3 Job Positions at Rwandair: (Deadline 9 February 2025)

3 Job Positions at Rwandair: (Deadline 9 February 2025)

HR Business Partner at Rwandair (Deadline 9 February 2025)

JOB ADVERTISEMENT – HUMAN RESOURCES BUSINESS PARTNER (HRBP)

Job Title: Human Resources Business Partner (HRBP)
Reports to: Manager HR Business Partnering
Department: Human Resources
Duty Station: Kigali International Airport (KIA)
Job Purpose
As our HRBP, be dedicated to specific business units, work alongside Executive Leadership and support
Line Managers as an internal consultant. Focus on strategic support on business-critical activities and
improving organisational productivity and quality. Understanding the business’s commercial strategy,
activities and needs and connecting them with specialists from the HR department who can provide
focused expertise to address specific HR needs.
Additionally, you will be expected to roll-up your sleeves and solve problems which in turn improve
employee experience and overall bottom line. You will be managing change initiatives, enhancing
employee engagement, fostering talent development, and optimizing organizational design to meet the
evolving demands of the organization. You will ensure seamless workforce transitions, support
leadership development, and leverage HR insights to drive performance

1. Key Duties and Responsibilities;

 Know the business, the strategy and business drivers, products, budgets, forecasts, and
employee issues.
 Coach and prompt business managers to think strategically, think about the impact of changes
on the organization and how to best make use of people to achieve success.
 Encourage open constructive dialogue between employees, managers and leaders.
 Involved and able to influence at all stages of business strategy development and
implementation, contributing to decision-making.
 Continually view HR services from the client’s perspective.
 Contribute to developing strong strategies for addressing problems.
 Work proactively, constantly adding measurable value and making tangible improvements,
clarifying what is needed by the business and HR and evaluating outcomes.
 Assist HR leaders in aligning transformation HR strategy with growth and business strategy, and
leading on policy development.
 Project planning with HR Stakeholders – internal and external for risk mitigation, progress
monitoring and implementation.
 Ensure that the relationship between the organization and its staff is managed appropriately
within a framework underpinned by organization practices and policies and by relevant
employment law.
 In line with the organization’s objectives, ensure that in all aspects of the employment
experience – the emotional connection that all employees have with their work, colleagues and
their organization (in particular line manager relationship) is positive and understood, and that
it delivers greater discretionary effort in their work and the way they relate to their organization.
 Other tasks and projects as assigned by the line manager.

2. Desired Profile

a. Minimum Standard Qualifications;

 A Bachelor’s Degree holder or Equivalent with Minimum 6 years of job-related experience
 A recognised accreditation in Human Resources is preferred.
 Must have proven HR Business Partnering experience.
 Excellent communication skills – both oral and written.
b. Other Desired Competencies & Skills;
 Excellent understanding of best practice HR management theories.
 Curiosity-Actively interested in what’s going on with a questioning attitude and willingness to
learn, continually looking for ways to work better as individuals and collectively.
 Decisive Thinker – Able to analyse and understand data and information quickly and arrive at
robust, defendable views. Apply any information, insights and knowledge in a structured way
and propose practical options based on the best available evidence.
 Skilled Influencer – Able to influence people at all levels both within and beyond the
organisation, create partnerships, win commitment, consensus and support through a strong
interest in business and the factors that make a business a success, coupled with an interest
in the way people work.
 Driven to Deliver – Accept personal responsibility and have the drive to follow through on
promises.
 Plan, prioritise, monitor performance and be accountable for delivery.
 Collaborative – Work effectively and inclusively with colleagues, clients, stakeholders,
customers, teams and individuals both within and beyond the organisation.
 Committed to continuous professional development, supporting other HR Business Partners,
and sharing learning with others.
 Courage to Challenge – Having the courage to challenge at appropriate times when a
distinctive point of view enriches the debate.
 Role Model – Lead by example, act with integrity, impartiality and independence. Aim to apply
sound personal judgement in every situation.
 Personally Credible – Able to think things through rationally, apply sound judgement and use
emotional intelligence to defend your decisions.
3. How to Apply:
 An application letter addressed to the Chief HR & Administration Officer;
 Recent Curriculum Vitae;
 Copies of Notarized Degree/Diploma certificates;
 Relevant certificates;
 Copies of academic papers;
 A photocopy of the Passport/National ID;
 Three referees;
The deadline for submitting application documents (Only PDF Format) is February 09, 2025. Please apply
via the link: https://erecruitment.rwandair.com/

