Officer Payroll & Reward at Development Bank of Rwanda (BRD) | Deadline 3 Sep 2025

1. Background Information

Job Title: Officer, Payroll and Reward

Current Grade: JG 6

Department: Human Capital and Corporate Services

Section/Unit: Human Capital

Reports to: Manager, Human Capital

Direct Reports: N/A

Indirect Reports: N/A

2. Purpose of the Job:

To oversee and deliver accurate, timely, and compliant payroll services, manage competitive and equitable compensation and benefits programs, and ensure alignment of pay and reward strategies with business objectives. The role also drives HR budgeting, workforce analytics, reporting, compliance, and continuous improvement to support data-driven decision-making, transparency, and enhanced employee engagement, retention, and organizational performance.

3. Main Responsibilities of the Job:

· Payroll Management – Lead the end-to-end payroll process, ensuring accuracy, statutory compliance, and timely salary disbursements.

• Compensation & Benefits Management – Design, implement, and review pay structures, benefits programs, incentives, and recognition schemes aligned with market competitiveness and organizational goals.
• HR Budgeting & Financial Management – Prepare and manage HR budgets, monitor cost efficiency, and ensure alignment with business financial strategies.
• Workforce Analytics – Use HR metrics and analytics to assess workforce trends, pay equity, and reward effectiveness, providing insights for decision-making.
• Job Grading & Evaluation – Develop, maintain, and implement job evaluation systems, ensuring roles are graded fairly and consistently to support pay equity and organizational structure.
• Reporting – Produce regular and ad-hoc reports on payroll, benefits, costs, and workforce trends for management, audit, and regulatory compliance purposes.
• Compliance & Policy Development – Ensure adherence to labor laws, tax regulations, and company policies, maintaining transparency and fairness in reward systems.
• Process & Systems Improvement – Optimize payroll, reward, and reporting systems for greater accuracy, efficiency, and data integrity.

4. Performance indicators

• Payroll & benefits Accuracy – Percentage of payroll & benefits processed without errors.
• Timeliness of Payroll & benefits Processing – On-time processing rate.
• Compliance Rate – Adherence to statutory and organizational regulations, policies and procedure.
• Cost Efficiency – Variance between actual HR spend and approved HR budget.
• Employee Satisfaction with Payroll & Benefits – Results from HR satisfaction surveys.
• Turnaround Time for Payroll & Benefits Queries – Average resolution time for payroll & benefits related issues.
• Reward Competitiveness – Positioning against market benchmarks.
• Reporting Timeliness & Accuracy – Submission of complete and error-free reports by agreed deadlines
• Job Grading Accuracy & Consistency – % of positions graded within agreed standards and timelines, with no disputes due to grading errors.

5. Working relationships

· Head, human capital and corporate support

· Heads of departments

· BRD staff

· Regulatory bodies

6. Professional, academic qualifications and experience

• Bachelor’s degree in human resources, Finance, Accounting, or related field.
• Professional certification in payroll, compensation & benefits management is an advantage.
• 3–5 years of experience in HR operations with focus in payroll, compensation and benefits management.
• Experience with HRIS and payroll systems.

7. Core Competencies

• Compliance – Understanding and applying labor laws, tax regulations, and internal policies.
• Data Management & Analysis – Managing, interpreting, and presenting payroll and workforce data.
• Cost Management – Budget preparation, monitoring, and cost control.
• Computer Literacy – Proficiency in payroll systems, HRIS, and MS Office tools.
• Communication Skills – Effective stakeholder engagement and information sharing.
• Compensation & Benefits Management
• HR Budgeting & Financial Management
• Payroll Management
• Workforce Analytics
• Understanding of Organization design concepts
• Knowledge of performance management frameworks
• Experience with execution of general HR Operations
• Remuneration and Job Evaluation Tool
• Contract Management

BEHAVIOURAL COMPETENCIES

· Adaptability – Adjusting effectively to changing priorities and environments.

· Analytical Thinking – Evaluating data and situations to make informed decisions.

· Proactive Problem Solving – Anticipating and resolving issues before they escalate.

· Effective Communication – Conveying information clearly and persuasively.

· Continuous Learning – Actively seeking opportunities to improve skills and knowledge.

· Customer Centricity – Delivering solutions that meet internal and external client needs.

· Delivery with Excellence – Consistently achieving high standards in work outputs.

· Ethical Behavior – Acting with integrity, fairness, and transparency.

· Optimizing Innovation – Seeking and implementing creative and effective solutions.

· Planning and Organizing – Structuring work to meet deadlines and priorities.

· Teamwork and Collaboration – Working effectively with others to achieve shared goals.