Human Resource Manager, Burundi

The Human Resources Manager is tasked with ensuring that GW has optimal numbers of human resources that it requires to deliver its goals concerning numbers and capability; that such staff are properly vetted on recruitment, are delivering to the required standards and that the policies and processes that are used to manage such staff are in line with best practice, promote staff motivation and performance and are in line with legal requirements.

• Put in place HR strategies and plans that are aligned to and support the achievement of GW strategic goals.
• Develop, implement, and communicate HR management policies and procedures that reflect GW standards and culture, train managers and supervisory staff on their application, and revise them as necessary to ensure continued compliance with statutory requirements.
• Monitor all HR activities and practices to ensure compliance with statutory requirements and company policies.
• Manage and support vetting, selection, and recruitment of staff and work closely with the Country Manager Burundi, heads of Department, and line managers to identify and define vacancies and suitably qualified staff to fill these.
• Effectively manage service providers including agents, and consultants providing HR-related services, to ensure that the company is provided with optimal services and value for money.
• Ensure that all staff is contracted as per company policy and monitor to ensure timely end-of-probation confirmations and renewals of contracts where applicable. Develop and oversee the implementation of comprehensive induction and orientation programs for all new staff.
• Develop effective and competitive compensation and benefits structures to attract and retain staff. Ensure alignment of employee reward to performance.
• Drive the development of a high-performing culture within GW by ensuring timely completion of goal setting, bi-annual reviews, and annual appraisals. Ensure optimal feedback processes and performance improvement planning.
• Manage disciplinary issues in line with the provisions of the Employment Act and company policy and ensure fairness and transparency, thus minimizing instances of litigation.
• Drive grievance resolution and ensure that all pertinent issues are addressed in a fair, confidential, and transparent manner where possible without becoming a legal issue. Where disputes become legal issues supporting the cases with timely provision of information to lawyers as appropriate.
• Develop, career development and succession plans that address the current and future business requirements of GW and offer returns on investment. 
• Facilitate employee learning and development by assessing capability, identifying gaps, and designing training interventions to redress them. Expected to identify business, department, and individual needs and develop and roll out the training calendar activities as required.
• Put in place employee welfare programs that ensure the general well-being of staff and ensure that staff is focused and supported to deliver in line with expectations.
• Put in place systems for managing staff records, including personal data, annual leave and off days, sick leave, etc, ensuring that these are kept up to date and adhere to relevant statutory and regulatory requirements.
• Ensuring the existence of harmonized Industrial Relations and acting as the key point of contact with the Trade Unions. Coordination with key government agencies for employment perspective and liaising with government bodies to ensure the successful running of labour matters.
• Administer insured staff benefits schemes including medical schemes, pension schemes, Group Personal Accident, etc.
• Manage staff capacity and skill levels within the HR management department to meet current and planned outputs; and
• Implement and monitor performance management programs and support departmental staff through training, mentorship, and coaching.

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