HUMAN RESOURCES MANAGER POSITION.

Job Description

Job Title: Human Resources Manager

Department: Human Resources and Administration

Reports to: General Manager and/or Managing Director

Employment Type: Full-Time

1. JOB PURPOSE

The Human Resources Manager is responsible for developing, implementing, and managing human resources policies, systems, and practices that support Kigali Real Estate Ltd (KRE) in achieving its strategic and operational objectives. The role ensures effective workforce planning, talent acquisition, employee relations, performance management, compensation and benefits administration, staff development, regulatory compliance, and a positive organizational culture.

The Human Resources Manager serves as a strategic business partner to management, providing professional advice and guidance on people management, organizational development, employee engagement, and change management to enhance operational efficiency, employee productivity, and customer satisfaction across KRE’s business operations.

2. KEY DUTIES AND RESPONSIBILITIES

2.1. Human Resources Strategy and Planning

 Develop and implement HR strategies, annual work plans, and budgets aligned with KRE’s business strategy.

 Advise the Managing Director and senior management on HR matters, workforce planning, organizational structure, and people-related risks.

 Support organizational restructuring, change management, succession planning, and talent development.

 Establish HR priorities that support business growth, service quality, operational efficiency, and employee productivity.

 Prepare and present periodic HR reports to management.

2.2. Recruitment, Selection, and Onboarding

 Identify staffing needs in collaboration with departmental managers and prepare recruitment plans.

 Coordinate job analysis, job descriptions, vacancy advertisements, shortlisting, interviews, reference checks, and selection processes.

 Ensure recruitment decisions are fair, transparent, merit-based, and consistent with KRE policies.

 Prepare employment contracts, appointment letters, and other recruitment documentation.

 Coordinate employee induction, orientation, and probation management.

 Maintain an updated employee database and recruitment records.

2.3. Employee Relations and Discipline

 Promote positive employee relations, teamwork, professionalism, and effective communication.

 Advise management and employees on employment conditions, workplace conduct, and disciplinary procedures.

 Manage grievances, complaints, workplace conflicts, investigations, and disciplinary cases in accordance with established procedures.

 Ensure employees are treated fairly and consistently and are given an opportunity to respond to allegations before disciplinary decisions are made.

 Implement and monitor policies on anti-harassment, discrimination, safeguarding, nonretaliation, and professional ethics.

 Promote employee engagement, staff welfare, and an open-door communication culture.

2.4. Performance Management

 Develop, coordinate, and monitor the implementation of KRE’s performance management system.

 Ensure employees have clear job descriptions, key performance indicators (KPIs), and measurable performance objectives.

 Coordinate probation evaluations, periodic performance reviews, and annual performance appraisals.

 Support managers in addressing performance gaps through coaching, feedback, and performance improvement plans.

 Link performance results to employee development, recognition, promotion, and other decisions in accordance with KRE policies.

 Monitor departmental and individual performance to support organizational objectives.

2.5. Compensation, Benefits, and Payroll Administration

 Coordinate monthly payroll preparation and verification in collaboration with the Finance Department.

 Ensure payroll information accurately reflects salaries, allowances, overtime, leave, deductions, new appointments, staff exits, and other authorized adjustments.

 Verify the accuracy and completeness of payroll inputs before submission for approval.

 Administer compensation structures, salary reviews, allowances, benefits, and other employee entitlements in accordance with approved policies and budgets.

 Ensure timely and accurate calculation and remittance of statutory contributions and employment-related deductions in collaboration with Finance.

 Maintain accurate payroll records and ensure the confidentiality of employee compensation information.

 Review compensation practices and recommend improvements where appropriate.

2.6. HR Operations and Employment Records

 Maintain accurate, complete, and confidential employee files, both physical and electronic.

 Ensure employment contracts, job descriptions, leave records, attendance, staff movements, and other HR documents are properly maintained.

 Monitor attendance, punctuality, working hours, overtime, leave utilization, and compliance with workplace procedures.

 Coordinate employment confirmations, contract renewals, promotions, transfers, secondments, and terminations.

 Ensure proper handover procedures and clearance for departing employees.

 Prepare HR dashboards and periodic reports on staffing levels, turnover, absenteeism, recruitment, and other key indicators.

2.7. Training and Development  Conduct training needs assessments in collaboration with departmental managers.

 Develop and implement annual staff training and development plans.

 Coordinate induction, technical training, customer service training, leadership development, and mandatory compliance training.

 Support career development, coaching, mentoring, succession planning, and internal talent development.

 Evaluate training effectiveness and recommend improvements based on organizational needs.

2.8. Employee Welfare, Health, and Safety

 Promote employee wellbeing, occupational health and safety, and a safe working environment.

 Coordinate medical examinations, employee welfare initiatives, and applicable staff benefits.

 Work with operational managers to identify and address workplace hazards and employee safety concerns.

 Coordinate incident reporting, workplace investigations, and follow-up actions in collaboration with relevant departments.

 Support compliance with applicable occupational health, safety, and workplace requirements.

2.9. Legal and Regulatory Compliance

 Ensure HR policies and practices comply with applicable Rwandan labour laws, regulations, and statutory requirements.

 Monitor changes in employment legislation and advise management on their implications.

 Ensure compliance with applicable requirements relating to employment contracts, working hours, leave, disciplinary procedures, termination, social security, and other statutory obligations.

 Maintain appropriate HR documentation to support internal and external audits and labour inspections.

 Coordinate responses to labour-related inquiries and inspections with management and relevant departments.

