Head of HR

Key Responsibilities:

Strategic HR Leadership

• Develop and implement an entity-wide HR strategy aligned with BRAC MF’s global goals and Rwanda’s operational priorities.
• Advise the CEO and senior leadership on HR policy, workforce planning, and organizational design.
• Serve as a strategic HR partner to BRAC International, contributing to cross-country initiatives and peer learning.
• Lead and build the capacity of the core HR team to ensure the timely execution of HR operations and swift resolution of challenges in the field level.

Talent & Succession Planning

• Lead entity succession planning for critical roles and support talent mobility across BI Microfinance (MF).
• Ensure pools for replacement staff for critical roles.
• Ensure alignment with BRAC’s culture and values for all new hires, supported by robust onboarding.
• Design and implement leadership development and internal talent pipeline strategies.
• Coordinate with BI Head Office HR Team to align talent priorities with global frameworks.

Organizational Effectiveness

• Guide workforce planning, structure redesigns, and organizational change efforts.
• Ensure cost-effective headcount management within approved budgets.
• Advise management on benefit packages that are competitive and cost-effective.
• Provide oversight on staff deployment, branch expansions, and coverage optimization.
• Constant engagement with frontline staff and managers to identify, and resolve people challenges.

Performance Management

• Drive a performance-based culture and ensure effective implementation of the Performance Management System (PMS) framework.
• Coach managers on goal setting, appraisal, and performance-based feedback.
• Ensure calibration processes and follow-through on rewards and development actions.

Learning & Development

• Develop and execute an annual training plan in coordination with the operations team.
• Oversee the planning and execution of technical, leadership, and soft skills training.
• Ensure at least 50% of staff engage in annual learning programs.
• Identify staff development needs and lead capability-building interventions.

HR Analytics

• Ensure up-to-date, accurate HR data and staff files through regular audits and supervisor follow-up.
• Generate quarterly HR analytics dashboards covering KPIs such as turnover, DEI, engagement, and training participation.
• Utilize HRIS and analytics tools to monitor KPIs, turnover, engagement, and Diversity Equity Inclusion (DEI) metrics.
• Produce quarterly workforce reports to inform strategy and Board-level decision-making.
• Benchmark compensation, benefits, and attrition to maintain competitiveness.

Risk & Compliance

• Lead HR compliance with local labor laws and internal policies.
• Coordinate regular HR audits and ensure prompt closure of identified gaps.
• Consult with legal and regulatory bodies where necessary on staff-related matters.

Culture & Change Enablement

• Promote inclusive and values-driven culture aligned with BRAC’s mission..
• Drive organizational transformation initiatives and employee engagement programs.
• Champion diversity, equality, and inclusion across all HR policies and practices.

People Management

• Manage and Monitor staff performance, Set performance objectives, carry out performance appraisals, coaching and mentoring of all staff under jurisdiction.
• Plan for staff leave and ensure all staff take leave within approved calendar periods.
• Identify staff development needs.
• Direct or develop the evaluation of the human resources and professional development department structure and team in order to plan for continual improvement of the efficiency and effectiveness of staff.
• Motivate, recognize and reward high performing HR Staff.

Stakeholder Engagement

• Act as HR liaison with BIHBV HR team, Board members, and internal governance forums.
• Represent HR in key entity committees including Microfinance Management Team (MMT), Operations, and Audit.
• Network with external HR bodies and financial institutions to benchmark best practices.

Safeguarding:

• Ensure the safety of team members from any harm, abuse, neglect, harassment and exploitation to achieve the programme’s goals on safeguardig implementation. Act as a key source of support, guidance and expertise on safeguarding for establishing a safe working environment.
• Practice, promote and endorse the issues of safeguarding policy among team members and ensure the implementation of safeguarding standards in every course of action.
• Follow the safeguarding reporting procedure in case any reportable incident takes place and encourage others to do so.

Educational & Experience Requirements:

Bachelor’s degree in HR, Organizational Psychology, Business, or related fields (required). Master’s degree is an added advantage.
Minimum 8-9 years’ progressive HR experience in a financial institution, with a minimum of 4 years in a senior position.
Proven experience in change management and culture transformation

Required Knowledge, Skills & Competencies:

• Strong strategic thinking and stakeholder management skills.
• Advanced understanding of HR compliance and local labor laws.
• Excellent interpersonal, coaching, and negotiation skills.
• Proficiency in HRIS and analytics tools.
• Demonstrated leadership in multicultural and cross-functional environments.
• Curious, empathetic, innovative and solution-oriented.
• Good at balancing being transparent yet keeping confidentiality