Manager, Human Resources and Administration at Sustainable Growers Rwanda: (Deadline 23 December 2024)

Manager, Human Resources and Administration at Sustainable Growers Rwanda: (Deadline 23 December 2024)

JOB DESCRIPTION

Sustainable Growers Rwanda (SGR) is a non-profit organization that supports women coffee farmers and their families to become more professionalized and market- based skilled to increase their family incomes through professional training approach to growing and trading specialty coffee, so they can form direct, productive relationships with coffee processors, importers and roasters. Established in 2014, Sustainable Growers has a strong track record for connecting actors along the value chain, to facilitate deep and global partnerships between small holder producers and their customers.

Manager, Human Resources and Administration

PURPOSE OF THE JOB

The Manager, HR and Administration is responsible for coordinating the implementation of the HR strategies, managing the administration of the HR activities and Policies and procedures that align with SGR missions and Value. The role is also responsible for promoting a culture of diversity equity and inclusion within the SGR and utilizing HR technology to streamline processes and enhance employee experiences.

MAIN RESPONSIBILITIES

1. Strategic HR Alignment and Workplace Culture Enhancement

• Develop and implement HR strategies that are aligned with the social impact goals and values
• Develop, promote, and implement human resources practices, procedures and policies to aimed at building and promoting a culture of compliance within the SGR.
• Develop and oversee the implementation of talent development initiatives that are aligned to the strategic goals of the SGR
• Work closely with senior management to ensure HR initiatives support the overall mission and values of SGR, fostering a positive and sustainable work environment
• Oversee the activities of HR officers to ensure alignment with strategic goals and provide guidance as needed

2. Diversity, Equity, and Inclusion (DEI) Leadership

• Lead efforts to create a workplace where all staff feel included and valued.
• Organize and deliver training programs on cultural competence and other DEI aspects.
• Regularly review policies to improve DEI across the organization.
• Develop and implement initiatives that foster a diverse and inclusive work environment through targeted programs and policies
• Perform any other duties related to all HR functions as may be assigned from time to time

3. Policy Development and Compliance Management

• Regularly review and update HR policies to ensure they reflect current best practices and comply with Rwandan labor laws
• Perform compliance audits to identify and address any gaps in policy adherence
• Generate and analyze HR data to provide insights and support informed decision-making by leadership
• Maintain secure and accurate employee records using HR technology.
• Ensure adherence to labor laws, social enterprise policies, and professional ethics.

4. Talent, Acquisition, Leadership and Development

• Manage recruitment, selection, and onboarding of staff to attract diverse talent.
• Develop and implement employee retention strategies.
• Oversee leadership development, succession planning, and talent pipeline.
• Identify training needs in collaboration with departmental heads and create learning and development programs to address skill gaps.
• Identify and utilize e-learning and virtual training platforms for cost effective and accessible learning
• Develop an Employee Value Proposition for SGR that will attract local and international talent
• Oversee the recruitment process to ensure it is conducted efficiently and in line with organizational policies
• Supervise the onboarding process to ensure new employees are well-integrated and prepared for their roles

5. Employee Development and Training Programs

• Coordinate annual training needs assessments and develop programs that enhance employee skills and support organizational goals
• Ensure that training sessions are effectively conducted and meet the identified needs

6. HR Technology and Innovation

• Implement and manage HR technology systems to streamline HR and other processes within the organisation.
• Recommend innovative digital tools for efficient human resources and performance management
• Utilize the HR data to inform decisions and improve employee engagement.
• Collaborate with the IT function to ensure that staff are trained on using HR technology effectively.

7. Performance Management and Appraisal Systems

• Develop and oversee performance management processes that encourage continuous improvement and accountability
• Ensure proper management of staff performance evaluations as per the organization’s performance management system
• Equip departmental managers with tools to provide constructive feedback and effectively participate in the performance management process.

8. Compensation and Benefits Administration

• Analyze and adjust compensation and benefits packages to attract and retain talent
• Ensure accurate and timely processing of payroll and benefit
• Carry out periodic job analysis and job evaluation to ensure job descriptions and job grades are aligned with the organization’s strategic objectives.
• Recommend strategic changes in relation to employee compensation and benefits, for purposes of alignment with market best practices
• Obtain and utilize compensation and benefits data to ensure pay equity and address any disparities.

