project Management, Supply Chain Management, Finance and MERL] and coordinate the collection of feedback from CO colleagues.
• Planning – Coordinate CO readiness and strengthening in the Project Management, Supply Chain Management, Finance and MERL functions and ensure that a gap analysis based on the minimum requirements is conducted to inform the CO’s roadmap to get ready to start the deployment process.
• Provide inputs to the finalisation and implementation of a new global ERP system in the CO, in collaboration with CO business managers and leadership.
• Training and capacity building- Collaboratively prepare plans for users’ capacity building to manage Y.O.D.A systems in an effective and consistent way. Ensure that an effective and efficient training process is in place to provide comprehensive learning to all users in the CO. Ensure such training is kept up to date throughout the rollout cycle.
• Planning Project Resources: Prepare a feasible CO Y.O.D.A. rollout plan that achieves the goals and objectives of the project and aligns with Plan International’s overall strategy and operational excellence objectives. The plan will define the project’s scope and determines the resources available, estimating time and financial commitment, as well as how to monitor and report on the project’s progress.
• Work with the IT department to ensure that all IT infrastructure is in place (internet capability, user hardware, connectivity and power) and ready for new systems and training)
• Establish local support mechanisms – support relevant CO teams to develop and manage the various relationships that are necessary for the smooth transition to Y.O.D.A. systems prior to, during and after deployment.
• User provisioning – Coordinate the COs formation of project teams by providing advice and guidance to CO functional management. Provide best practice advice to CO on the critical tasks, deadlines, tools, approaches and processes required for rollout success.
• Based on impact assessment, readiness checklist and deployment model, advocate for best practice approaches to the reallocation of staff, financial and other resources, as required, to avoid imbalances between ongoing work and the project.
• Communication and readiness checklist review meetings – Develop sign-off processes, tools and documentation for each key project milestone / stage. Ensure the socialisation of the key indicators required for each milestone to the CO Project Team.

During Deployment – Go live/cut over

Manage:

• Interim processes – closing off
• User provisioning – refinement and correction of roles
• Data audit/ set up/ correction- An important part of readiness for the Y.O.D.A systems deployment is ensuring we have clean data ahead of data migration.
• Local management of cutover
• Local support (functional & IT) of deployment process
• Communication and readiness checklist review meetings
• Communication with stakeholders and suppliers- Generate timely communications / project updates to all stakeholders in the CO on ongoing project progress and critical milestone status.
• Deploy an effective system that allows stakeholders and CO to provide continuous feedback on project progress and any current or potential issues.

During Post deployment – post go live

Coordinate;

• Adoption of MERL functionality of PMERL
• Support Business to teams to work in the Y.O.D.A system in a fully informed, transparent and effective manner
• Local support (functional & IT)
• Data quality monitoring
• Needed Supplementary training
• Ensure that a current and updated Issue Log is maintained and all reported items are resolved or escalated in time. Offer viable solutions and opportunities as they arise.
• Implement and maintain a knowledge management log that captures key learnings from the entire rollout cycle. Facilitate the creation of reflection platforms within CO to inform future projects of a similar nature. This documentation, along with all paperwork, must be collected, signed off on and archived by the end of the project.

Others

• Liaison With Stakeholders: liaise and communicate with government bodies, donors, other Plan offices, local and international agencies and other key stakeholders as required and directed by the Country Director.
• A vital member of the CO emergency preparedness mechanism.

Child Protection and Gender Equality & Inclusion

• Ensures that Plan International’s global policies for Safeguarding Children and Young People and Gender Equality and Inclusion are fully embedded under the policy’s principles and requirements, including relevant Implementation Standards and Guidelines as applicable to their area of responsibility.
• Includes, but is not limited to, ensuring staff and associates are aware of and understand their responsibilities under these policies and Plan International’s Code of Conduct (CoC), their relevance to their area of work, and that concerns are reported and managed following the appropriate procedures.

Risk Management

• Ensure systems and processes are in place to identify and manage risks, including developing, updating and reviewing the country risk register in line with the Global Risk Management Policy and the Global Risk Management Toolkit, and ensuring that risks are adequately identified, assessed, mitigated and reported on.

