Context of the position

SOS Children’s Villages Rwanda is an independent member association affiliated to the SOS Federation. SOS Children’s Villages Rwanda leverages existing community resources to strengthen quality childcare and protection through a holistic continuum of care tailored to orphans, vulnerable children, and their families. SOS Children’s Villages Rwanda actively advocates for the promotion of childcare and child protection. In Rwanda, SOS Children’s Villages operate in four locations based in Gasabo, Gicumbi, Kayonza and Nyamagabe Districts. In order to further fulfil the above-mentioned responsibilities, SOS Children’s Villages Rwanda is seeking for a competent Head of Human Resources and Organisational Development (HROD).

Job Purpose

The Head of Human Resources and Organizational Development (HROD) provides strategic leadership in the development and implementation of national strategies and plans, ensuring effective execution in all areas related to human resources and organizational development.

The role serves as a key advisor to the National Director, National Management Team, program managers/advisors, and the wider staff community on all HROD matters, supporting informed decision-making and organizational effectiveness.

The incumbent is fully responsible for leading and managing the entire HR cycle, including recruitment, performance management, staff development, employee relations, and organisational culture, while ensuring compliance with organizational policies and labour laws.

The Head of HROD also drives organizational development initiatives and leadership strengthening processes to enhance staff capacity, engagement, and overall organizational performance.

Main clients:

• Deputy National Director-Operations
• National Management Team
• All staff members
• Government authorities such as Labor Inspectorate, Rwanda Revenue Authority and Rwanda Social Security Board
• The judiciary
• Private organizations such as insurance companies and various suppliers
• HROD and Legal consultants and external learning facilitators

Key Performance Areas and Main Responsibilities

I. Strategic Leadership

• Lead the development and implementation of HR and organizational development strategies aligned with organizational goals.
• Advise the National Director and Management Team on HR, organizational effectiveness, and workforce planning.
• Drive performance management, staff motivation, and reward systems.
• Champion learning and development initiatives to build staff capacity and enhance performance.
• Promote a positive organizational culture that balances employee wellbeing and organizational priorities.
• Contribute to national strategy development and lead key strategic initiatives.

II. Operational Management

• Oversee the full employee lifecycle including recruitment, onboarding, performance management, and separation.
• Ensure compliance with HR policies, procedures, and labor laws.
• Implement and communicate HR policies and the HR manual across the organization
• Design and implement employee wellbeing programs, including health, wellness, and work-life balance initiatives.
• Manage payroll inputs, compensation reviews, and benefits administration to ensure accuracy, fairness, and competitiveness
• Provide expert HR advisory support to managers and staff.
• Lead staff training and development programs.
• Manage employee relations, including counselling and disciplinary processes.
• Maintain strict confidentiality in handling sensitive organizational matters.

III. Child Protection and Safeguarding

• Responsible within own area of work to raise awareness of the SOS Child Protection Policy principles and to prevent and protect children from all forms of abuse, abandonment, exploitation, violence and discrimination.
• Responsible for reporting any CS suspicion, concern, allegation or incident immediately following Child Safeguarding reporting procedures. CS reports should be made to the IOR CS focal person and/or to the respective line manager
• Build effective network relations within the wider SOS Society globally
• Develop wider networks and links with other HR/OD functionaries with other National Associations to be updated about HR/OD issues, concerns and emerging trends or best practices

Required qualifications

Education: Master's in HR, Organizational Development, Industrial Psychology or a related field of study

Professional Qualification: CIPD, SHRM, HRMP, SPHRI, PHRI could be an added value

Experience: 10+ years HR experience; 5+ years HR leadership; organizational change experience

Required Skills and Competencies

• Strong expertise in HR strategy development and implementation, aligned with organisational goals
• Proven experience in organisational development and change management, driving transformation and continuous improvement
• Demonstrated capability in talent management, including workforce planning, staff development, and retention strategies
• Solid knowledge and practical experience in employee relations, with the ability to manage complex people matters effectively
• Proficiency in HR policy development and implementation, ensuring compliance and best practice
• In-depth understanding of labour laws and their application in organisational settings
• Strong skills in strategic workforce planning to support organisational growth and sustainability
• Excellent communication skills with fluency in English and Kinyarwanda

• Lead the development and implementation of HR and organizational development strategies aligned with organizational goals.
• Advise the National Director and Management Team on HR, organizational effectiveness, and workforce planning.
• Drive performance management, staff motivation, and reward systems.
• Champion learning and development initiatives to build staff capacity and enhance performance.
• Promote a positive organizational culture that balances employee wellbeing and organizational priorities.
• Contribute to national strategy development and lead key strategic initiatives.
• Oversee the full employee lifecycle including recruitment, onboarding, performance management, and separation.
• Ensure compliance with HR policies, procedures, and labor laws.
• Implement and communicate HR policies and the HR manual across the organization
• Design and implement employee wellbeing programs, including health, wellness, and work-life balance initiatives.
• Manage payroll inputs, compensation reviews, and benefits administration to ensure accuracy, fairness, and competitiveness
• Provide expert HR advisory support to managers and staff.
• Lead staff training and development programs.
• Manage employee relations, including counselling and disciplinary processes.
• Maintain strict confidentiality in handling sensitive organizational matters.
• Responsible within own area of work to raise awareness of the SOS Child Protection Policy principles and to prevent and protect children from all forms of abuse, abandonment, exploitation, violence and discrimination.
• Responsible for reporting any CS suspicion, concern, allegation or incident immediately following Child Safeguarding reporting procedures. CS reports should be made to the IOR CS focal person and/or to the respective line manager
• Build effective network relations within the wider SOS Society globally
• Develop wider networks and links with other HR/OD functionaries with other National Associations to be updated about HR/OD issues, concerns and emerging trends or best practices

• Strong expertise in HR strategy development and implementation, aligned with organisational goals
• Proven experience in organisational development and change management, driving transformation and continuous improvement
• Demonstrated capability in talent management, including workforce planning, staff development, and retention strategies
• Solid knowledge and practical experience in employee relations, with the ability to manage complex people matters effectively
• Proficiency in HR policy development and implementation, ensuring compliance and best practice
• In-depth understanding of labour laws and their application in organisational settings
• Strong skills in strategic workforce planning to support organisational growth and sustainability
• Excellent communication skills with fluency in English and Kinyarwanda

• Master's in HR, Organizational Development, Industrial Psychology or a related field of study
• CIPD, SHRM, HRMP, SPHRI, PHRI could be an added value
• 10+ years HR experience
• 5+ years HR leadership
• Organizational change experience