Vacancy title:
People and Culture Manager

[Type: FULL_TIME, Industry: Nonprofit, and NGO, Category: Admin & Office]

Jobs at:
World Vision International (Rwanda)

Deadline of this Job:
Saturday, August 23 2025

Duty Station:
Kigali | Kigali | Rwanda

Summary
Date Posted: Thursday, August 7 2025, Base Salary: Not Disclosed

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JOB DETAILS:

Key Responsibilities:

MAJOR RESPONSIBILITIES

% of time/Activity/End Results

20% Talent Management & Development:

• Working in conjunction with the People& Culture Director, design a staff development strategy that meets the current and future organizational needs.
• Working in conjunction with the People & Culture Director, put in place and facilitate a talent management system that ensures identification, development, and retention of High Potential talent.
• Working in collaboration with Line Managers and Heads of Departments, coordinate staff training and capacity development needs assessment and put in place, as well as follow through on the implementation of adequate capacity-building plan(s).
•  Identify staff competencies required to support business objectives and within different roles.
• Compile and analyse training data, including the number of staff trained, areas of training, training duration, and training costs, and conduct post-training evaluations to ensure that return on investment is maximized.
• Lead the women in leadership development initiatives as well as the capacity-building of managers in general, among other things, to promote balance in gender diversity, empowerment, and exposure.
• Ensure at all times that the WV Rwanda Learning & Development Policy is adequately and appropriately adhered to and administered, including on issues of Bonding Agreements.

End Results

• A staff development strategy is in place and implemented effectively
• High potentials are identified and facilitated through a growth and development process
•  Staff capacity fully developed with a changed mindset and behaviours to meet organisational needs.
• Evidence of Return on Investment for capacity building activities is available 
• Gender diversity is enhanced in WV Rwanda

20% Performance Management

• Lead the end-to-end performance management process of World Vision Rwanda and promote a culture of accountability.
• Coach, mentor, and capacitate managers and supervisors (in particular, new ones) in the end-to-end performance management processes.

• Facilitate a timely and aligned Performance Management process, including Performance Agreements, ongoing check-ins and promising conversations, and End of Year Performance Reviews for all WV Rwanda staff.
• Compile and analyse end-of-year performance appraisal ratings for all staff and provide reports for leadership consumption.
• Provide appropriate support to employees and managers in addressing unsatisfactory performance, including implementation and follow-through of consequence management process (e.g., PIPs) per policy and standards.

End Results

• Performance agreements, ongoing conversations, and end-of-year reviews done effectively
• Consequence management strengthened
• Performance culture improved and aligned to our Promise mindset and behaviours framework

20% Employee Wellness, Engagement & Industrial Relations

• Keep abreast with changes in labour laws and legislation and provide technical guidance on issues and changes in statutory requirements for management decision-making.
• Facilitate the periodic design and review of People & Culture policies and guidelines, per the schedule, to ensure they are in alignment with the law of the land and the Partnership standards, as well as ensuring their effectiveness and relevance.
• Sensitize and orient all staff on People and Culture policies and procedures.
• Build the capacity of line managers to enhance a culture of psychological safety and staff care that creates a healthy and conducive work environment for all.
• Work with the legal advisor in regards to employee relations, grievance management, and provide required technical guidance to the leadership on disciplinary cases to facilitate appropriate decision-making and ensure compliance with the law, regulations, policies, and standards.
• Provide relevant input to the legal advisor for handling any former employees’ court cases and follow up to track their progress.
• Work collaboratively with the Security, Safety, Resilience & DRR Coordinator to ensure the safety and security of staff.
• Contextualize, promote, and support systems, services, initiatives, and programs that advance staff care and well-being.
• Establish and promote open and transparent communication channels and mechanisms for staff feedback to enhance staff motivation, engagement, and commitment
• Design and implement staff care function with support from the GC/Regional Staff Care team, which takes account of context-specific occupational stress management issues and staff needs.

End Results

• The People and Culture policies manual is aligned with the law of the land and partnership standards.
• World Vision Rwanda staff are aware of the People and Culture policies and are motivated to work together in harmony.
• Employee grievances and disciplinary cases are well managed.
• Updated information on the status of any existing court cases is made available.
• A culture of psychological safety, staff care, and wellness is embedded.
• Sustainable, healthy, and conducive work environment that promotes enhanced staff satisfaction, motivation, and engagement.