 You will be a good fit if you have :

Knowledge

• Educated to a degree standard relevant to managing any IT, Project Management, Supply
• Chain Management, Finance and MERL functions.
• Proven project management experience
• At least 5 years of experience working preferably using ERP systems
• plan-international.org Role Profile 11
• ERP/ SAP knowledge of business use.
• Demonstrable knowledge as a result of education, training or practical experience on the
• critical debates in development, particularly around child rights;
• Practical knowledge of operations support for development;
• Demonstrable knowledge of financial, administrative and business management;
• Strong knowledge of Microsoft Office Suite (Word, Excel, PowerPoint), e-mail and the
• internet;
• Fluency in Kinyarwanda and strong working knowledge of English, spoken and written;
• Knowledge of Rwanda, the geopolitical factors affecting child poverty in the country, as well
• as the political, social and economic opportunities for development are an advantage

Business Management Skills

• Critical thinking, attention to detail, analysis of evidence, problem-solving
• Strategic thinking and decision-making.
• Planning, organising and project management (time management, forecasting, prioritising, delegating and instructing).
• Procurement/logistics.
• Negotiation and influence.
• Relationship and partnership management.
• Financial and resource management (budgeting, forecasting, reporting).
• People management, including assessment, feedback and coaching.
• Evidence-based management (gathering, analysing and using data in decision-making).
• Digital skills.
• Change management.

Leadership Skills and Behaviours Demonstrated from Experience

• Striving for high performance:
• Achieves clarity and accountability among the whole team of their individual and collective objectives.
• Organises work clearly and effectively within the team;
• Deals with poor performers by either improving their contribution or managing their exit, if appropriate.
• A positive disposition that inspires teams and outsiders.

Strategic Thinking and Innovation

• Creates a solid strategic direction for PIR to place PIR as a critical value creator and source of best practice within the global organisation.
• Understand and apply sound principles of project cycle management, including monitoring, evaluation and learning.
• A significant contributor to the direction in the management team of which they are a member.
• Flexible in responding to new demands presented in emergencies.

Decision Making and Risk Management

• Can address complex problems in a balanced way;
• Good judgment in decision-making, making the best use of available information;
• Willing to make difficult or unpopular decisions and stand by them.

Influence and Communication

• Uses the potential of varied cultures to reach solutions;
• Excellent listener who understands and shows sensitivity to the views of others;
• Forms good relationships quickly with a wide range of people, including those in positions of power and who have different views/ interests;
• Represents PIR effectively with senior people in external stakeholder organisations;
• Understands external and internal politics and can navigate these;
• Communicates with clarity and passion in both one-on-one situations and with large groups;
• Effective negotiator in complex situations;
• Assertive without being aggressive.

 How to apply :

CLICK HERE TO READ MORE AND APPLY

 

Country HR&OD Specialist at ITM Africa Ltd: (Deadline 19 February 2023)

JOB VACANCY

POSITION : Country HR&OD Specialist

Location : Kigali, Rwanda

ITM Africa Ltd, an international company specializing in all HR solutions is assisting a client to recruit a Country HR&OD Specialist

Purpose of role :

Our organisation is transforming itself to meet this enormous challenge everywhere we work. We need bold, forward-thinking and innovative and result oriented individuals to manage HR operations. Culture and Change Champion who is able to support in making change happen and support in managing organizational culture.

The position holder will be responsible to support the CHR&OD Manager in managing the Human Resource function both on a day-to-day operational basis and in some aspects of providing technical guidance and advice, including but not limited to Talent Acquisition and Management, Compensation and Benefits Management, Employee Relations, Learning and Development.

In additional The role holder will be responding to internal and external HR related inquiries or requests, HR audit queries and will be dealing with different HR reports as well as providing assistance to HR&OD Manager in order to achieve HR Department targets and be a backup for CHRD in his/her absence

What you will do :

HR Operations

• Working with the CHR&OD Manager to provide support to the organization’s human resources strategy and vision; by actively participating in any global or regional HR activities for local implementation through HoDs
• Coordinate and lead where applicable all process audits and closures where applicable
• Maintain and audit the HR Operations Information on Share point for all employee information ensuring data accuracy, Up-to-date, integrity and confidentiality as per Plan International Data Protection policy.
• Monitoring the HRIS and Payroll Software to ensure accuracy and accountability for HR core data security and accuracy and timely updating as required for the region
• Maintain all personnel policies and procedures and provide guidance and interpretation to staff.
• In collaboration with the CHROD Manager, review and as needed develop detailed workflows to support process (re)design, and/or improve existing processes.
• Monitor social committees and other social events
• Ensure HR operations in compiling the CHR&OD department unit reports as well as the whole CO-HR related reports
• Support in the design, development, delivery and management of change communication
• Assists in generating, maintaining and supporting a variety of regular and ad-hoc requests to meet HR Operations SLAs and needs for HR-related information to various levels of the system.
• Provide timely information for updating of Organization Structure to relevant teams through the HRIS.
• Review employment and working conditions to ensure legal compliances
• Facilitate staff’s socialization while nurturing Plan’s values and behaviours
• Support the development and implantation of HR initiatives and systems in consultation with CHR&OD Manager
• Take part in special assignments and committee works as and when required.
• Handle any HR issues as deemed necessary;
• Support Exit Management process for international hires which includes preparing exit letters and conducting Exit Interviews.

