People And Culture Manager at Pharo School Kigali: (Deadline 25 May 2026)

People And Culture Manager at Pharo School Kigali: (Deadline 25 May 2026)

People & Culture Manager

Kigali, Rwanda

Overview

Pharo Foundation (“the Foundation”) is a pioneering, mission-driven organisation working to build a vibrant, productive, and self-reliant Africa. Founded and fully funded by Pharo Management, an emerging markets hedge fund, the Foundation represents a new model of philanthropic capitalism: a private endowment using its own capital to design, fund, and operate development programmes with private-sector discipline and long-term commitment.

Over the next decade, the Foundation’s ambition is to deliver lasting impact across three interdependent missions:

1. Empowering the next generation through affordable, high-quality education.
2. Solving water scarcity by building and operating sustainable water infrastructure.
3. Driving economic productivity by unlocking jobs, investment, and innovation through both non-profit and for-profit ventures.

The Foundation operates in Ethiopia, Somaliland, Kenya, and Rwanda, employing more than 750 people. It combines a not-for-profit engine: Pharo Development, with a for-profit engine, Pharo Ventures, which builds and operates sustainable businesses to create jobs and advance economic self-reliance.

Opportunity

The People & Culture Manager provides strategic and operational leadership for all human resource functions, ensuring the attraction, development, engagement, and retention of high-performing talent. The role is responsible for building a strong organizational culture aligned with Pharo Foundation’s mission and values, while ensuring compliance and effective HR service delivery across all programs and offices.

This role sits above the P&C Officer level and drives both strategy and execution across talent management, employee experience, and organizational development.

Key Relationships

Role: People & Culture Manager

Location: Kigali, Rwanda

Report to: Country Director

Contract Type: Full time

Functional relationships:

Rwanda SLTGlobal P&C Teams

Duties and Responsibilities

Strategic HR Management

• Drive HR change initiatives that will help infuse the Vision, Mission and Values of the Foundation and create the culture that derives from these principles.
• Working closely with the Global People & Culture Director (Kenya), the People and Culture Manager will develop and implement an employee centered approach that will enable the Foundation to attract, retain and create a strong brand that will position the Foundation as an employer of choice in Rwanda.
• Implement consistent HR processes and create mechanisms and internal checks to ensure that they are aligned and fully understood by employees.
• Execute engagement strategies to ensure employees are passionate, invested and motivated by their work and in the Foundation.

Recruitment

• Collaborate with line managers in the development of staffing and recruitment plans, ensuring that each team is staffed appropriately according to the need and budget, in an efficient and timely manner.
• Work closely with the Global People and Culture Director to develop a competitive recruitment strategy to attract and retain the best talent, both local and diaspora in Rwanda; incorporating diversity in all new hires.
• Create a recruitment dashboard that demonstrates how the Foundation is performing against its hiring goals and ensure that the management team is kept regularly informed about departmental recruitment plans.

Learning and Development

• Identify the training needs of employees and ensure processes are in place to support and encourage appropriate personal and professional development of staff within the context of the Foundation’s objectives.
• Collaborate with line managers in establishing the skill gaps within the relevant departments and facilitate training needs analysis and the execution of mitigation initiatives.
• Oversee the delivery of training programmes with other People and Culture colleagues across the Foundation.
• Ensure that training records are documented appropriately and stored.

Performance Management

• In collaboration with line managers, review, develop and implement efficient performance management processes.
• Ensure all employees have regular performance appraisals and work with line managers making sure that the outcome of these processes are robust and well documented as per the Foundation’s policies.
• Implement a performance driven culture that rewards exceptional performance.
• In collaboration with the Global People and Culture Director , communicate the positive benefits of performance management to employees, as well as provide consistent, data-driven updates to management.

Talent management

• Working with line managers, implement best practice talent policies to promote the engagement and empowerment of individuals and teams to create a positive and effective work environment.
• Build talent pipelines and create career development programs such as coaching and mentorship, which would be implemented across the Foundation.
• Develop retention strategies and all other aspects required to promote employee satisfaction, team harmony and ensure exceptional overall performance.

Compensation

• Ensure a competitive market-related compensation and benefits framework is maintained,
• Developing specific programs to attract and retain high performing talent,
• Working with the Global People and Culture Director, ensure periodic market salary reviews and analysis are conducted, and make appropriate recommendations for annual reviews,
• Develop, review and implement employee wellness programs in consultation with the People and Culture Director and the management team.