CLICK HERE TO READ MORE AND APPLY

Senior Manager, HR Systems & Services at Rwandair (Deadline 9 February 2025)

JOB ADVERTISEMENT – HUMAN RESOURCES BUSINESS PARTNER (HRBP)
Job Title: Human Resources Business Partner (HRBP)
Reports to: Manager HR Business Partnering
Department: Human Resources
Duty Station: Kigali International Airport (KIA)
Job Purpose
As our HRBP, be dedicated to specific business units, work alongside Executive Leadership and support
Line Managers as an internal consultant. Focus on strategic support on business-critical activities and
improving organisational productivity and quality. Understanding the business’s commercial strategy,
activities and needs and connecting them with specialists from the HR department who can provide
focused expertise to address specific HR needs.
Additionally, you will be expected to roll-up your sleeves and solve problems which in turn improve
employee experience and overall bottom line. You will be managing change initiatives, enhancing
employee engagement, fostering talent development, and optimizing organizational design to meet the
evolving demands of the organization. You will ensure seamless workforce transitions, support
leadership development, and leverage HR insights to drive performance
1. Key Duties and Responsibilities;
 Know the business, the strategy and business drivers, products, budgets, forecasts, and
employee issues.
 Coach and prompt business managers to think strategically, think about the impact of changes
on the organization and how to best make use of people to achieve success.
 Encourage open constructive dialogue between employees, managers and leaders.
 Involved and able to influence at all stages of business strategy development and
implementation, contributing to decision-making.
 Continually view HR services from the client’s perspective.
 Contribute to developing strong strategies for addressing problems.
 Work proactively, constantly adding measurable value and making tangible improvements,
clarifying what is needed by the business and HR and evaluating outcomes.
 Assist HR leaders in aligning transformation HR strategy with growth and business strategy, and
leading on policy development.
 Project planning with HR Stakeholders – internal and external for risk mitigation, progress
monitoring and implementation.
 Ensure that the relationship between the organization and its staff is managed appropriately
within a framework underpinned by organization practices and policies and by relevant
employment law.
 In line with the organization’s objectives, ensure that in all aspects of the employment
experience – the emotional connection that all employees have with their work, colleagues and
their organization (in particular line manager relationship) is positive and understood, and that
it delivers greater discretionary effort in their work and the way they relate to their organization.
 Other tasks and projects as assigned by the line manager.

2. Desired Profile

a. Minimum Standard Qualifications;

 A Bachelor’s Degree holder or Equivalent with Minimum 6 years of job-related experience
 A recognised accreditation in Human Resources is preferred.
 Must have proven HR Business Partnering experience.
 Excellent communication skills – both oral and written.
b. Other Desired Competencies & Skills;
 Excellent understanding of best practice HR management theories.
 Curiosity-Actively interested in what’s going on with a questioning attitude and willingness to
learn, continually looking for ways to work better as individuals and collectively.
 Decisive Thinker – Able to analyse and understand data and information quickly and arrive at
robust, defendable views. Apply any information, insights and knowledge in a structured way
and propose practical options based on the best available evidence.
 Skilled Influencer – Able to influence people at all levels both within and beyond the
organisation, create partnerships, win commitment, consensus and support through a strong
interest in business and the factors that make a business a success, coupled with an interest
in the way people work.
 Driven to Deliver – Accept personal responsibility and have the drive to follow through on
promises.
 Plan, prioritise, monitor performance and be accountable for delivery.
 Collaborative – Work effectively and inclusively with colleagues, clients, stakeholders,
customers, teams and individuals both within and beyond the organisation.
 Committed to continuous professional development, supporting other HR Business Partners,
and sharing learning with others.
 Courage to Challenge – Having the courage to challenge at appropriate times when a
distinctive point of view enriches the debate.
 Role Model – Lead by example, act with integrity, impartiality and independence. Aim to apply
sound personal judgement in every situation.
 Personally Credible – Able to think things through rationally, apply sound judgement and use
emotional intelligence to defend your decisions.

