Head of Human Resources at BRAC: (Deadline 2 July 2025)

Head of Human Resources at BRAC: (Deadline 2 July 2025)

Career with BRAC International

BRAC International is a leading non-profit organisation with a mission to empower people and communities in situations of poverty, illiteracy, disease, and social injustice. Founded in 1972, by Sir Fazle Hasan Abed, BRAC is the largest non-governmental development organisation in the world, and is present in 15 countries across Asia and Africa today. BRAC designs proven, scalable solutions that equip people with the support and confidence they need to achieve their potential. BRAC’s institutional expertise in various programmes, including health, agriculture, microfinance, education, and youth empowerment.

BRAC International Holdings B.V. (BIHBV) was set up in 2010 as a private limited liability company under the laws of the Netherlands and is a wholly-owned subsidiary of Stichting BRAC International (SBI). BIHBV is a socially responsible for-profit organisation, engaging people in sustainable economic and income-generating activities. The core focus of BIHBV is to provide microfinance services to people, particularly women, living in poverty in rural and hard-to-reach areas to build their financial resilience and improve the quality of life for them and their families.

BRAC has been one of the pioneers of microfinance since it first started in 1974. BRAC first expanded its microfinance operations internationally in 2002 and now operates microfinance (MF) activities in 7/8 developing countries, over 800,000+ clients, 97% women, a loan portfolio of $160 mln+ and 6400+ staff, 87% women. BRAC Rwanda Microfinance Company PLC (BRMCP) was launched in June 2019.

Head of Human Resources, BRMCP

BRAC Rwanda Microfinance Company PLC is looking for a dynamic and strategic leader as the Head of Human Resources who will be working under the direct supervision of the Chief Executive Officer and will be responsible for providing leadership, technical support, supervision, and guidance to the HR Team. The Head of HR (HoHR) provides strategic HR leadership to BRMCP, ensuring its people agenda is aligned with both the company’s operational goals and the broader HR strategy of BRAC International Holdings B.V. (BIHBV). This role is central to shaping a values-driven, inclusive, and performance-focused culture while driving forward key HR functions including talent management, succession planning, learning and development, safeguarding, and workforce effectiveness.

Key Responsibilities:

Strategic HR Leadership

• Develop and implement an entity-wide HR strategy aligned with BRAC MF’s global goals and Rwanda’s operational priorities.
• Advise the CEO and senior leadership on HR policy, workforce planning, and organizational design.
• Serve as a strategic HR partner to BRAC International, contributing to cross-country initiatives and peer learning.
• Lead and build the capacity of the core HR team to ensure the timely execution of HR operations and swift resolution of challenges in the field level.

Talent & Succession Planning

• Lead entity succession planning for critical roles and support talent mobility across BI Microfinance (MF).
• Ensure pools for replacement staff for critical roles
• Ensure alignment with BRAC’s culture and values for all new hires, supported by robust onboarding.
• Design and implement leadership development and internal talent pipeline strategies.
• Coordinate with BI Head Office HR Team to align talent priorities with global frameworks.

Organizational Effectiveness

• Guide workforce planning, structure redesigns, and organizational change efforts.
• Ensure cost-effective headcount management within approved budgets.
• Advise management on benefit packages that are competitive and cost-effective
• Provide oversight on staff deployment, branch expansions, and coverage optimization.
• Constant engagement with frontline staff and managers to identify, and resolve people challenges

Performance Management

• Drive a performance-based culture and ensure effective implementation of the Performance Management System (PMS) framework.
• Coach managers on goal setting, appraisal, and performance-based feedback.
• Ensure calibration processes and follow-through on rewards and development actions.

Learning & Development

• Develop and execute an annual training plan in coordination with the operations team
• Oversee the planning and execution of technical, leadership, and soft skills training.
• Ensure at least 50% of staff engage in annual learning programs.
• Identify staff development needs and lead capability-building interventions.