 Review HR policies and procedures periodically and recommend revisions for management approval.

2.10. HR Policy Development and Implementation

 Develop, review, and implement HR policies, procedures, guidelines, and the KRE Human Resources Manual.

 Communicate approved policies and ensure employees and managers understand their responsibilities.

 Monitor policy implementation and recommend corrective action where non-compliance is identified.

 Ensure policies are consistently applied across KRE’s operations, including its hospitality and real estate activities.

 Maintain an appropriate system for policy review, approval, version control, and staff acknowledgment.

2.11. Organizational Culture and Change Management

 Promote KRE’s organizational values, professional ethics, accountability, and customerfirst culture.

 Support management in implementing organizational restructuring and operational improvement initiatives.

 Facilitate communication between management and employees during organizational changes.

 Encourage teamwork, employee recognition, innovation, and continuous improvement.

 Support managers in strengthening leadership, accountability, and people management practices.

2.12. Administration and Management Support

 Coordinate HR-related administrative activities and ensure efficient use of departmental resources.

 Prepare and manage the HR departmental budget in collaboration with Finance and management.

 Supervise HR staff or administrative personnel assigned to the department.

 Coordinate employee-related documentation and administrative processes with relevant departments.

 Perform other related duties assigned by the Managing Director that are consistent with the position.

3. KEY PERFORMANCE INDICATORS (KPIs)

The performance of the Human Resources Manager will be assessed against agreed annual objectives, including:

1. Recruitment effectiveness: Timely filling of approved vacancies and quality of recruitment outcomes.

2. Employee retention: Monitoring and reducing avoidable employee turnover.

3. Payroll accuracy: Accurate and timely submission of verified payroll inputs.

4. Performance management: Timely completion of probation evaluations and annual performance appraisals.

5. Legal compliance: Compliance with applicable labour laws, statutory requirements, and approved HR policies.

6. Employee relations: Timely and fair handling of grievances, disciplinary cases, andworkplace conflicts.

7. Training and development: Implementation of the approved training plan and evaluation of training outcomes.

8. HR documentation: Completeness, accuracy, and confidentiality of employee records.

9. Employee engagement: Improvement in staff communication, satisfaction, and engagement.

10. Policy implementation: Effective communication, implementation, and periodic review of HR policies.

11. Workforce planning: Alignment of staffing levels and competencies with operational requirements.

12. Management reporting: Timely submission of accurate HR reports and actionable recommendations. Specific targets and deadlines shall be agreed upon with the Managing Director at the beginning of the performance cycle.

4. QUALIFICATIONS AND EXPERIENCE Education

 Bachelor’s degree (A0) in Human Resource Management, Business Administration with a specialization in Human Resources, Organizational Psychology, or a related field.

 A postgraduate qualification in Human Resources Management or a related discipline is an added advantage.

 Professional HR certification is an advantage.

Experience

 At least five (5) years of relevant professional experience in human resources management, preferably in a managerial or senior HR role.

 Experience in hospitality, hotels, serviced apartments, real estate, or a related serviceoriented industry is a strong advantage.

 Demonstrated experience in recruitment, payroll coordination, employee relations, performance management, labour law compliance, and HR policy implementation.

 Experience supporting organizational restructuring and advising senior management is an advantage.

5. REQUIRED COMPETENCIES AND SKILLS

 Strong leadership, decision-making, and people management skills.

 Excellent knowledge of HR practices and applicable Rwandan labour legislation.

 Strong communication, negotiation, conflict resolution, and interpersonal skills.

 High integrity, discretion, confidentiality, and professional ethics.

 Excellent planning, organizational, analytical, and problem-solving abilities.

 Proficiency in Microsoft Office and HR information systems.

 Ability to analyze HR data and prepare clear management reports.

 Strong employee engagement and customer-service orientation.

 Ability to work under pressure, manage competing priorities, and meet deadlines.

 Fluency in English and Kinyarwanda; knowledge of French is an advantage.

6. AUTHORITY AND ACCOUNTABILITY

The Human Resources Manager shall:

Provide professional HR advice to the Managing Director and departmental managers.

 Recommend HR policies, staffing plans, employee development initiatives, and improvements to HR systems.

 Coordinate recruitment, performance management, employee relations, and other HR processes within approved authority.

 Verify HR documentation and payroll inputs before submission to the authorized approvers.

 Ensure HR decisions and recommendations are consistent with approved budgets, policies, and applicable laws.

 Escalate significant employee relations matters, legal risks, and sensitive HR issues to the Managing Director.

 Obtain the required management approval before implementing decisions involving recruitment, remuneration, disciplinary sanctions, termination, or other matters reserved for authorized management.

7. WORKING RELATIONSHIPS

Internal: Managing Director, senior management, departmental managers, Finance Department, operational teams, and all employees.

External: Relevant government authorities, RSSB, labour inspectors, recruitment agencies, training providers, medical service providers, and other authorized HR service providers.

8. CONFIDENTIALITY AND PROFESSIONAL CONDUCT

The Human Resources Manager shall maintain strict confidentiality regarding employee records, salaries, disciplinary cases, management decisions, and other sensitive organizational information. The position holder must uphold KRE’s values, act impartially, avoid conflicts of interest, protect employee dignity, and ensure that HR decisions are based on fairness, professionalism, applicable law, and approved company policies.

How To Apply

Interested candidtes kindly share the application documents via hr@sharpenjobs.com.

Application deadline:31/October/2026