Director of HR & Administration Unit

Job Director of HR & Administration Unit

Organization RWANDA TRANSPORT DEVELOPMENT AGENCY

Level 3.II

Reports To Corporate Services Division Manager

No. of Positions 1

Deadline 21/Mar/2019

Job Description

General Duties and Responsibilities:

Director Human Resources Unit is responsible for advice to the senior management of RTDA on the transparent implementation of HR strategies, effective delivery of HR services and management of the RTDA.

The key general duties and responsibilities of the Director Human Resources are to:

1. take a lead role in assessing client needs, interpreting and applying HR strategy and policies, rules and regulations, establishes internal procedures and providing solutions to a wide spectrum of complex HR issues;

2. guide and coordinate promoting a collaborative, client- oriented approach and contributes to the maintenance of high staff morale;

3. supervise and lead the support staff of the RTDA;

4. lead and supervise in close collaboration with project teams in the RTDA staff ensuring successful performance in HR management;

5. take a lead role to ensure implementation of HR strategies and policies focusing on achievement of the key targets;

6. take overall responsibility of ensuring effective human resources management focusing on achievement of the objectives of the projects;

7. take a lead role to ensure proper staff performance management and career development focusing on achievement of the key targets;

8. take full responsibility of ensuring facilitation of knowledge building and knowledge sharing in the RTDA and beyond focusing on achievements of key objectives.

Job Profile

Specific Duties and Responsibilities:

The key duties and responsibilities of the DHR are to, as hereunder:

1. ensure full compliance of HR activities with rules and regulations, policies, procedures and strategies for RTDA;

2. interpret HR policies and regulations and advice to senior managers on their applications, taking into account their particular needs;

3. analyse corporate HR strategy and policies, assessing the impact of changes and making recommendations on their implementation in the RTDA;

4. conduct continuous research of the matters related to conditions of service, salaries, allowances and other HR policy matters;

5. elaborate and introduce measurement indicators, monitoring and reporting on achievement of results;

6. advise Senior Management on HR new practices and their implementation (succession planning, career development and transition);

7. advise on strategic recruitment, contract modalities, learning plan and performance evaluation) and RTDA rules of business;

8. develop processes mapping and elaboration/establishment of internal Standard Operating Procedures (SOPs) in HR management, and control of the workflows in the RTDA;

9. lead the advocacy for the implementation, monitoring and compliance of the HR policies including gender and harassment, career development and knowledge management;

10. development of procedures and practices that contribute to enhanced and improved HR management;

11. management of transparent and competitive recruitment and selection processes including updated job descriptions, proper job classification, vacancy announcement, screening of candidates, organization and chairing of interview panels, making recommendations on recruitment oversight of recruitment under RTDA projects;

12. development and maintenance of data base of job applications;

13. advise to project managers on transparent and competitive process for project recruitment, adequate TOR describing terms of payment based on results, standard matrix of recruitment processes and request for contracts;

14. monitor the entire RTDA project recruitment process including tracking of all transactions related to positions, recruitment, HR data, benefits, earnings/deductions, retroactivity, recoveries, adjustments and separations through adopted plans;

15. performs HR Administrator and Manager Functions in plans for both Fixed Term and Service Contract Holders;

16. elaborate and implement the protocol for performance appraisal process, facilitation of the process, elaboration of performance evaluation indicators in consultation with the Senior Management;

17. implement effective systems for the performance evaluation, including training to supervisor for an effective use of the tool leading to career development;

18. advise on work plan, monitoring and performance team evaluation;

19. assist in effective learning management including establishment of the Whole Office Learning plan and individual learning plans in collaboration with the Senior Management;

20. ensure provision of effective counselling to staff on career advancement, development needs, learning possibilities;

21. design and implement training for operations/programme staff on HR issues;

22. synthase lessons learned and best practices in HR;

23. maintain personal files for all RTDA employees and a systematic filing system human resource reports, correspondence and other documents for the purpose of confidentiality;

24. handle all business relations aspects of human resources management on behalf of the Program Manager (Corporate Service) and Administration to ensure good industrial relations with RTDA and other sister organisations;

25. prepare salary payments and all accompanied procedures (declarations to CSR, RAMA and tax declarations to Rwanda Revenue Authority), respecting always deadlines;

26. keep statistics on employees movements at work (leave for service, for medical reason, personal reason or annual leave) and their manner to respect the hour of starting and ending the work;

27. interpret and implement the terms and conditions of service for the RTDA’s employees to ensure that employees are properly rewarded for their services to the Agency;

28. provide sound advice to the Manager (Corporate Service) and administration on all matters of employee relations;

29. propose to the Manager (Corporate Service) and Administration training and development programs for all RTDA employees to ensure training and development programs to address employee’s skills gaps;

30. maintain good working relationship with the local labour and other government/civil officials to facilitate communication with employees on matters affecting them and to gain their confidence and trust in the RTDA’s treatment of employees.

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For more information,please visit https://recruitment.mifotra.gov.rw/