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Open nowFirst seen 2 hours ago

Talent and Culture Officer

My

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Share of postings closed within
  1. 2.3%1 day
  2. 4.7%3 days
  3. 13.6%7 days
  4. 21.9%14 days
  5. 36.9%30 days
  6. 59.0%60 days
This job: first seen 2 hours ago

The posting

Role Overview

The People and Culture Officer is responsible for managing the end-to-end employee lifecycle, ensuring AC Mobility attracts, retains, and develops top-tier local and regional talent. You will manage daily human resources operations—including recruitment, employee relations, payroll coordination, and performance tracking—while actively fostering a collaborative, high-performance team culture.

Core Responsibility

To execute talent acquisition, administer comprehensive HR operations, manage employee relations, and champion workplace culture and professional development across the organisation.

Key Responsibilities

  1. Strategic Talent Acquisition: Source talent for all including hybrid and niche roles. Market AC Mobility as an "innovator" in Rwanda to attract top-tier candidates. Utilise behavioural techniques to ensure candidates possess both the requisite skills and the genuine care required by the brand.
  2. Culture and Employee Experience: Understand, plan for, and succeed in local and culturally diverse situations. Design programmes that boost morale and productivity, and proactively support staff in adapting to new policies and technologies.
  3. People Development and Performance: Identify gaps in the workforce and organise the necessary training and development plans. Coach managers on how to provide constructive, growth-oriented feedback. Identify high-potential employees to be groomed as the company's future leaders.
  4. Data and Operational Excellence: Utilise data to track attendance, turnover rates, time-to-hire, and employee satisfaction scores (e-NPS) to make informed decisions. Maintain deep knowledge of Rwandan Labour Law to ensure all contracts, benefits, and workplace practices are legally sound. Use Applicant Tracking Systems (ATS) and HR Information Systems (HRIS) to keep the "people side" of the business as tech-forward as the "mobility side."
  5. Digital Transformation and ERP Integration: Ensure the full provision of all requisite data for the digitisation of departmental HR policies, standard operating procedures (SOPs), and workflows. Champion and drive the effective implementation and continuous utilisation of the company’s Enterprise Resource Planning (ERP) system within the department.

Key Performance Indicators (KPIs)

  • Accuracy and timeliness of payroll inputs and core HR administration.
  • Employee Net Promoter Score (e-NPS) and overall employee retention/turnover rates.
  • Resolution time and legal compliance of employee relations and grievance cases.
  • Time-to-Hire and Offer Acceptance Rate metrics.
  • Quality of Hire metrics and progression of identified high-potential employees.
  • Successful rollout and participation rates of culture, welfare, Diversity, Equity and Inclusion (DEI) programmes.

Performance Evaluation and Terms

Performance in this senior role will be continuously evaluated to ensure absolute alignment with AC Mobility's broader strategic and culture goals as well as successful acquisition and retention of talent, and measurable improvements in workplace culture.

Qualifications and Core Competencies

  1. Educational Background
  • Bachelor’s Degree in Human Resources, Organisational Development, Business Administration, Psychology, or a related discipline.

2. Professional Experience

  • Tenure: At least four (4) years of proven experience in an HR Generalist, HR Officer, or Recruitment role. Experience within high-growth tech, automotive, or logistics sectors is highly advantageous.

3. Professional Certifications

  • Possession of, or progress towards, foundational HR certifications (e.g., CHRP, SHRM-CP) or local Rwandan labour law compliance certificates is preferred.

Soft Competencies

  • Command of key competencies needed for the modern workplace, including but not limited to: Strategic Leadership, High-Level Problem Solving, Critical Thinking, Uncompromising Integrity, Excellent Cross-Functional Communication, Work Ethic, Dependability, Empathy, Professionalism, and effective Stress Management in high-stakes environments.

In addition:

  • Sourcing Mastery: Proficiency in advanced sourcing techniques (Boolean search, LinkedIn Recruiter, social media headhunting).
  • ATS Proficiency: Hands-on experience with Applicant Tracking Systems (e.g., Greenhouse, Lever, Workday).
  • Data Literacy: Ability to pull and interpret recruitment and other HR metrics.
  • Employer Branding: Experience in "selling" the company narrative to potential candidates to overcome negative industry narratives.

What We Offer

  • Advanced HR Tech Stack: Full access to industry-leading Enterprise Resource Planning (ERP) systems to drive data-centric operations.
  • Strategic Impact & Digital Transformation: The mandate to spearhead digital transformation initiatives within the HR function and directly influence organisational restructuring and policy modernisation.
  • Technical Professional Development: Sponsored opportunities for advanced certifications in HR analytics, modern sourcing technologies, and regional labour law compliance.
  • Competitive Compensation Framework: A structured, performance-based remuneration package and comprehensive benefits aligned with regional technology sector benchmarks.
  • Innovative Mobility Ecosystem: Integration into a high-growth tech and mobility environment driving infrastructure modernisation and systemic change across East Africa.
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