Head of Human Resources and Administration

OrganizationASA International (Rwanda) Plc.

Position Title: Head of Human Resources and Administration

DepartmentHuman Resources and Administration

Reports ToChief Executive Officer

Duty StationHead Office, Rwanda

Employment TypeFull-time

Contract Type: Open-ended Employment Contract

Expected Start DateAs soon as possible

About the ASA International (Rwanda) Plc

ASA International (Rwanda) Plc (subsequently referred to as “ASA Rwanda”) is a for-profit, deposit taking Microfinance Institution licensed by National Bank of Rwanda and incorporated under The Companies Act, No.103495622 in Rwanda in 2014 and started operations in 2016, currently serving small business through Loans and savings in 37 branches across the country. ASA Rwanda is a subsidiary of ASA International listed on London Stock Exchange, one of the world’s largest international Microfinance institutions in the world operating in 13 countries in Africa and Asia.
Vision: Reduce poverty by improving the lives of the underprivileged with a key focus on female entrepreneurs.
Mission: We have a strong commitment to financial inclusion and socioeconomic progress.

Objective: Providing Microfinance loans for business purpose to low-income entrepreneurs with an objective of improving financial inclusion and realize socioeconomic progress. Our loans provide an alternative to low-income entrepreneurs without access to credit from traditional banks. We provide these loans using the ASA Model.

Function summary

ASA International (Rwanda) Plc. is seeking a strategic, experienced, and results-oriented Head of Human Resources and Administration to lead its human capital and administrative functions. The successful candidate will drive HR strategy, strengthen organizational effectiveness, attract and retain talent, develop leadership capabilities, and ensure compliance with applicable labour laws and organizational policies. The role will also provide strategic HR guidance to senior management and support the organization's continued growth and commitment to financial inclusion.

Key Responsibilities

• Human Capital Strategy and Workforce Planning

• Develop and implement HR strategies aligned with organizational objectives and business growth.

• Lead workforce planning, organizational structuring, and succession planning.

• Advise senior management on human capital priorities and organizational development.

• Promote a culture of accountability, integrity, and performance.

• Talent Acquisition and Management

• Oversee recruitment, selection, onboarding, and workforce deployment across the organization.

• Develop effective talent attraction and retention strategies.

• Ensure fair, transparent, and consistent recruitment practices.

• Strengthen talent pipelines to support current and future staffing needs.

• Performance Management and Organizational Effectiveness

• Develop and oversee an effective performance management framework.

• Ensure clear job descriptions, performance targets, and accountability structures.

• Coordinate performance appraisals and support managers in addressing performance gaps.

• Promote a results-oriented culture through coaching, feedback, and continuous improvement.

• Learning, Leadership Development and Succession Planning

• Identify organizational training and development needs.

• Design and coordinate staff capacity-building and leadership development programmes.

• Implement succession planning for critical positions.

• Promote continuous learning and professional development.

• Compensation, Benefits and Employee Engagement

• Oversee compensation structures, payroll coordination, employee benefits, and reward systems.

• Ensure competitive and sustainable remuneration practices.

• Develop employee engagement, motivation, wellbeing, and retention initiatives.

• Monitor employee satisfaction and workplace culture.

• HR Governance, Operations and Compliance

• Develop, review, and implement HR policies, procedures, and guidelines.

• Ensure compliance with applicable labor laws, employment regulations, and internal policies.

• Oversee employment contracts, employee records, HR systems, and workforce reporting.

• Manage employee relations, grievances, disciplinary processes, and workplace matters.

• Ensure confidentiality, accuracy, and proper management of employee information.

• Administration and Resource Management