3. How to Apply:

 An application letter addressed to the Chief HR & Administration Officer;
 Recent Curriculum Vitae;
 Copies of Notarized Degree/Diploma certificates;
 Relevant certificates;
 Copies of academic papers;
 A photocopy of the Passport/National ID;
 Three referees;
The deadline for submitting application documents (Only PDF Format) is February 09, 2025. Please apply
via the link: https://erecruitment.rwandair.com/

CLICK HERE TO READ MORE AND APPLY

Senior Manager, Talent at Rwandair: (Deadline 9 February 2025)

JOB ADVERTISEMENT – SENIOR MANAGER TALENT

Job Title: Senior Manager Talent

Reports to: Chief HR & Administration Officer
Department: Human Resources
Duty Station: Kigali International Airport (KIA)

Job Purpose

The Senior Manager Talent oversees the entire Talent Management process, partnering with the
Business and HR Leadership, to identify current and future talent requirements. The Senior Manager
Talent will ensure alignment with the corporate objectives and financials, and drive standardized and
consistent investment decisions on talent in terms of talent acquisitions, career progression, retention
initiatives, and development.
The role will steer the process of internal mobility while ensuring a fair, transparent and consistent
approach for all RwandAir employees. This role will drive the development and enhancement of Talent
Acquisition, Talent Development and People Performance Management processes, policies and systems.
1. Key Duties and Responsibilities;

 Develop and align the overall Talent Management strategy with the HR strategy to ensure
delivery of all HR strategic talent objectives.
 Develop the Talent Management framework focussing on Talent Acquisition, Talent
Development and People Performance Management objectives.
 Develop new, and enhance existing policies and processes to ensure that the speed of delivery
of all related talent processes are optimised to enable business delivery.
 Design and develop the leadership development framework including coaching, mentoring, and
a Leadership Academy.
 Oversee the execution of optimised talent acquisition processes including the use of systems,
and development of dashboards to gain insight into speed of delivery and placement success
rates.
 Ensure a fair and transparent competency assessment process (including the use of modern
psychometric and other assessment tools), talent review, succession planning, career planning,
individual development planning, and leadership development.
 Steer the process of enhanced Learning & Development processes and the implementation of a
Learning Management System that will improve self-driven learning as well as the removal of
manual processing.
 Responsible for the definition, introduction and roll-out of formalized performance management
across the company that will align with the delivery of key performance measures.
 Lead the technical and commercial evaluation of potential and current service providers and
ensure proper management against agreed contractual and service delivery measures.
 Develop and drive relevant metrics and dashboards that produce useful insights to guide the
development and enhancement of talent strategies.
 Oversees Coaching and Mentoring programmes to support leaders in improving their
performance and development of leadership skills.
 Continually seek improvement in talent management by conducting regular meetings with the
business to address all their needs, offering to maximize impact and meet evolving requirements.
 Performing other duties assigned by the Head of Department.
2. Desired Profile
a. Minimum Standard Qualifications;
 A Bachelor’s Degree holder with a minimum of 8 years relevant experience in general office
administration from sizeable and structured companies, of which 3 years must be at the
managerial level.
 Management experience within a Talent Management function of a medium-sized
organisation.
 Excellent command of both oral and written English
 Proven experience in managing talent management systems within a medium-sized
organization.
b. Other Desired Competencies & Skills;
 Ability to manage and set priorities, handle multiple responsibilities/work interruptions and
meet deadlines.
 Recognizes “who” the client is and seeks to identify ways to increase satisfaction.
 Acts as a role model in demonstrating service culture.
 Seeks input, meets expectations, and maintains communication, and follows –up with the
client.
 Creative, detail-minded, with good planning and organisational skills; and self-motivated.
 Must be process-driven and detail-oriented with strong interpersonal skills.
 Skilled in leveraging analytics to drive decisions and measure success.
 Ability to delegate work, set clear direction and manage workflow.
 Strong mentoring and coaching skills.
 Ability to train and develop subordinate skills.
 Ability to foster teamwork among team members.
3. How to Apply:
 An application letter addressed to the Chief HR & Administration Officer;
 Recent Curriculum Vitae;
 Copies of Notarized Degree/Diploma certificates;
 Relevant certificates;
 Copies of academic papers;
 A photocopy of the Passport/National ID;
 Three referees;
The deadline for submitting application documents (Only PDF Format) is February 09, 2025. Please apply
via the link: https://erecruitment.rwandair.com/

CLICK HERE TO READ MORE AND APPLY