Qualifications and Requirements :

• Master’s degree in human resources, Organizational Development, Business Administration, or related field.
• A Post graduate diploma in Human Resources is highly recommended.
• Recognized HR certification (e.g., CIPD, SHRM, HRCI, or equivalent).
• Additional certifications in leadership, coaching, or organizational development are an added advantage.
• An active member of Rwanda Human Resources Managers Association.
• Minimum 8 years of progressive experience in Human Resources / People & Culture and least 4–6 years in a senior leadership or managerial role.
• Demonstrate experience in designing and implementing HR strategies at organizational level.
• Experience in Leading talent acquisition, performance management, and L&D frameworks.
• Experience in managing complex employee relations cases and advising senior leadership.
• Ability to drive culture transformation and employee engagement initiatives.
• Experience in NGOs, international development, education, or social impact organizations is a plus.
• Exposure to multi-country or multicultural environments is a plus.
• Strong knowledge of local labour laws and HR compliance requirements.
• Experience with HRIS systems, data analytics, and reporting.
• Proven ability to use data to drive decision-making and improve HR outcomes.
• Computer literacy skills with Microsoft application packages.
• Management experience leading a team of national staff preferred.
• Experience in preparing and managing budgets.
• Ability to communicate in spoken and written English with aptitude in reporting are mandatory.
• Organized, detail-oriented, and able to manage multiple priorities.

Personal Attributes :

• Thinks long-term and translates organizational vision into actionable people strategies.
• Anticipates future workforce needs and proactively positions the organization for growth.
• Confidently advises senior leadership and influences decision-making at the highest level.
• Builds strong, trust-based relationships across leadership and teams.
• Navigates complex stakeholder environments with diplomacy and credibility.
• Challenges constructively while maintaining alignment and collaboration.
• Demonstrates a strong commitment to developing others and building leadership pipelines.
• Coaches senior managers and emerging leaders to improve performance and engagement.
• Creates an environment where continuous feedback and growth are embedded in culture.
• Handles sensitive issues with discretion, empathy, and professionalism.
• Understands team dynamics and adapts leadership style accordingly.
• Champions employee wellbeing while balancing organizational priorities.
• Leads organizational initiatives with clarity, structure, and empathy.
• Helps teams navigate ambiguity and transition effectively.
• Remains resilient and solution-oriented in dynamic environments.
• Takes ownership of outcomes and drives high standards of performance.
• Uses data and insights to inform decisions and measure impact.
• Ensures timely delivery of HR initiatives aligned with business goals.
• Upholds the highest standards of confidentiality and professionalism.
• Ensures fairness, transparency, and consistency in HR processes.
• Acts as a role model for organizational values and ethical conduct.
• Actively promotes a strong, values-driven organizational culture.
• Embeds diversity, equity, and inclusion into policies and practices.
• Builds an inclusive environment where all employees feel valued and respected.
• Analyse complex HR and organizational challenges and proposes practical solutions.
• Balances strategic thinking with operational realities.
• Makes sound, timely decisions even with incomplete information.
• Ensures HR systems, policies, and processes are efficient and compliant.
• Maintains high standards in documentation, reporting, and governance.
• Drives continuous improvement in HR service delivery.

Application procedure

• We will review completed applications on a rolling basis. If we identify an outstanding candidate early in the process, we reserve the right to appoint before the deadline. For this reason, we encourage interested candidates to apply as early as possible. Due to the high volume of applications, we regret that we will only contact shortlisted candidates.

• You are required to attach a detailed CV and cover letter.

CLICK HERE TO READ MORE AND APPLY

You might also like:

• Junior Geologist at Rutongo Mines Ltd: (Deadline 10 April 2026)
• Risk Analytics Manager at AB Rwanda Plc: (Deadline 16 May 2026)
• ITANGAZO RIHAMAGARIRA GUPIGANIRA AMASOKO MU MUSHINGA RW0366 ADEPR KIBEHO – PAROISSE NYARUGURU: (Deadline 05/5/2026)
• Communications Manager (Africa Regional Office) [Based in Kigali, Rwanda] at International Vaccine Institute (IVI): (Deadline Ongoing)
• Project Officer Greater at Virunga Transboundary Collaboration (GVTC): (Deadline 18 May 2026)