Human Resources Manager at Rwanda Civil Aviation Authority (RCAA): (Deadline 5 May 2024)
1. Background
Rwanda Civil Aviation Authority (RCAA) is a specialized autonomous govermnent entity mandated to regulate and ensure oversight of Aviation Safety, Securty, Economic regulation of Air Services and development of Civil Aviation as guided by the provisions of the convention on international Civil Aviation Organization’s Standards and Recommended Practices (SARPs). RCAA has a mission to develop, implement and maintain a safe, secure, and efficient civil aviation industry in Rwanda.
As we continue to expand and evolve, we are seeking a strategic leader to join RCAA team as the Human Resources Manager.
2. Position Overview
- Title: Human Resources Manager
- Unit: Corporate Services
- Department: Human Resources
- Reports to: Director of Corporate Services
- Direct reports: 3
3. Position Purpose
The Human Resource Manager will play a critical role in shaping RCAA organization’s culture, driving talent acquisition and development initiatives, and ensuring HR practices align with the Authority’s strategic objectives and ensure continued success.
4. Position Summary
The Human Resource Manager work entails Human resource planning, perfoming, organizing, supervising a variety of activities to run RCAA’s human resource management. This position is responsible for developing, implementing, and overseeing HR strategies, policies, and procedures that support the organization’s goals and objectives.
5. Key Responsibilites
- Leadership: Provide leadership and guidance to the HR team, fostering a culture of collaboration, innovation, and continous improvement.
- Strategic Planning: Develop and implement HR strategies aligned with the organization’s goals and objectives. Ensure HR initiatives support the Authority’s mission and vision.
- Talent Acquisition: Lead talent acquisition efforts to attract, develop, and retain top talent across all levels of the organization. Oversee the recruitment and selection process to attract qualified candidates. Develop effective sourcing strategies, manage job postings, conduct interviews, and ensure a seamless onboarding process.
- Employee Relations: Foster positive employee relations by addressing grievances, conflicts, and concerns in a fair and timely manner. Implement strategies to enhance employee morale and engagement. Foster a positive and inclusive workplace culture through effective employee engagement and retention initiatives.
- Performance Management: Oversee performance management processes, including goal setting, performance reviews, and employee development plans. Develop and implement performance management systems to monitor employee performance, provide feedback, and identify areas for improvement. Ensure performance evaluations are conducted regularly and fairly.
- Training and Development: Identify training needs and develop training programs to enhance employee skills and competencies. Encourage a culture of continuous learning and development.
- Compensation and Benefits: Lead the development and implementation of a competitive compensation and benefits programs. Oversee the administration of employee compensation and benefits programs. Ensure compliance with relevant laws and regulations. Review and recommend updates to compensation structures to remain competitive in the industry.
- HR Policies and Procedures: Develop, update, and communicate HR policies and procedures in accordance with legal requirements and organizational needs. Ensure adherence to established policies and procedures across the organization.
- Compliance: Ensure compliance with labor laws, regulations, and industry standards. Monitor changes in legislation and update HR policies and practices accordingly. Ensure compliance with relevant employment laws and regulations, and promote a culture of ethical conduct and integrity.
- HR Metrics and Reporting: Establish key HR metrics to measure the effectiveness of HR programs and initiatives. Generate regular reports on HR metrics and present findings to senior management.
- Budget Management: Develop and manage the HR department budget. Ensure resources are allocated efficiently to support HR initiatives and activities.
6. Qualifications:
- Master’s degree in Human Resources, Business Administration, law, psychology or any other related field
- Certification in Human Resources (e.g., SHRM-SCP, SPHR, TMP, STM, GTML…) or any equivalent certification is highly desirable.
- Proven progressive experience of at least 5 years in HR managerial roles, with a track record of developing and implementing HR strategies that drive organizational success in organizations of similar size and level of complexity.
- Having relevant experience in aviation environment would be preferred.
7. Other leadership abilities required:
- In-depth knowledge of HR best practices, employment laws, and regulations.
- Strong leadership and interpersonal skills.
- Excellent communication and negotiation skills.
- Ability to build and maintain effective relationships at all levels of the organization
- Ability to work effectively in a fast-paced environment and handle multiple priorities.
- Strong analytical and problem-solving skills.
- High level of integrity and professionalism.
- Strategic thinker with the ability to translate HR initiatives into tangible business results.
8. How to Apply:
Interested candidates looking for this exciting opportunity to make a meaningful impact in human resource management of RCAA, are requested to submit their resume and a cover letter outlining their work experience and achievements, their qualifications to [email protected].
9. Application Deadline: 5th May 2024
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