20% Functional leadership on Recruitment, Onboarding & Induction, and Compensation & Benefits:

• Lead overall recruitment processes and ensure timely, transparent, and quality recruitment and selection processes are carried out in line with the WV Policies and Standards (Recruitment & Selection Policy and other relevant) as well as the Labour Law.
• Provide end-to-end, timely, and quality recruitment support to the assigned client group and hiring managers.
• Provide support to the GAM team during proposal writing, collaborating also with the Finance team, to ensure propriety, including on budgeting, that will also facilitate timely and quality staffing for projects.
• Provide support in developing strategic workforce plans for effective and timely talent acquisition that advances business continuity.
• Promote gender diversity, professionalism, and transparency throughout the recruitment processes.
• Provide regular and updated information on recruitment status using the recruitment tracking tool, working in conjunction with the People & Culture Admin & HRIS Officer.
• Coordinate timely, effective, efficient and quality onboarding, induction orientation program for all new staff, working in close collaboration with the Hiring Manager(s), to enable them staff to settle in well and have a good understanding and grasp of WV Vision, Mission, Core Values, and other core statements, Our Promise and its interventions, as well as notably the Job one is occupying and equally important, emphasis on the organizational culture. 
• Provide a preliminary orientation to new staff in the assigned client group.

End Results

• Effective end-to-end recruitment process that meets the WV standards from all angles.
• GAM is team-supported, and staff are available for the project on time and within the appropriate budget.
• Gender diversity is enhanced at all levels
• Regular and updated information on recruitment status is always available
• Effective and efficient onboarding, induction, and orientation processes that facilitate a healthy employee experience and speedy acclimatization, integration, and productivity.

20% Functional Technical Support, Guidance, Networking, and External Engagements

• Provide guidance and technical support to internal stakeholders on all P&C business processes and operations, advancing the business partnering approach.
• Oversee and review all staff payments, benefits, and adjustments thereof, including terminal benefits, monthly payroll, merit increases, social security, and other payments processed by P&C, working closely with both the People & Culture Director as well as the People & Culture Business Partner.
• Spearhead the periodic Salaries & Benefits Market Survey processes, ensuring sufficient and appropriate information is availed to the consultants to enable adequate benchmarking and reporting.
• Actively participate and support the People & Culture Director in all Organizational Development and Change Management initiatives and activities, including providing appropriate technical support and guidance to clients, while ensuring at all times that Staff Care and Well-being needs are adequately handled and extended to affected staff.
• Working in conjunction with the Legal & Risk Advisor and People & Culture Director, spearhead all external engagements, queries, and necessary correspondences with Labour department, and other relevant government agencies, as required by law and as necessary in our business activities and process and any emerging issues, in a timely and appropriate manner, strictly observing all internal protocols.
• Be the focal person, working in liaison with the People & Culture Director, in the engagement of external stakeholders and service providers, ensuring the business needs and operations are well advanced.
• Take the lead in overseeing the implementation of the People & Culture Annual Business Plan and other operational initiatives and project plans.
• Play the central role in coordinating engagements and interactions with auditors, supporting the audit processes, and ensuring timely implementation of audit recommendations and Management action plans.
• Support the People & Culture Director to establish strategic networks with key International NGOs and other supporting agencies at the national level to keep updated with changes in the external environment and share best practices.
• Actively network and build rapport with peers within the wider World Vision Partnership, more so the East Africa Region, for exchange of ideas, best practices, and (mutual) support.

End Results

• Adequate and aligned People & Culture business operations and processes.
• Effective People & Culture stakeholder engagement and support.
• Smooth OD & Change processes that are equally people-oriented.
• Consistent compliance with Labour laws and standards, as well as healthy partnerships and collaboration with key agencies for better positioning of the WV brand.
• P&C plans, projects, and initiatives implemented within scope, time, budget, and quality.
• Strategic networks formed and nurtured that support the P&C business and operations.

KNOWLEDGE/QUALIFICATION FOR THE ROLE

Required Professional Competencies

• Excellent interpersonal and professional skills
• Good planning and organizational skills
• Proficient in coaching, mediating, influencing, facilitating, presentation, communication, analysis, and problem-solving.
• Ability to complete a complex variety of tasks in an organized manner and to quickly change and adapt to new priorities
• Ability to communicate with all levels of staff, orally and in writing
• Has broad technical knowledge combined with critical thinking skills to relate work performed
• Ability to maintain effective working relationships with all levels of staff
• Excellent computer skills, including Microsoft application skills, including Word, Excel, and PowerPoint.  Proficient with Internet navigation and electronic records management
• Excellent team player and collaborator
• Creativity, innovation, and the ability to think outside the box

Required Education,training, license,registration, and certification

• Master’s degree in Human Resources Management or equivalent, Organizational Development, Business Administration & Management, or relevant fields of study. 

Preferred Professional Knowledge, Qualifications, and Skills

• A Master’s degree in a relevant field.
• A professional certification in Human Resources Management
• Talent Management and Development
• Effective People Management  
• Proficiency in Labour Law and standards
• Compensation and benefits administration
• Performance Management
• Experience in Industrial Relations
• OD & Change Management
• Staff Care & Well-being
• (HR) Policy review and development

Travel and/or Work Environment Requirement

Ability and willingness to travel domestically and internationally up to 30% of the time.  

Physical Requirements

Language Requirements

English & French

Work Hours: 8

Experience in Months: 36

Level of Education: postgraduate degree

Job application procedure

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