Position: Human Resources and Social Impact Manager

Place of work: Masoro

Department: Human Resources and Social Impact

Reports to: Managing Director

Abahizi CBC is a for-profit social enterprise based in Masoro, Rulindo, Rwanda. It is Rwanda’s premiere handbag manufacturing partner providing high-quality products to the global fashion industry with a social commitment to empower its employees and transform their community. To date, Abahizi CBC has worked exclusively with Kate Spade New York, a global fashion brand and is currently expanding its customer base.

We are driven by our social commitment to uplift the livelihoods of our employees and transform the community in which we serve. As over 90% of our employees are women, we exist to create a world in which women’s rights and empowerment are respected and our everyday activities prioritize these.

The HR & Social Impact Manager is a senior leadership role at Abahizi CBC that includes being a business partner in leading people and advancing the social impact mission that defines Abahizi. This dual role mandates to support a motivated, compliant, and high-performing workforce, while advancing Abahizi CBC's social impact mission within the company and Masoro community.

This is a business-critical position reporting directly to the Managing Director.

Human Resources Responsibilities:

1. HR Strategy & Policy

• Develop, implement, and continuously improve Abahizi CBC's HR framework to reflect both the Rwanda Labour Law and the company’s HR policy
• Develop and update the company HR Policy, Employee Handbook and relevant procedures
• Ensure HR policy is aligned with the overall business strategy and consistently applied across all departments.
• Maintain full compliance with the Rwanda Labour Law,any applicable regulations, and maintain accurate and confidential employee record. 
• Serve as the primary internal advisor on labor law matters and employee rights obligations.
• Manage all correspondence and inspections related to the Rwanda Labor Inspectorate.
• Advise management on organizational design, compensation, and workforce capabilities.

2. Recruitment & Onboarding

• Lead end-to-end recruitment processes that attract the right talent for the Company.
• Identify staffing gaps across departments in consultation with line managers and the MD.
• Develop clear, accurate, and inclusive job descriptions for all roles.
• Oversee the full selection process including screening, interviews, reference checks ensuring transparency and merit-based decisions.
• Coordinate a structured onboarding program that introduces new employees to Abahizi CBC's values, policies, working environment and specific responsibilities.
• Ensure all new hires are registered with RSSB (pension, CBHI, occupational hazard) within the required statutory timeframes.
• Manage probation processes and ensure mid-probation and end-of-probation reviews are documented per labour law requirements.

3. Compensation & Payroll

• Oversee a fair, transparent, and legally compliant compensation structure that reflects the value of Abahizi CBC's workforce and supports staff retention.
• Administer the monthly payroll process, benefits, leave (including paid maternity leave), and healthcare schemes, ensuring accuracy, timeliness, and proper statutory deductions (PAYE, RSSB pension, CBHI) and other non-statutory deductions. 
• Design and coordinate a reward and recognition program that motivates factory employees and administrative staff.
• Ensure all RSSB contributions and PAYE remittances are processed on schedule and records maintained for compliance.

4. Performance Management

• Build and sustain a performance culture that drives quality, accountability, and continuous improvement from the factory floor to the management team.
• Design and oversee a performance appraisal system aligned with Abahizi CBC's production and business cycle. 
• Develop clear, measurable performance standards for all roles, including quality, attendance, and productivity metrics for factory artisans.
• Coordinate periodic, check-ins, performance reviews between employees and their managers, ensuring timely and constructive feedback.
• Manage the Performance Improvement Plan (PIP) process for underperforming staff, ensuring due process and documentation.
• Implement an employee feedback mechanism that allows staff at all levels to contribute to organisational improvement.
• Support managers in setting individual development goals that link personal growth to business needs.

5. Employee Relations & Disciplinary

• Maintain a fair, respectful, and legally sound approach to employee relations that builds trust between staff and management.
• Manage employee grievances, and disciplinary processes fairly, consistently, and foster a respectful and safe workplace.
• Act as the primary point of contact for employee grievances, concerns, and conflict resolution.
• Manage disciplinary processes in strict accordance with the Company HR Policy ensuring procedural fairness at every stage.
• Maintain confidential, well-documented records of all disciplinary cases.
• Engage with external legal counsel for complex employment matters.
• Proactively identify employee relations risks and implement preventive measures.
• Foster open communication channels between factory staff and management to reduce grievances before escalation.

6. Learning & Development

• Champion a culture of continuous learning that equips Abahizi CBC employees with the skills to grow personally and professionally.
• Develop and implement an annual L&D calendar aligned with operational and strategic priorities.
• Identify training needs through performance data, manager input, and direct employee engagement.
• Manage relationships with training vendors and skills development partners.
• Maintain complete training records and certifications for all staff.
• Evaluate training effectiveness and manage reporting to Management.

