Job description

.Advise and provide support in the RCA staff recruitment process.
 Advise on the management and orientation of new employees, process probationary reviews, new employee evaluations and terminations;
 Analyze and Advise on the skills and qualities required for each particular job and provide guidelines for developing job descriptions and specifications
 Prepare notices and advertisements for vacant staff positions;
 Prepare short listing and inform successful candidates’ dates of written and oral exams;
 Prepare Schedule and organize exams (written and interviews);
 Organize staff orientations (induction period);
 Ensure probation phase are concluded and reports made.
2.Provide support to RCA staff career development.
 Prepare regular capacity needs assessment and identify training and development opportunities;
 Prepare human resource development plans;
 Organize staff training sessions, workshops and activities;
 Process employee requests for outside training while complying with policies, training plans and procedures ;
 Identify, design and implement strategic Human Resource management and development projects, as and when required.
 Coordinate career development, succession planning and talent management needs in partnership with line management;
 Monitor training costs against budget;
 Administer the evaluation of all learning and development activities.
3.Advise and monitor staff Performance Management Systems and procedures
 Ensure all staff signed their performance contract on time and their compliance with duties and annual plan of action;
 Provide Advice and assistance when conducting staff performance evaluation;
 Provide advice and recommendations on actions to be taken for performing staff (rewards) and non performing staff (sanctions).
 Provide Advise on performance management process. Custodian of effective performance management practices.
 Ensure that performance management is standardized and that all employees are informed of and trained in the application of the performance management model and system.
 Monitor the implementation of the performance appraisal and ensuring that mid-term and annual appraisals are carried out in a timely manner and followed up.
 Consolidate Reports on the results of performance appraisal.
4.Manage administrative and financial records of staff
 Update personnel records on a regular basis.
 Identify incomplete records and ensure proper filing.
 Prepare monthly salaries and allowances.
 Declare monthly and quarterly statutory contributions.
5.Monitor staff attendance activities
 Monitor and report on daily attendance of staff;
 Monitor scheduled absences (holidays or travel) and ensure continuity of services;
 Recommend disciplinary measure for staff with unjustified absences.
6.Provide information and assistance to staff and supervisors on human resource and work related issues
 Ensure proper implementation of existing human resource management policies, regulations and procedures;
 Promote labor standards and workplace safety;
 Provide Advice and assistance to staff and management on pay and benefits systems.
 Prepare RCA staff participation in the National ceremonies;
 Manage staff complaints regarding labor relation;
 Organize the general staff meetings;
 Monitor and report on staff attendance
 Take minutes of RCA staff meetings and timely communication
7.Advise Rwanda Cooperatives Agency on Employee Work Relations.
 Work closely with senior and line managers, providing them with expert guidance, coaching and support on the full range of HR activities (including policies and procedures, terms and conditions of employment, human resource and career development, restructuring of services, performance management, human resource planning etc.), in order to ensure a consistent and fair approach to human resource management throughout the institution;
 Keep up to date with HR legal developments and advise management on compliance and risk factors;
 Manage investigations, disciplinary and grievance matters in conjunction with the Director General and the Director in charge of Administration and legal Affairs Officer;
 Provide Advice and guidance on individual employee relations cases, ensuring that these are well managed and meet the requirements of related policies and employment legislation;
 Ensure that managers and staff are aware of the policies and procedures and able to operate them effectively;
 Provide support to staff on HR issues whenever required;
 Ensure that staff are informed and updated on key business and issues regarding strategic of HR management;
8.Change Management
 Lead programs that are aimed at improving employee morale and welfare.
 Identify and analyze current institution effectiveness and propose solutions to address the gaps.