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

Rwanda Green Fund is the country's climate change and environmental investment fund. Our mandate is to attract sustainable finance and invest in both private and public sectors, driving climate action and supporting Rwanda's low-carbon economy.

Responsibilities or duties

Strategic Human Resource Management

• Prepare and implement the annual Human Resource Plan to support the overall strategic aims and objectives of the Fund.
• Identify, design and implement strategic Human Resource projects, as and when required.
• Support in the development or review of applicable people policies and proactively roll outs its applicability within the Fund.
• Support line managers in drafting applicable tools relevant for people management such as templates, JDs etc. for professional accuracy
• Prepare necessary reports i.e. payroll, attendance, monthly reports etc. to inform management on people-related decisions.

Resourcing, Recruitment and Selection as well as Talent Management

• Talent Acquisition: Support line managers in identifying manpower needs, Job advert development and in scheduling, conducting selection interviews and assessments of candidates and ultimately reporting on successful candidates.
• Advice on recruitment process and ensure candidates fit the job requirements.
• Advice on the process of advertisement of vacancies and assess applications and interview of applicants.
• On boarding and Induction: manage the on boarding process to ensure all new hires receive the needed information and resources to settle in effectively into their new roles including but not limited to JD issuance, policy and handbook induction, applicable organizational and role based processes etc. Advice on the management and orientation of new employees (induction phase), process probationary reviews, new employee evaluations and terminations.
• Analyze the skills and qualities required for each particular job and provide guidelines for developing job descriptions and specifications.

Staff Skills and Capabilities development

• Coordinate staff and organization capacity needs assessment process.
• Identify training/skills/competency needs within the Institution.
• Coordinate career development, succession planning and talent management needs in partnership with line head of departments and unit managers.
• Submit the skills development plan within the prescribed timeframe.
• Identify skills shortages and where there is need to improve an inform management.
• Monitor training costs against budget.
• Administer the evaluation of all learning and development activities.

Employee Engagement and Well being

• Work closely with senior and line managers, providing them with expert guidance, coaching and support on the full range of HR activities (including policies and procedures, terms and conditions of employment, human resource and career development, performance management, human resource planning, etc.), in order to ensure a consistent and fair approach to human resource management throughout the Fund.
• Keep up to date with HR legal developments and advise management on compliance and risk factors.
• Manage investigations, disciplinary and grievance matters in conjunction with the Chief Finance Officer and the Chief Executive Officer.
• Provide advice and guidance on individual employee relations cases, ensuring that these are well managed and meet the requirements of related policies and employment legislation.
• Ensure that managers and staff are aware of the human resource management policies and procedures and are able to apply them effectively.
• Provide support to staff on HR issues, as and when required.
• Ensure that staff are informed and updated on key business and issues regarding strategic HR management.
• Provide advice and assistance to staff and management on pay and benefits systems.

• Prepare and implement the annual Human Resource Plan to support the overall strategic aims and objectives of the Fund.
• Identify, design and implement strategic Human Resource projects, as and when required.
• Support in the development or review of applicable people policies and proactively roll outs its applicability within the Fund.
• Support line managers in drafting applicable tools relevant for people management such as templates, JDs etc. for professional accuracy
• Prepare necessary reports i.e. payroll, attendance, monthly reports etc. to inform management on people-related decisions.
• Talent Acquisition: Support line managers in identifying manpower needs, Job advert development and in scheduling, conducting selection interviews and assessments of candidates and ultimately reporting on successful candidates.
• Advice on recruitment process and ensure candidates fit the job requirements.
• Advice on the process of advertisement of vacancies and assess applications and interview of applicants.
• On boarding and Induction: manage the on boarding process to ensure all new hires receive the needed information and resources to settle in effectively into their new roles including but not limited to JD issuance, policy and handbook induction, applicable organizational and role based processes etc. Advice on the management and orientation of new employees (induction phase), process probationary reviews, new employee evaluations and terminations.
• Analyze the skills and qualities required for each particular job and provide guidelines for developing job descriptions and specifications.
• Coordinate staff and organization capacity needs assessment process.
• Identify training/skills/competency needs within the Institution.
• Coordinate career development, succession planning and talent management needs in partnership with line head of departments and unit managers.
• Submit the skills development plan within the prescribed timeframe.
• Identify skills shortages and where there is need to improve an inform management.
• Monitor training costs against budget.
• Administer the evaluation of all learning and development activities.
• Work closely with senior and line managers, providing them with expert guidance, coaching and support on the full range of HR activities (including policies and procedures, terms and conditions of employment, human resource and career development, performance management, human resource planning, etc.), in order to ensure a consistent and fair approach to human resource management throughout the Fund.
• Keep up to date with HR legal developments and advise management on compliance and risk factors.
• Manage investigations, disciplinary and grievance matters in conjunction with the Chief Finance Officer and the Chief Executive Officer.
• Provide advice and guidance on individual employee relations cases, ensuring that these are well managed and meet the requirements of related policies and employment legislation.
• Ensure that managers and staff are aware of the human resource management policies and procedures and are able to apply them effectively.
• Provide support to staff on HR issues, as and when required.
• Ensure that staff are informed and updated on key business and issues regarding strategic HR management.
• Provide advice and assistance to staff and management on pay and benefits systems.

• Strategic Human Resource Management
• Talent Acquisition
• Recruitment and Selection
• Talent Management
• On boarding and Induction
• Staff Skills and Capabilities development
• Employee Engagement and Well being
• HR legal developments
• Employee relations
• Pay and benefits systems

• Strategic Human Resource Management
• Talent Acquisition
• Recruitment and Selection
• Talent Management
• On boarding and Induction
• Staff Skills and Capabilities development
• Employee Engagement and Well being
• HR legal developments
• Employee relations
• Pay and benefits systems