Director of Talent Bridges to Prosperity

Globally, one in seven people lack safe, year-round access to the services and opportunities in their immediate surroundings due to the lack of transportation infrastructure. We believe isolation-caused poverty is solvable within our lifetime and that trailbridges are the most efficient way to transform rural community economies.

Bridges to Prosperity (B2P) is a not-for-profit organization with offices in Kigali, Kampala, and Denver Colorado. We build bridges to better lives in rural communities and we envision a world where poverty caused by rural isolation no longer exists.

We are on the hunt for a Director of Talent to support our Chief Executive Officer and other Executives in growing, managing, and retaining the talent of our team.

This individual would be responsible for developing plans and implementing strategies for recruitment, selection, hiring, onboarding, performance evaluation, performance improvement, conflict resolution, offboarding, employee relations and employee wellness, creating and documenting systems where needed, in alignment with company policies, established systems, and local legislations.

Duties and Responsibilities

A bridge site visit is recommended every quarter.

Strategy (25%)

Be a thought partner to the CEO, Executive Team, and other managers in the organization to develop Bridges to Prosperity’s strategic and operational plan to grow, retain, and manage our talent. Apply a lens of diversity, equity, inclusion to all plans and activities:

Understand the strategy and larger goals of the organization; guide the leadership team towards building a hiring plan, and managing talent to reflect and achieve them.
Facilitate the definition and alignment between staff members of B2P’s organizational culture and support the dissemination throughout our global teams.
Understand, map and help prioritize the talent gaps in the organization. Balance this with the organization’s cash position.
Train managers on how to develop learning plans for individuals and teams.
Plan company-wide events and workshops as needed.
Track and report on key talent metrics aligned with the key objectives and indicators below.

Recruitment (20%)

Manage and lead B2P’s recruitment for new talent as we grow:

Work with executives to define the recruitment process and make it easy for managers to implement
Lead recruitment initiatives
Lead forward thinking thought leadership publication, attracting recruitment and messaging to talent pool

Retention (20%)

Drive a positive work culture where team members feel valued, respected, empowered to be problem solvers, recognized for their contributions, and growing in their professional pursuits.

Ensure new recruits are onboarded effectively
Work with the entire team to identify and codify core values and cultural champions within the organization
Drive learning and development programs for key skills gaps within the organization
Engage leaders in relevant learning, mentorship, and coaching opportunities to improve the leadership skills with the organization

Talent Management (30%)

Work with management to develop and implement an effective talent management system to ensure team members are fully engaged and rewarded:

Completion of a compensation policy, and communication of the same to the team. Compensation includes benefits such as paid time off, health insurance, retirement, disability, life insurance, bonus, and professional development.
Coordinate and oversee annual compensation increases in line with approved budgets and forecasts
Annual analysis of organization’s compensation & benefit packages and improvements across geographies
Develop and manage a talent pulse survey to capture critical engagement data and trends
Review/develop the performance management system to better align with strategic objectives
Review/develop the conflict resolution policy
Review/develop the performance improvement & disciplinary policies
Review/develop exit policies

Compliance (5%)

In partnership with local HR staff and contractors, oversee legal HR compliance/statutory requirements within the various geographies where B2P operates.

Qualifications & Requirements

BSc in Human Resources Management or relevant field
Strong commitment to and proven track record in building a diverse, inclusive workplace that optimizes employee engagement and fosters an inclusive and psychologically safe culture.
At least 5 years of professional experience in a related field of work with a successful track record of managing HR functions.
Proven work experience as a Recruiter, Talent Management Specialist, or similar role
Hands-on experience with full-cycle recruiting using various interview techniques and evaluation methods
Knowledge of Applicant Tracking Systems (ATSs)
Understanding of East African Labor Laws, International Labor Organization (ILO) and HR best practices.
Excellent verbal and written communication skills in English. French and Kinyarwanda would be a plus.
Familiarity with social media, resume databases and professional networks (e.g. LinkedIn)
International experience preferred, cultural sensitivity required.

Working conditions

This role requires travel – mostly within East Africa – to meet, understand, and work with team members and managers. The work can be done remotely, but in-person time is required with team members.

Physical requirements

This job is not physically demanding, however travel can be (long periods of sitting, walking, etc.). Field visits require the candidate to be able to walk a distance on uneven, sloped ground, etc.

Location

East Africa, preferably Rwanda.
Required travel to countries where staff are based.

Hybrid flexible in-office and remote work.

Sound like you? Tell us a bit more about yourself below by 31 March, 2022.

Full-time benefits include 20 days paid time off (PTO), 6 days sick time, 6 paid holidays, 10 business days office closure in December/January, paid parental leave, professional development and tuition reimbursement, retirement contribution, health insurance benefits, flexible hybrid work model and more.

We have seen firsthand the benefits of a diverse team, and the strength that comes with diversity in experience, background, and perspective. We strongly encourage applications from individuals that would bring a unique or underrepresented perspective to our organization