9. EmployeeRecords Management and Data Protection

• Ensure that all employee records are securely stored and managed in compliance with data protection laws
• Oversee the work of HR officers to ensure records are kept up-to-date and confidential

• Employee Engagement, Wellness and Relations
• Drive employee engagement initiatives and recognition programs to improve retention.
• Promote open communication and respect within the team.
• Address employee concerns through fair processes.
• Implement wellness, mental health, and work-life balance initiatives.

• Change management and culture
• Integrate our social mission into all HR practices.
• Lead efforts to make DEI a core part of our culture.
• Lead and drive change management initiatives to support various social enterprise transformational objectives

12. Social Impact Reporting:

• Track and report on HR data such as staff turnover, absenteeism, and capacity utilization to ascertain HR’s contribution to the organization’s social impact.
• Prepare detailed HR reports required by donors and regulatory bodies, ensuring compliance with labor laws, grant requirements, and organizational policies.
• Provide HR-related budget reports to monitor expenses for recruitment, training, and staff welfare programs, ensuring alignment with funding guidelines.

13. General HR Supervision and Support

• Guide and support HR officers in their daily activities, ensuring alignment with organizational goals
• Be flexible and ready to take on additional HR-related tasks as needed to support the department and organization

REQUIRED QUALIFICATIONS, KNOWLEDGE AND EXPERIENCE

 Academic and Professional Qualifications

1. Bachelor’s’ Degree in Human Resource Management, Business Administration, Public Administration With at least 3 year relevant experience in a similar organization or busy function
2. Master’s Degree in Human Resource Management, Business Administration, Public Administration, or any other relevant field is an added advantage
3. Relevant professional qualification/ certification would be an added advantage

COMPETENCIES

Technical Competencies

1. Strong knowledge of HR technology
2. Performance evaluation skills
3. Talent and skills detection
4. Career development and Coaching Skills
5. Employee engagement skills and Retention Management
6. Strategic development and HR management
7. Performance management systems and employee welfare initiatives
8. Proficiency in HR technology tools and systems for streamlined operations
9. Strong organizational and time-management abilities
10. Problem-solving and conflict-resolution skills
11. Strong ethical standards and professionalism
12. High level of integrity and confidentiality

Behavioral Competencies

1. Customer Focus
2. Cultivate Innovation
3. Nimble Learning
4. Build networks
5. Builds effective teams
6. Strong staff focus with a solutions-oriented mindset
7. Innovation-driven, with a focus on continuous improvement
8. Results-oriented, with a proven track record of achieving goals
9. Collaborative and effective team-building skills
10. Strategic thinker with the ability to drive organizational change and growth
11. Technology-savvy, with an aptitude for adopting new tools to enhance HR functions

KEY PERFORMANCE INDICATORS

1. Employee satisfaction regarding workplace culture
2. 100% compliance with updated HR policies and Rwandan labor laws
3. Employees participating in training programs annually
4. Notable improvement in employee performance post-training
5. Conduct reviews bi-annually
6. 100% accuracy and confidentiality in employee records and compliance with data protection regulation
7. Retain staff to ensure organizational stability and reduce turnover costs.
8. Reduce the average time to fill open positions to ensure minimal disruption to operations.
9. Achieve positive employee engagement score based on annual surveys.
10. Achieve completion for annual performance appraisals within the set timeline.
11. HR Cost per Employee: Maintain the HR cost per employee reasonably low while meeting strategic goals
12. 100% compliance with labor laws, NGO policies, and donor-specific HR requirements through regular audits.
13. Increase workforce productivity, measured through program delivery efficiency and employee output.
14. Staff Well-Being Index: Improve the staff well-being index to satisfaction, measured through biannual surveys and health initiatives.

Submission of Applications

Interested qualified candidates are invited to submit their motivation letter detailing how they

meet the required qualifications and competencies, and detailed CV to

[email protected], not later than 23^rd December 2024 at 17:00 Kigali

time.

Done at Kigali, on 9^th December 2024.

Christine Condo

Executive Director