Rwanda HR Manager

GiveDirectly has delivered more than $1B in cash directly to 2+ million people living in poverty across 15 countries since 2011. We believe cash transfers are one of the most scalable, cost-effective, and dignified forms of aid, with the research to back it up. Our work has been covered by The Economist , NPR , TED , and The Washington Post . We are one of Time100’s Most Influential Companies of 2026. We're now preparing to deliver billions of dollars a year to people in extreme poverty, if funding allows. Read our CEO's essay on what that will take. Our culture is candid, analytical, and non-hierarchical. We support high ownership and real professional growth.

Curious about what it's really like to work here? Read our values and hear from the people who do . If they resonate, this could be a great fit! HR Manager Operational HR, Talent, Learning & Employee Experience Role Purpose The HR Manager leads the day-to-day delivery of People and Culture activities, with primary responsibility for recruitment, onboarding, learning and development, employee engagement, performance-cycle coordination, and HR administration. The role partners with managers, country leadership, and the Global People team to deliver consistent, employee-centered HR practices and smooth, compliant HR operations.

Recruitment & Talent Acquisition Manage end-to-end recruitment for country roles, including workforce requisition coordination, job postings, sourcing, screening, interview processes, reference checks, offers, and candidate communication. Partner with hiring managers to clarify role requirements, selection criteria, interview plans, and recruitment timelines. Build and maintain effective sourcing channels, including recruitment firms, professional networks, and employee referrals. Ensure recruitment processes are fair, consistent, well documented, and aligned with GiveDirectly standards and local requirements.

Track recruitment metrics such as time-to-hire, pipeline health, offer acceptance, and hiring outcomes, and recommend process improvements. Support employer-branding and talent-pipeline initiatives, particularly for recurring or high-volume roles. Onboarding, Learning & Development Coordinate country onboarding and induction, ensuring new hires receive a consistent and high-quality introduction to GiveDirectly, their role, policies, systems, and culture. Coordinate local learning and development initiatives in partnership with the country leadership and Global People Team. Maintain training calendars, participation records, learning needs, and follow-up actions.

Support managers with practical guidance on employee development, performance improvement plans, career conversations, and people-management practices. Gather feedback and monitor the effectiveness of onboarding and learning activities, sharing insights and recommendations with the management team. Culture, Employee Engagement & Well-being Support a strong, values-driven culture by embedding GiveDirectly…

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