Background information about the job or company (e.g., role context, company overview)

The Rwanda Development Board (RDB) is seeking an HR Performance Management Specialist to join their team. This role is crucial for enhancing organizational effectiveness through robust performance management systems.

Responsibilities or duties

The primary responsibilities include performance management, capacity assessment, proposing training programs, supporting the design and implementation of career development and performance management strategies, processes, and tools. The specialist will utilize strategic workforce planning for talent mobility and pipeline creation, assist in developing policies and guidelines for managers, maintain and communicate the performance management calendar, identify training needs, develop the Annual Capacity Building Plan, acclimate new hires, propose training courses, assess training effectiveness, evaluate ongoing programs, coordinate performance appraisal exercises, and monitor Staff Performance Contracts.

Qualifications or requirements (e.g., education, skills)

Specific qualifications are not detailed in this excerpt but would typically include expertise in HR performance management, strategic workforce planning, and training needs analysis.

Experience needed

Experience in performance management and capacity building is expected.

Any other provided details (e.g., benefits, work environment, team info, or additional notes)

This is a Level 3.II position under Statute, with one post available. Exams will be conducted, including Psychometric Test, Written, and Oral assessments. The role reports to the People & Culture Division Manager.

• Performance management, capacity assessment & propose training programs to keep required manpower level with the required knowledge, career & allow succession planning;
• Support the design and implementation of career development and performance management programs strategies, processes, and tools;
• Utilize strategic workforce planning to forecast and plan for talent mobility and create pipelines of talent;
• Support performance management program design and strategy;
• Assist in the development of policies, guidelines, and tools to support managers throughout the performance management process;
• Maintain and communicate the annual and quarterly calendar for RDB performance management process;
• Identify on quarterly basis, training needs by evaluating staff strengths and weaknesses through their managers;
• Develop RDB Annual Capacity Building Plan (CBP) basing on needs assessment;
• Acclimate new hires to the business and conduct orientation sessions;
• Propose potential training courses for institution development;
• Assess training effectiveness to ensure incorporation of taught skills and techniques into employees work behavior and productivity;
• Periodically evaluate ongoing programs to ensure that they reflect required changes;
• Coordinate periodic staff performance appraisal/evaluation exercises;
• Monitor Staff Performance Contracts;
• Any other related assignment as may be directed by superior(s).