HR Manager

Job Summary

The HR Manager designs, builds, and runs the entire human resources lifecycle for a multi-industry corporate group. Core obligations include authoring legally compliant HR policies, driving full-cycle recruitment campaigns across diverse business units, establishing structured employee onboarding and probation tracking systems, handling workplace conflict resolution in strict alignment with Rwandan labor law, and building corporate dashboards to provide leadership with actionable people analytics.

Key Responsibilities

1. Departmental Architecture & Strategic Workforce Planning (25%)

• Establish Greenfield HR Functions: Design, launch, and refine comprehensive HR policies, operational handbooks, and workplace strategies that directly fuel multi-sector business growth.
• Map Corporate Structures: Create optimized organizational charts, standardize job descriptions, and engineer balanced workforce planning frameworks across all distinct group subsidiaries.
• Provide Executive Advisory Support: Partner closely with executive business leaders to build high-performing teams, diagnose organizational capability gaps, and guide change-management paths.

2. Full-Cycle Talent Acquisition & Employee Onboarding (20%)

• Drive Cross-Unit Recruitment: Lead end-to-end talent acquisition pipelines, sourcing specialized real estate, corporate, and technical professionals across different business lines.
• Deploy Onboarding Frameworks: Build and manage structured corporate orientation, training, and probation tracking schedules to reduce early employee turnover.
• Enhance Employer Branding: Position the business group as an employer of choice within the Rwandan labor market, managing modern digital sourcing channels and campus pipelines.

3. Compliance, Labor Relations & Conflict Resolution (20%)

• Enforce Rwandan Labor Codes: Guarantee that all employment contracts, termination routines, and workplace rules strictly comply with current Rwandan labor legislation and local occupational health standards.
• Manage Employee Relations: Serve as the chief mediator for internal workplace grievances, conducting unbiased disciplinary investigations and applying objective conflict resolution strategies.
• Govern Documentation Security: Oversee the secure filing, audit readiness, and strict confidentiality of all physical and digital employee personnel folders.

4. Performance Management & Compensation Architecture (20%)

• Design Appraisal Systems: Structure and roll out the group's first unified performance management system, training department heads on objective-setting and quarterly evaluations.
• Build Compensation Frameworks: Formulate equitable, market-competitive grading scales, basic salary bands, and performance bonus structures across the group's divisions.
• Coordinate Learning Tracks: Identify skill gaps across teams and coordinate targeted professional development, training workshops, and internal compliance updates.

5. Culture Transformation & People Analytics (15%)

• Drive Retention Programs: Design and execute employee engagement initiatives, health and wellness initiatives, and localized corporate culture events to boost morale.
• Build HR Reporting Dashboards: Develop data-driven people analytics dashboards tracking corporate headcount changes, turnover trends, time-to-hire speeds, and performance metrics for executive review.
• Steer Succession Models: Establish internal talent tracking frameworks to identify high-potential staff and create proactive succession models for critical leadership roles.

Experience & Competencies

Candidates must demonstrate a unique mix of emotional intelligence, structural execution ability, and direct experience scaling mid-sized businesses:

Academic Foundations & Legal Fluency

• Educational Background: Bachelor’s degree from an accredited university in Human Resources Management, Business Administration, Industrial Psychology, Corporate Law, or a matching socio-behavioral field.
• Regulatory Compliance Mastery: Deep, uncompromised functional understanding of Rwandan labor laws, social security (RSSB) reporting rules, and local corporate human resource best practices.

Professional Experience Base

• Professional Tenure: 4 to 7 years of progressive experience in Human Resources leadership roles, ideally operating inside fast-growing, mid-sized corporate groups, real estate firms, or fast-paced entrepreneurial organizations.
• Ground-Up Implementation History: Proven, reference-backed experience building HR departments from scratch, authoring corporate governance manuals, or leading firms through large-scale structural change.

Core Leadership & Behavioral Traits

• High Emotional Intelligence: An exceptional ability to balance deep human empathy with corporate accountability, maintaining absolute discretion, professional integrity, and composure under pressure.
• Stakeholder Articulation: Highly developed communication, negotiation, and mediation skills, with a proven ability to gain trust and collaborate effectively with both frontline staff and C-suite executives.
• Ecosystem Agility: A natural comfort working within fluid, highly dynamic business spaces, demonstrating the capability to professionalize operations without stifling entrepreneurial speed.

Expected Outputs & Deliverables

• Legally vetted corporate HR policy manuals, standardized employment contract templates, and comprehensive employee handbooks.
• Structured job description catalogs, organization maps, and salary-grading frameworks for all group business units.
• Fully functional performance appraisal calendars, onboarding protocols, and probation metrics.
• Live monthly HR KPI data dashboards detailing group headcount, department burn rates, and active recruitment pipelines.

Skills Required:

• Hr / Public / Admin
• Legal / Law