7. Working Environment & Staff Wellbeing

• Create and sustain a safe, positive, and motivating working environment that reflects Abahizi CBC's values and supports the unique needs of the Masoro workforce
• Regularly assess working conditions on the factory floor and implement improvements in collaboration with management.
• Manage employee welfare provisions including medical insurance, and other workplace benefits.
• Design and implement staff motivation and retention strategies suited to Abahizi context.

8. HR Administration & Reporting

• Maintain complete, accurate, and secure employee records in compliance with Rwandan data protection requirements.
• Manage the HRIS system, ensuring data integrity and up-to-date employee information.
• Produce monthly HR metrics reports for the MD covering headcount, turnover, absenteeism and payroll.
• Manage the annual HR budget, track spend and flag variances to the MD and Finance department. 
• Maintain the organisational chart and ensure it reflects current structure at all times.
• Coordinate HR audit preparation for all factory assessments and any external labour inspections.

Social Impact Responsibilities

1. Social Impact Strategy

• Develop the annual Social Impact Strategy that aligns to Abahizi CBC's Mission and Masoro community needs.
• Translate strategy into clear annual plans with defined objectives, activities, timelines, and responsible owners.
• Lead the annual social impact planning and review cycle, incorporating lessons learned and stakeholder feedback.

2. Stakeholder & Partnership Management

• Manage the full landscape of Abahizi CBC's social impact partnerships, including community leaders, NGOs, government bodies, and international partners.
• Maintain a strong, collaborative relationship with Kate Spade New York on all social impact matters, including joint programme design and compliance reporting.
• Engage Rulindo District authorities, local sector and cell leaders, and community representatives as key partners in programme design and delivery.
• Identify, develop, and formalise new partnerships (MoUs, agreements) that extend Abahizi CBC's community reach and impact.
• Represent Abahizi CBC at community forums, district meetings, and relevant national events.
• Manage all external communications related to social impact with professionalism and cultural sensitivity in both English and Kinyarwanda.

3. Team Leadership

• Supervise and develop HR and Social Impact team members 

• Partner with operations and production leadership to align people and impact goals with business performance
• Partner with all department heads to balance people and company objectives

4. Employee Mental Health & Community Wellbeing

• Identify individual and collective mental health needs among employees through regular engagement, surveys, and collaboration with managers.
• Design and implement wellbeing initiatives such as access to counselling, financial literacy, nutrition and health, and family health programs. 
• Build and manage relationships with external mental health professionals, community health workers, and wellbeing program facilitators.
• Coordinate community-facing wellbeing programs that extend impact beyond the factory gates. 
• Maintain confidential wellbeing records and ensure referral pathways to professional support are clearly communicated to all staff.

5. Impact Measurement & Data

• Define and maintain a core set of social impact indicators aligned with Kate Spade NY requirements and Abahizi CBC's strategy.
• Design and oversee data collection processes across all impact areas employment, income, training, wellbeing, and community reach.
• Ensure data quality and integrity through verification processes and regular review.
• Analyze impact data to draw insights, identify trends, and inform program adjustments.
• Maintain an accessible impact data repository and ensure records are complete and audit-ready.

6. Social Impact Budget Management

• Own the annual Social Impact budget from planning and allocation through to tracking, reconciliation, and reporting.
• Work with Finance to ensure timely processing of social impact-related payments and invoices.

7. Social Impact Reporting

• Produce high-quality quarterly and annual Social Impact Reports for Kate Spade New York and other key stakeholders.
• Prepare community program updates for Rulindo District authorities as required.
• Contribute to Abahizi CBC's broader communications including social media, brand storytelling, and partner updates. 
• Ensure all reporting meets Kate Spade NY standards and is delivered on time.

Qualifications & Experience:

• Bachelor's degree in Human Resource Management or a related field.
• Minimum 5 years progressive experience Human Resources; that includes 3 years in a management role.
• Demonstrated experience in designing and managing social impact, community development, or employee empowerment programs.
• In-depth knowledge of the Rwanda Labour Law (Law No. 66/2018) and RSSB obligations.
• Demonstrated experience in a factory or manufacturing environment in Rwanda or internationally.
• Proven track record in employee relations, recruitment, payroll administration, and performance management.
• Experience managing community partnerships, NGO relationships, or social programs in Rwanda.
• Strong data and reporting skills, with ability to turn surveys and program data into clear sight.
• Strong people leadership and communication skills.
• Fluency in English and Kinyarwanda (written and spoken). French is an advantage

Other Important Competencies: 

• Integrity and confidentiality: handling sensitive people and community data with the highest ethical standards.

• Adaptability: comfortable working across both an international brand partnership and a community context.
• Relationship building: ability to earn trust across diverse groups: artisans, management, community leaders, and international partners.
• Problem solving: solutions-focused mindset in a dynamic.

Interested candidates may submit their application:
Submission email address: info@abahizi.com 
Application deadline: 18th July 2026