Rwanda HR Manager

GiveDirectly has delivered more than $1B in cash directly to 2+ million people living in poverty across 15 countries since 2011. We believe cash transfers are one of the most scalable, cost-effective, and dignified forms of aid, with the [research](https://www.givedirectly.org/gdresearch/) to back it up. Our work has been covered by [The Economist](https://www.economist.com/special-report/2024/01/10/givedirectly-does-what-it-says-on-the-tin), [NPR](https://www.npr.org/sections/goatsandsoda/2023/12/07/1217478771/its-one-of-the-biggest-experiments-in-fighting-global-poverty-now-the-results-ar), [TED](https://www.ted.com/talks/rory_stewart_to_end_extreme_poverty_give_cash_not_advice), and [The Washington Post](https://www.givedirectly.org/washingtonpost-apr-2024/). We are one of [Time100’s](https://time.com/collection/time100-most-influential-companies/2026/givedirectly/) Most Influential Companies of 2026. Our culture is candid, analytical, and non-hierarchical. We support high ownership and real professional growth. Curious about what it's really like to work here? Read our [values](https://www.givedirectly.org/givedirectly-values/) and [hear from the people who do](https://www.youtube.com/watch?v=HbdS9vB_XYg). If they resonate, this could be a great fit! **HR Manager** *Operational HR, Talent, Learning & Employee Experience* ### Role Purpose The HR Manager leads the day-to-day delivery of People and Culture activities, with primary responsibility for recruitment, onboarding, learning and development, employee engagement, performance-cycle coordination, and HR administration. The role partners with managers, country leadership, and the Global People team to deliver consistent, employee-centered HR practices and smooth, compliant HR operations. ### Recruitment & Talent Acquisition - Manage end-to-end recruitment for country roles, including workforce requisition coordination, job postings, sourcing, screening, interview processes, reference checks, offers, and candidate communication. - Partner with hiring managers to clarify role requirements, selection criteria, interview plans, and recruitment timelines. - Build and maintain effective sourcing channels, including recruitment firms, professional networks, and employee referrals. - Ensure recruitment processes are fair, consistent, well documented, and aligned with GiveDirectly standards and local requirements. - Track recruitment metrics such as time-to-hire, pipeline health, offer acceptance, and hiring outcomes, and recommend process improvements. - Support employer-branding and talent-pipeline initiatives, particularly for recurring or high-volume roles. ### Onboarding, Learning & Development - Coordinate country onboarding and induction, ensuring new hires receive a consistent and high-quality introduction to GiveDirectly, their role, policies, systems, and culture. - Coordinate local learning and development initiatives in partnership with the country leadership and Global People Team. - Maintain training calendars, participation records, learning needs, and follow-up actions. - Support managers with practical guidance on employee development, performance improvement plans, career conversations, and people-management practices. - Gather feedback and monitor the effectiveness of onboarding and learning activities, sharing insights and recommendations with the management team. ### Culture, Employee Engagement & Well-being - Support a strong, values-driven culture by embedding GiveDirectly values in employee communications, people processes, and staff initiatives. - Coordinate employee engagement activities, including surveys, recognition initiatives, well-being activities, team events, and follow-up actions. - Serve as an accessible first point of contact for routine employee relations questions and workplace concerns, resolving straightforward matters and escalating sensitive or complex cases appropriately. - Monitor employee feedback and emerging morale or engagement issues and flag risks to the management team. ### Performance Management & Offboarding - Coordinate country performance-management cycles, including communications, timelines, completion tracking, documentation, and reporting. - Support managers and employees with process guidance and escalate complex performance cases when required. - Manage routine offboarding processes, including resignations, end-of-contract processes, exit interviews, clearance coordination, and final documentation. - Track turnover, exit feedback, and recurring employee themes and prepare insights for HR and country leadership. ### HR Operations & Administration - Manage day-to-day HR administration, including employee