Job Openings HR Director

About the job HR Director

Position: HR Director

Department: Human Resources

Report to: Deputy CEO

Location: Kigali, Rwanda

Position Summary

Right Seat is recruiting on the behalf of our client in the Healthcare sector for the position of the Director of Human Resources. The Director will lead the strategic and operational management of the Human Resources Department and be responsible for strengthening HR systems, policies, and practices to enhance efficiency, accountability, and employee satisfaction.

A key aspect of the role is to develop and oversee differentiated HR management approaches tailored to the specific needs of professional and operational staff across all departments. The Director will also play a central role in workforce planning for the organizations ongoing expansion, ensuring that it is equipped with the right number and mix of skilled professionals to grow from approximately 1,000 employees to between 2,000-2,500 within the next three years.

Key Responsibilities;

Strategic HR Leadership

  • Develop and implement the HR strategy aligned with the organizations mission, vision, and growth objectives.
  • Drive organizational culture initiatives that foster excellence, innovation, and service quality.
  • Provide strategic HR advice to the CEO, Deputy CEOs, and senior management team.

Workforce Management

  • Design and oversee HR policies and practices that address the distinct needs of diverse employee groups.
  • Develop appropriate HR management frameworks that ensure equity, efficiency, and productivity across all functions.
  • Ensure compliance with national labor laws, sector regulations, and international best practices.

Talent Acquisition & Retention

  • Lead the development of recruitment strategies to attract and retain top talent across professional and support functions.
  • Establish programs that promote employee engagement, well-being, recognition, and retention.
  • Build partnerships with academic institutions, training centers, and professional networks.

Workforce Planning & Expansion Readiness

  • Develop and implement a comprehensive workforce plan to ensure smooth organizational expansion from ~1,000 staff to 2,500 staff within three years.
  • Forecast future staffing requirements by role, skill mix, and support functions in line with the organization's growth strategy.
  • Oversee the design and implementation of structured onboarding and integration programs for new hires.

Learning & Development

  • Establish continuous learning and career development frameworks across all departments.
  • Collaborate with internal and external partners to design competency-based training and leadership development programs.
  • Promote a culture of lifelong learning and professional excellence.

Performance Management & Employee Relations

  • Implement fair, transparent, and objective performance management systems.
  • Ensure that grievance handling, disciplinary procedures, and conflict resolution mechanisms are effective and trusted.
  • Strengthen communication channels between employees and leadership to promote inclusion and collaboration.

HR Systems, Processes & Reporting

  • Modernize HR processes through digital systems for recruitment, payroll, performance management, and analytics.
  • Monitor and report on HR metrics (turnover, absenteeism, staffing ratios, training effectiveness) to inform leadership decisions.
  • Identify and mitigate HR-related risks, ensuring alignment with the organization's governance framework.

Qualifications & Experience

  • Master's degree in human resource management, Organizational Development, Public Administration, or a related field.
  • Minimum of 10 years of progressive HR leadership experience, with at least 5 years in a large or complex organizational setting.
  • Demonstrated experience in workforce planning, large-scale recruitment, and change management.
  • Proven ability to manage diverse HR needs across multiple employee categories.
  • Strong understanding of labor law, workforce regulations, and international HR best practices.
  • Excellent leadership, interpersonal, and communication skills.

Key Competencies

  • Strategic thinking and organizational planning.
  • Ability to balance the needs of different employee segments.
  • Strong negotiation and conflict management skills.
  • Commitment to ethics, equity, and employee well-being.
  • Capacity to lead HR transformation and digitalization initiatives.
  • Results-oriented mindset with the ability to manage growth and complexity.

Performance Indicators

  • Successful implementation of HR strategy aligned to organizational growth goals.
  • Improved employee satisfaction, retention, and engagement.
  • Effective workforce planning ensuring readiness for expansion.
  • Modernized HR systems supporting efficiency and transparency.
  • Strengthened HR management practices across all functions.