JOB VACANCY – POD LEAD (Re-advertised)

Africa Improved Foods (AIF) is a Public-Private Partnership focused on addressing malnutrition through the production of nutritious, high-quality fortified foods.

We are looking for a self-motivated, qualified individual with the right attitude and a passion for innovation to join our young and energetic team in the position of People and Organizational Development Lead.

Department: Human Resources Contract terms: Open-ended Contract

Reports to: Human Resources Manager Location: Kigali, Rwanda

PURPOSE OF THE JOB

The People & Organizational Development (POD) Lead is responsible for building the capability, culture, and organizational effectiveness of Africa Improved Foods Rwanda Ltd. The role owns the full people development agenda, from learning strategy and performance management to culture activation and talent pipeline development.

TASKS & RESPONSIBILITIES

Learning & Development:

• Design, implement, and continuously improve the organizational learning and development framework.
• Conduct performance capability gap analyses across departments and translates findings into targeted learning interventions.
• Lead individual development planning processes and oversee implementation of approved development plans.
• Manage the Learning Management System (LMS) and curate engaging, impactful learning content.
• Design and execute talent development programs including graduate, internship, and apprenticeship schemes.
• Ensure L&D quality assurance across all programs and evaluate impact and ROI.
• Create learning strategies that build functional and leadership capability across the organization.

Performance Management:

• Own and manage the end-to-end performance management cycle — goal setting, mid-year reviews, and year-end appraisals
• Ensure timely cascading of organizational objectives to department and individual level
• Drive completion and quality of performance reviews across all departments
• Support managers in conducting effective performance conversations and development planning
• Maintain performance data and provide the HR Manager with regular completion and quality reporting
• Identify and manage performance improvement processes in coordination with the HRBP and HR Manager

Talent Management & Succession Planning:

• Develop and maintain a talent identification framework for key roles across the organization
• Own succession planning for critical positions and building internal pipelines for future leadership
• Partner with the HRBP on the strategic talent acquisition pipeline — employer branding, talent mapping, and targeted sourcing
• Enable career architecture and progression pathways that support retention of high-potential employees
• Provide the HR Manager with talent insights to inform workforce planning decisions

Culture, Values & Engagement:

• Lead the activation and embedding of organizational values across the workforce
• Design and implement employee engagement strategies, measurement tools, and action plans
• Champion culture initiatives that reinforce the organization’s identity, particularly during periods of change
• Manage the employer branding narrative in coordination with Communications — internal and external positioning
• Lead structured engagement mechanisms (e.g. townhalls, focus groups, pulse surveys) and present findings to leadership

Organizational Development & Effectiveness:

• Support the HR Manager in organizational design reviews, structure assessments, and role clarity initiatives
• Lead change management support for business transformation initiatives
• Conduct competency framework development and career architecture design
• Contribute to leadership and management capability development, with particular focus on people management skills
• Analyse workforce and people data to identify trends, risks, and development opportunities

QUALIFICATIONS & EXPERIENCES

• Bachelor’s degree in human resources, Organizational Psychology, Business Administration, or related field
• Minimum 8 years of progressive HR experience with a strong focus on L&D, OD, or talent management
• Demonstrated experience designing and delivering learning programs in a multi-functional organization
• Experience owning performance management frameworks and driving cycle completion
• Strong facilitation, coaching, and stakeholder engagement skills
• Ability to translate organizational strategy into people development priorities
• Analytical mindset with the ability to use data to inform decisions and demonstrate impact

OTHER SKILLS

• Experience in manufacturing, FMCG, or a similarly operationally intensive environment is an added advantage
• Exposure to organizational design and change management
• Professional certification in L&D, OD, or HR is an added advantage (e.g. CIPD, ATD, SHRM, SPHRi or equivalent)
• Experience working in a multi-country or regional HR context is an added advantage.

• Design, implement, and continuously improve the organizational learning and development framework.
• Conduct performance capability gap analyses across departments and translates findings into targeted learning interventions.
• Lead individual development planning processes and oversee implementation of approved development plans.
• Manage the Learning Management System (LMS) and curate engaging, impactful learning content.
• Design and execute talent development programs including graduate, internship, and apprenticeship schemes.
• Ensure L&D quality assurance across all programs and evaluate impact and ROI.
• Create learning strategies that build functional and leadership capability across the organization.
• Own and manage the end-to-end performance management cycle — goal setting, mid-year reviews, and year-end appraisals
• Ensure timely cascading of organizational objectives to department and individual level
• Drive completion and quality of performance reviews across all departments
• Support managers in conducting effective performance conversations and development planning
• Maintain performance data and provide the HR Manager with regular completion and quality reporting
• Identify and manage performance improvement processes in coordination with the HRBP and HR Manager
• Develop and maintain a talent identification framework for key roles across the organization
• Own succession planning for critical positions and building internal pipelines for future leadership
• Partner with the HRBP on the strategic talent acquisition pipeline — employer branding, talent mapping, and targeted sourcing
• Enable career architecture and progression pathways that support retention of high-potential employees
• Provide the HR Manager with talent insights to inform workforce planning decisions
• Lead the activation and embedding of organizational values across the workforce
• Design and implement employee engagement strategies, measurement tools, and action plans
• Champion culture initiatives that reinforce the organization’s identity, particularly during periods of change
• Manage the employer branding narrative in coordination with Communications — internal and external positioning
• Lead structured engagement mechanisms (e.g. townhalls, focus groups, pulse surveys) and present findings to leadership
• Support the HR Manager in organizational design reviews, structure assessments, and role clarity initiatives
• Lead change management support for business transformation initiatives
• Conduct competency framework development and career architecture design
• Contribute to leadership and management capability development, with particular focus on people management skills
• Analyse workforce and people data to identify trends, risks, and development opportunities

• Strong facilitation, coaching, and stakeholder engagement skills
• Ability to translate organizational strategy into people development priorities
• Analytical mindset with the ability to use data to inform decisions and demonstrate impact

• Bachelor’s degree in human resources, Organizational Psychology, Business Administration, or related field
• Minimum 8 years of progressive HR experience with a strong focus on L&D, OD, or talent management
• Demonstrated experience designing and delivering learning programs in a multi-functional organization
• Experience owning performance management frameworks and driving cycle completion