records, contracts, contract renewals, leave records, personnel files, and HR system updates such as BambooHR. - Maintain accurate employee data and ensure HR documentation is complete, current, confidential, and audit-ready. - Coordinate benefits enrollment and routine benefits administration, responding to employee queries and liaising with providers as needed. - Manage work permits, visas, and other employment-related documentation in line with local requirements. - Respond to employee HR queries promptly and ensure policies, procedures, and process changes are clearly communicated. - Apply HR policies consistently in routine cases and escalate complex legal, disciplinary, compensation, or policy interpretation matters. ### HR Reporting & Process Improvement - Prepare regular HR reports and dashboards covering headcount, recruitment, turnover, leave, performance-cycle completion, learning, and other key people metrics. - Identify recurring administrative issues and recommend practical improvements to HR processes, templates, workflows, and employee experience. - Support audits, data requests, and HR projects by providing accurate records and timely follow-up. **Requirements:** - Bachelor’s degree in Human Resources, Business Administration, Management, or a related field. - 4+ years of progressive HR experience, with strong hands-on employee relations experience, including handling workplace concerns, performance issues, conflict resolution and advising managers. - Good knowledge oflocal labor laws and HR best practices, with the ability to apply policies fairly and consistently. - Experience across core HR functions, particularly recruitment, performance management, learning and development, employee engagement, and HR administration. - Strong interpersonal and communication skills, with the judgment and discretion to handle sensitive and confidential employee matters. - Strong organizational skills and ability to manage multiple priorities in a fast-paced, evolving environment. - Experience using HR systems such as BambooHR, Payspace, or similar HRIS platforms is an advantage. - Exceptional alignment with [GiveDirectly values](https://www.givedirectly.org/givedirectly-values/) **Working at GiveDirectly** GiveDirectly is an Equal Opportunity Employer. All qualified applicants are considered for employment without regard to the person’s race, color, religion, national origin, sex, sexual orientation, age, marital status, veteran status, disability, or any other characteristic protected by applicable law. *Flagging for US applicants:* We invite you to "[Know Your Rights](https://app.getguru.com/card/TrxrEknc/US-Federal-Law-on-Workplace-Discrimination)" as an applicant. **Commitment to Safeguarding** As a global organization working with communities to eliminate extreme poverty, GiveDirectly takes the safeguarding of its recipients, staff, and partners seriously. To that end, GiveDirectly is a member of the [Misconduct Disclosure Scheme](https://misconduct-disclosure-scheme.org/), and will systematically check with previous employers about any abuse or misconduct related matters involving potential new hires. We may also employ other robust pre-hire screens, including in-depth reference checks, criminal background checks, and sanctions screens. These efforts help us continue to build and maintain trust with the communities we work with, and prevent abuse to our recipients and staff. \*\*GD is committed to observing all local, national and international laws that protect people and basic human rights of all. GD is committed to a policy of “zero tolerance when it comes to preventing, reporting, or responding to any form of abuse or exploitation.” and expects anyone who works for GD to uphold the protection and safeguarding of our recipients as a priority.\*\* **Reasonable Accommodations** We are committed to fostering an inclusive and accessible work environment. If you require any accommodations during the application or interview process, or to perform the essential functions of the role, please email us at with the email subject “Accommodation Needed”. We will work with you to ensure reasonable accommodations are made to support your needs. **Want to put your best foot forward on your GiveDirectly application?** Take a look at our [Candidate Application Prep Guide](https://drive.google.com/file/d/1JRyU81RnTGHQrw9nHTPw7oe_urTDh9JT/view?usp=sharing)**!** ### **Referrals** Know the right person for this role? Please consider **[referring them](https://forms.gle/VpVpmQW7Sw9ryWRbA)**. We offer a reward of $3,000 for a Senior Manager or above role, and $500 for a Manager role, paid if we end up hiring your referral. Thank you for sending great people our way!