HR Analytics

• Ensure up-to-date, accurate HR data and staff files through regular audits and supervisor follow-up.
• Generate quarterly HR analytics dashboards covering KPIs such as turnover, DEI, engagement, and training participation.
• Utilize HRIS and analytics tools to monitor KPIs, turnover, engagement, and Diversity Equity Inclusion (DEI) metrics.
• Produce quarterly workforce reports to inform strategy and Board-level decision-making.
• Benchmark compensation, benefits, and attrition to maintain competitiveness.

Risk & Compliance

• Lead HR compliance with local labor laws and internal policies.
• Coordinate regular HR audits and ensure prompt closure of identified gaps.
• Consult with legal and regulatory bodies where necessary on staff-related matters.

Culture & Change Enablement

• Promote inclusive and values-driven culture aligned with BRAC’s mission.
• Drive organizational transformation initiatives and employee engagement programs.
• Champion diversity, equality, and inclusion across all HR policies and practices.

People Management

• Manage and Monitor staff performance, Set performance objectives, carry out performance appraisals, coaching and mentoring of all staff under jurisdiction.
• Plan for staff leave and ensure all staff take leave within approved calendar periods.
• Identify staff development needs
• Direct or develop the evaluation of the human resources and professional development department structure and team in order to plan for continual improvement of the efficiency and effectiveness of staff.
• Motivate ,recognize and reward high performing HR Staff

Stakeholder Engagement

• Act as HR liaison with BIHBV HR team, Board members, and internal governance forums.
• Represent HR in key entity committees including Microfinance Management Team (MMT), Operations, and Audit.
• Network with external HR bodies and financial institutions to benchmark best practices.

Safeguarding:

• Ensure the safety of team members from any harm, abuse, neglect, harassment and exploitation to achieve the programme’s goals on safeguarding implementation. Act as a key source of support, guidance and expertise on safeguarding for establishing a safe working environment.
• Practice, promote and endorse the issues of safeguarding policy among team members and ensure the implementation of safeguarding standards in every course of action.
• Follow the safeguarding reporting procedure in case any reportable incident takes place and encourage others to do so.

Educational & Experience Requirements:

• Bachelor’s degree in HR, Organizational Psychology, Business, or related fields (required). Master’s degree is an added advantage.
• Minimum 8-9 years’ progressive HR experience in a financial institution, with a minimum of 4 years in a senior position.
• Postgraduate diploma in HRM; CHRP or similar certification is desirable.
• Proven experience in change management and culture transformation

Required Knowledge, Skills & Competencies:

• Strong strategic thinking and stakeholder management skills
• Advanced understanding of HR compliance and local labor laws
• Excellent interpersonal, coaching, and negotiation skills
• Proficiency in HRIS and analytics tools
• Demonstrated leadership in multicultural and cross-functional environments
• Curious, empathetic, innovative and solution-oriented.
• Good at balancing being transparent yet keeping confidentiality

Employment Type: Full Time

Salary: Market Competitive

Job Location: Kigali, Rwanda

If you feel you are the right match for the above-mentioned position, please follow the application instructions accordingly:

External candidates need to email their CV with a letter of interest mentioning educational grades, and years of experience to recruitment.bi@brac.net

Internal candidates need to apply with their latest CV including all job assignments in detail with BRAC PIN and email to internal.bi@brac.net

Please mention the name of the position and AD# BI 40/25 in the subject bar.

Only complete applications will be accepted and short-listed candidates will be contacted.

Application deadline: 02^nd July 2025

BRAC is committed to safeguarding children, young people and adults, and expects all employees and volunteers to share the same commitment. We believe every stakeholder and every member of the communities we work with has the right to be protected from all forms of harm, abuse, neglect, harassment, and exploitation – regardless of age, race, religion, and gender, status as an individual with a disability or ethnic origin. Therefore, our recruitment policy and procedure include extensive background checks and disclosure of criminal records in order to ensure safeguarding to the fullest extent.

BRAC is an equal opportunities employer