About CHANCEN International
Chancen International is a non-profit financial institution providing ethical, fair, and responsible financing to help young Africans access quality tertiary education. Using an innovative Income Share Agreement (ISA) model, we cover students' tuition fees, allowing them to study without financial barriers. Graduates repay a portion of their income once employed, creating a sustainable funding cycle that supports future generations. By empowering young people with education, we enable their transition to meaningful employment, fostering economic mobility and strengthening communities.
Headquartered in Kigali, Rwanda, and operating in Rwanda, Kenya, South Africa, and Ghana, Chancen International has helped over 5,000 young people access education leading to dignified work. Our focus on marginalized populations ensures these youth gain the skills needed to thrive and contribute to building strong economies and peaceful nations.
We are committed to creating an inclusive and positive working environment where each individual can flourish and achieve their full potential. Our actions are guided by our company values: Authenticity, Curiosity, Courage, Stewardship, and Fairness.
Job Summary
The People & Culture (P&C) and Admin Manager in Rwanda is responsible for providing strategic and operational HR leadership, ensuring a values-aligned work environment, and driving HR initiatives that support organizational growth and compliance with Rwandan labour laws. This role requires proactive planning, meticulous attention to detail, strong cross-functional collaboration, and demonstrated excellence in managing both HR and administrative functions. The P&C and Admin Manager must act as a trusted advisor to leadership, a supportive partner to staff, and an effective leader of the Rwanda P&C team.
Key Responsibilities
1. Strategic HR Leadership & Organizational Development
- Develop and implement local HR strategies that align with organizational goals and support scaling operations.
- Lead local organizational design initiatives, including team structuring, role definition, and job evaluation.
- Anticipate people-related needs and develop proactive plans to address them.
- Establish, track, and report on key HR metrics to measure departmental impact and inform decision-making.
2. HR Policy, Compliance & Risk Management
- Develop, review, and implement HR policies in full compliance with Rwandan labour laws.
- Ensure 100% accuracy and consistency in all HR documentation, including employment contracts, policies, and employee records.
- Conduct internal compliance audits and implement corrective actions promptly.
- Monitor legislative changes and proactively update policies and procedures.
3. HR Planning, Budgeting & Reporting
- Collaborate with Finance to develop, manage, and monitor the annual HR budget.
- Prepare and present monthly HR budgets and reports to the Country Director and Head of P&C, highlighting trends, risks, and achievements.
- Develop and maintain a rolling 6-month HR operational calendar to ensure timely execution of all HR cycles (payroll, performance reviews, compliance, onboarding, etc.).
4. Talent Acquisition & Onboarding
- Oversee end-to-end recruitment for all roles, ensuring a positive candidate experience and inclusive hiring practices.
- Develop and implement a comprehensive onboarding program, ensuring all logistical, equipment, and orientation arrangements are prepared in advance of new hires’ start dates.
- Build and maintain a talent pipeline for critical positions.
5. Employee Relations, Engagement & Culture
- Act as a trusted advisor for employee concerns, mediating conflicts, and resolving grievances fairly and promptly.
- Foster a positive, high-performance culture through regular engagement initiatives, team-building, and wellness programs.
- Proactively seek feedback through surveys, focus groups, and one-on-ones, and implement actionable improvements.
- Conduct thorough exit interviews and analyze turnover data to inform retention strategies.
6. Performance & Reward Management
- Manage the full performance review cycle, ensuring clear communication, timely completion, and accurate documentation.
- Guide managers on performance improvement plans (PIPs), feedback delivery, and equitable recognition.
- Implement a quality-control process for all performance-related documents before distribution.
- Administer compensation reviews, promotions, and bonus cycles in line with remuneration policy and budget.
7. Learning & Development
- Conduct quarterly training needs assessments aligned with organizational goals.
- Coordinate and track participation in training programs, measuring effectiveness and ROI.
- Support career development through coaching, mentorship, and succession planning.
8. Compensation, Benefits & Payroll
- Ensure accurate, timely, and fully compliant payroll processing each month, with zero errors in statutory deductions (RSSB, PAYE).
- Submit finalized payroll for review at least 3 working days before the deadline.
- Manage employee benefits programs, including medical insurance and pension, ensuring proactive provider management and timely renewals.
9. Administration, Office Operations & Team Management
- Oversee all office operations, including facilities management, supplies, logistics, health & safety, and vendor contracts.
- Implement and maintain a vendor contract tracker with 60-day renewal reminders.
- Ensure all internal administrative requests are resolved within 24 hours.
- Supervise, mentor, and develop the Rwanda administrative team through structured weekly check-ins, clear goal-setting, and priority alignment.
- Proactively identify and address operational issues before they impact staff or productivity.
Requirements
Required Qualifications and Experience
- Educational Qualifications
● Bachelor’s degree in Human Resource Management, Business Administration, or a related field.
● Professional HR certification (e.g., CHRP, SHRM, CIPD) is required.
● A master’s degree in a relevant field is an advantage.
- Technical Skills and Experience
● Minimum of 7 years of progressive HR experience, with at least 2 years in a managerial role.
● Proven experience developing and implementing HR strategies, policies, and systems in Rwanda.
● Demonstrated experience in payroll management, office administration, and vendor management.
● High digital literacy and experience using HRIS and project management tools.
3. Core Competencies & Behaviors
➢ Proactive Leadership:
- Anticipates needs, plans ahead, and drives solutions without waiting for direction.
- Demonstrates foresight in HR and operational planning.
➢ Attention to Detail & Accuracy:
- Ensures error-free deliverables in payroll, contracts, reports, and compliance documentation.
- Implements personal and team quality-check systems.
➢ Collaboration & Communication:
- Builds strong, trust-based relationships with the Country Director, senior leaders, and staff.
- Communicates clearly, proactively, and professionally across all levels.
- Is approachable and seen as a supportive P&C leader.
➢ Operational & Process Rigor:
- Develops and maintains systems to track tasks, deadlines, and compliance requirements.
- Manages time and priorities effectively to meet all commitments.
➢ Accountability & Learning Agility:
- Takes full ownership of outcomes, learns from feedback, and consistently seeks to improve.
- Demonstrates resilience and adaptability in a dynamic environment.