Recruitment and onboarding

• Update current and design new recruiting procedures in collaboration with CHROD Manager (e.g. job application and onboarding processes)
• Coordination of job postings, receipt of applications, provides support in longlisting and advice on shortlisting stage;
• Responsible for interview planning and the liaison with the interviewees;
• Conduct reference checks, background checks and separation according to recruitment and separations procedures.
• Provide monthly reports to the CHR&OD Manager on recruitment activities carried out when required;
• Ensures that clear statements of Plan’s commitment to Child Protection are included in all advertising, job profiles, pre and post interview documentation to candidates.
• Ensures that for roles involving contact with children, checks are completed before the person takes up post.
• Guide the hiring managers through the talent management process
• Compile new joiner information and notification to staff supervisors.
• Complete onboarding activities for newly hired international staff, including preparing and sharing onboarding information and documents.

Compensation and benefits:

• Work with the CHR&OD Manager to ensure that our pay and benefits structure and application are in line with Plan International Rwanda and global guidelines.
• Manage the preparation of all staff payroll and timely disbursement of salaries or other employee benefits by ensuring leave and timesheet tracking for updating any payroll changes accurately and timely.
• Work closely with the Finance team to ensure that timesheets are completed on time and all staff information is accurate for payroll processing;
• Manage the Staff Medical Scheme in accordance with contractual obligations such that all medical services to staff are satisfactory and contract procurement reviews are done timely and in accordance with Plan International Rwanda procurement policies;
• Coordinates the day-to-day HR administration duties by ensuring timely and quality HR paperwork for appointment packages and salary adjustments, promotion, transfers, employee requests, termination, and separations process.

Performance management & Learning and Development

• Support the CHR&OD Manager to strengthen initiatives that promote staff development and capacity building
• Ensure all performance stages are completed by reminding staff and line managers of the timeline of each stage;
• Conduct refresher trainings on performance management processes to all staff and follow up to check if objectives set are SMART;
• Extract quarterly performance review’s reports and recommend urgent actions;
• Assess, identify, prepare and compile staff training needs as per performance appraisal results and submit annual training plan to Country HR Manager.
• Lead the induction process and ensure all new staff have been inducted and completed all mandatory trainings.
• Delivering training where possible, in consultation with the Country HROD Manager.
• Advise management on how implementation of training programs can be done in-house as much as possible and should also cater for individual personal development plans.

Employee Relations Management:

• Support the CHR&OD Manager to handle employee relations, grievance, and disciplinary cases, workplace safeguarding, employee safety, coordinate department audit
• employee health and well-being, by working closely with CHR&OD Manager, Heads of departments, Programme Unit Managers, and staff.
• Adequately monitor, provide data needed for disciplinary and grievance cases and participate in the case management when required
• Ensure that all staff understand Plan International Rwanda and Country office HR procedures and policies.
• Monitor the implementation of HR policies and procedures and access staff perceptions of policies, benefits, and welfare services;
• Respond proactively to all staff welfare support matters.
• Promote work-life balance by ensuring all departments have annual leave calendars and all leave types are logged in the HRIS system.
• Advice staff and managers in resolving HR Operational issues as well as contractual management issues and bring to the attention of the CHR&OD Manager

Risk Management

• Collaborate with and provide advice to key teams and/or departments within the offices to ensure that risk identification and management strategies of the HR processes, procedures, activities and appropriate mitigating actions are developed.
• Conduct operational HR risk assessment by working closely with County HR and OD Manager and In line with the HR management standards

You will be a good fit if you have :

Qualifications/ experience essential:

• University Degree preferably in Human Resource Management or Business Administration or a related field and/or equivalent is required.
• 3-5 years of progressive experience in a Human Resource Operations function preferably includes experience in Employee Relations and managing HRIS.
• Technical skills using diverse HRIS and reporting tools is required
• Experience of International NGO or demonstrated equivalent combination
• Excellent organisation and communication skills.
• Ability to multitask and deal with a range of incoming enquires – organisation is key to the success of this role.
• Knowledge of Word, Excel and Outlook, also keen knowledge and experience of the importance of databases and their role in providing accurate management information.
• Able to form and maintain effective working relationships
• High tolerance for ambiguity and ability to adapt to changing priorities within a fast-paced and results-driven work environment
• Possess excellent verbal, written, and presentation skills with the ability to articulate information to a variety of constituents across cultures
• Excellent communication skills
• Ability to prioritize tasks and be able to deliver to tight deadlines
• Experience in handling disciplinary cases
• Ability to provide training
• Fluency in English language is essential
• In additional to Kinyarwanda, knowledge of French language would be an added value.

How to apply :

CLICK HERE TO READ MORE AND APPLY