JOB DESCRIPTION

 Sustainable Growers Rwanda (SGR) is an NGO focused on innovative coffee cultivation techniques for smallholder women coffee farmers in Rwanda. Our dual commitment involves providing groundbreaking training and amplifying the visibility of women throughout the coffee supply chain. Underpinning our efforts, Question Coffee, our social enterprise, was created as a platform to spotlight women coffee growers and their coffee.

Q COFFEE Ltd operates retail cafés in Gishushu & Kiyovu, Kigali, Rwanda. We proudly offer coffee products, coffee tours, and coffee beverages directly to our valued customers. It also houses a training space for farmers, baristas, and coffee professionals to enhance coffee quality from seed to sip.

Manager, Human Resources and Administration (Social Enterprise)

PURPOSE OF THE JOB

This role is responsible for overseeing and directing the Social Enterprise's human resource’s function, ensuring it aligns with the organization’s mission, vision, values and social impact goals. The role is also responsible for promoting a culture of diversity equity and inclusion within the Social Enterprise and utilizing HR technology to streamline processes and enhance employee experiences.

MAIN RESPONSIBILITIES

Strategic HR Leadership

• Develop and implement HR strategies that are aligned with the social impact goals and values
• Develop, promote, and implement human resources practices, procedures and policies to aimed at building and promoting a culture of compliance within the social enterprise.
• Develop and oversee the implementation of talent development initiatives that are aligned to the strategic goals of the Social Enterprise

Diversity, Equity, and Inclusion (DEI) Leadership

• Lead efforts to create a workplace where all staff feel included and valued.
• Organize and deliver training programs on cultural competence and other DEI aspects.
• Regularly review policies to improve DEI across the organization.

Talent, Acquistion, Leadership and Development

• Manage recruitment, selection, and onboarding of staff to attract diverse talent.
• Develop and implement employee retention strategies.
• Oversee leadership development, succession planning, and talent pipeline.
• Identify training needs in collaboration with departmental heads and create learning and development programs to address skill gaps.
• Identify and utilize e-learning and virtual training platforms for cost effective and accessible learning

HR Technology and Innovation

• Implement and manage HR technology systems to streamline HR and other processes within the organisation.
• Recommend innovative digital tools for efficient human resources and performance management
• Utilize the HR data to inform decisions and improve employee engagement.
• Collaborate with the IT function to ensure that staff are trained on using HR technology effectively.

Performance Management and Development

• Develop, implement and train staff on the organization’s performance management system.
• Equip departmental managers with tools to provide constructive feedback and effectively participate in the performance management process.

Compensation and Benefits Strategy

• Carry out periodic job analysis and job evaluation to ensure job descriptions and job grades are aligned with the organization’s strategic objectives.
• Recommend strategic changes in relation to employee compensation and benefits, for purposes of alignment with market best practices
• Obtain and utilize compensation and benefits data to ensure pay equity and address any disparities.

Employee Engagement, Wellness and Relations

• Drive employee engagement initiatives and recognition programs to improve retention.
• Promote open communication and respect within the team.
• Address employee concerns through fair processes.
• Implement wellness, mental health, and work-life balance initiatives.

Compliance and Risk Management

• Ensure compliance with labor laws and organizational policies.
• Maintain secure and accurate employee records using HR technology.
• Ensure adherence to labor laws, social enterprisepolicies, and professional ethics.

Change management and culture

• Integrate our social mission into all HR practices.
• Lead efforts to make DEI a core part of our culture.
• Lead and drive change management initiatives to support various social enterprisetransformational objectives

Social Impact Reporting:

• Track and report on HR data such as staff turnover, absenteeism, and capacity utilization to ascertain HR’s contribution to the organization’s social impact.
• Prepare detailed HR reports required by donors and regulatory bodies, ensuring compliance with labor laws, grant requirements, and organizational policies.
• Provide HR-related budget reports to monitor expenses for recruitment, training, and staff welfare programs, ensuring alignment with funding guidelines.

Perform any other duties that may be assigned

REQUIRED QUALIFICATIONS, KNOWLEDGE AND EXPERIENCE

 Academic and Professional Qualifications

1. Bachelors’ Degree in Human Resource Management, Business Administration, Public Administration, or any other relevant field with at least 6 years’ experience, 2 of which should have been in a managerial role a similar organisation or busy function
2. Master's Degree in Human Resource Management, Business Administration, Public Administration, or any other relevant field is an added advantage
3. Professional certification or membership in Human Resources or a related field is an added advantage

COMPETENCIES

Technical Competencies

• Strategy development
• Human Relations Management and Welfare skills
• Performance management
• Employee Engagement and Retention Management
• Knowledge of HR technology
• Strong organizational and time-management abilities
• Problem-solving and conflict-resolution skills
• Strong ethical standards and professionalism
• High level of integrity and confidentiality

Behavioral Competencies

• Customer Focus
• Cultivate Innovation
• Drives Results
• Collaborates
• Action Oriented
• Technology Savvy
• Strategic Mindset
• Drive vision & purpose
• Business Insight
• Build networks
• Builds effective teams

KEY PERFORMANCE INDICATORS

• Retain staff to ensure organizational stability and reduce turnover costs.
• Reduce the average time to fill open positions to ensure minimal disruption to operations.
• Achieve positive employee engagement score based on annual surveys.
• Ensure that women hold leadership roles and increase representation of underrepresented groups
• Achieve completion for annual performance appraisals within the set timeline.
• HR Cost per Employee: Maintain the HR cost per employee reasonably low while meeting strategic goals
• 100% compliance with labor laws, NGO policies, and donor-specific HR requirements through regular audits.
• Increase workforce productivity, measured through program delivery efficiency and employee output.
• Staff Well-Being Index: Improve the staff well-being index to satisfaction, measured through biannual surveys and health initiatives.

Submission of Applications

Interested qualified candidates are invited to submit their motivation letter detailing how they meet the required qualifications and competencies, and detailed CV to recruitment@sustainablegrowers.org, not later than 23^rd December 2024 at 17:00 Kigali time.

Done at Kigali, on 9^th December 2024.

Christine Condo

Executive Director