EarthEnable,Talent Associate Jobs in Rwanda

JOB
DESCRIPTION: TALENT ASSOCIATE
Company:
            EarthEnable,
Incorporated (known as Tube Heza in Rwanda)
Reports
to:            Chief
Executive Officer

Location:
             
Nyamata, Rwanda (30 minutes south of Kigali), with significant time in rural
villages
                             
across Rwanda
Compensation:
     Commensurate with experience  
About
EarthEnable
EarthEnable
is transforming the way people live, by making homes healthier for families
across rural Rwanda. 80% of Rwandans live in homes with dirt floors which are
dusty, unsanitary, and fertile breeding grounds for parasites and germs. While
replacing a dirt floor with concrete has significant health benefits (e.g.
reducing diarrhea by 50% and parasitic infections by 80%), concrete is
unaffordable for many Rwandans who need it. EarthEnable addresses this pressing
and ubiquitous problem by selling high-quality, earthen floors that are 80%
cheaper than concrete with 90% less embedded energy. Earthen floors are already
prevalent in modern homes in the United States.  They are composed of
natural materials (gravel, clay, sand, and laterite) commonly found in Rwanda.
EarthEnable trains and hires local masons to install the floors which are
sealed using a proprietary drying oil that makes them waterproof, strong, and
polished. In our first 20 months of operations, EarthEnable has installed over
200,000 square feet of flooring and employed over 90 Rwandese staff. 
About The Role EarthEnable is committed to taking an active management approach
to our team.  This job is for someone that is deeply passionate about
people and their professional development. This role will focus on developing
the best team we can as a company, from masons, to sales reps, to interns, to
senior management.  The Talent Manager will work closely with the
company’s founder and senior leadership to build and develop the best team
possible, while ensuring their satisfaction.  The specific tasks of this
role include: ·         Professional
Development: Creating professional development opportunities for staff,
including internal and external trainings, and ensuring there are adequate
active coaching structures for junior staff from senior staff. o  
Spending time with all members of the management team to assess levels of
professional development required o   Developing and revising (as
needed) a competency matrix for various levels o   Developing and
delivering trainings for sales representatives, masons (e.g. on customer
service), and junior management team o   Conducting performance
reviews and working with department heads to help staff members improve their
performance in order to get promoted o   Designing and implementing
staff workshops and retreats; seeking external opportunities o  
Matching junior staff with senior staff mentors and facilitating mentor-mentee
relationships o   Implementing a speaker series to bring people to
the office to share ideas ·        
Recruiting and Hiring: Actively seeking out exceptional candidates for
internships and jobs, including via networking, posting jobs on lists, and
seeking referrals. o   Working with teams when they need new staff
members to identify the specific need o   Drafting job descriptions
and identifying the role within the org chart with the CEO o  
Screening resumes and CVs to identify the ones to be passed on for an
assessment o   Revising and drafting new assessments that reflect
daily tasks of the job o   Conducting phone screens and first-round
interviews, contacting references and conducting thorough reference checks
(including tertiary reference checks), and making hiring recommendations
o   Applying for work visas and permits for international staff o  
Writing contracts for every new staff member and setting initial bonus criteria
·         Termination: Working with CEO
to identify cases of poor performance and administering terminations
o   Identifying cases of poor performance early and raising them to
the CEO and Director of Operations o   Developing performance plans
to support employee in improving their performance, including reducing the
employee’s roles and responsibilities and finding training or coaching
opportunities internally or externally o   Administering warning
letters three times and tracking these letters carefully o   Ensuring
that all documents are administered at the time of termination, and that there
is a plan for all outstanding loans ·        
Payroll and Leave: o   Approving loan requests after consultation
with CEO and direct supervisor o   Approving and tracking leave
requests after consultation with CEO (in cases of over 1 week) and direct
supervisor (always) o   Calculating bonuses and deductions monthly
o   Working with our accounting firm and Finance/Accounting Manager
to calculate RSSB and PAYE contributions and ensure they are paid on time
o   Working with Finance/Accounting to make the e-transfers
·         Staff Support: Keeping all
team members happy, comfortable and productive o   Preparing an
onboarding guide for various processes and systems o   Ensuring that
all staff know and understand the internal rules and regulations and any
changes that may be approved o   Keeping an open door and acting as
the first point of contact when staff members have interpersonal or other
issues at work §  Mediating interpersonal situations that may arise
o   Working with department managers on their staffing
responsibilities o   Keeping apprised of employment and labor laws in
Rwanda (and home countries for international staff) and ensuring EarthEnable’s
compliance o   Administering salaries, payroll and benefits
·         Overall Team Development:
Ensuring that the EarthEnable is prepared for rapid growth. o  
Creating a plan for the growth of the staff over the next few years, including
new roles and teams, based on EarthEnable’s growth plan o  
Work
with the senior leadership to develop organizational strategy for team
structures, hiring and succession Qualifications ·College graduate with strong
academic record · 2 years of experience, ideally related to HR · Passion
for people finding and succeeding in their dream jobs · Commitment to impact
and strong interest in international development · Fluency in English
· Excellent knowledge of MS Office (Excel, Word, PowerPoint) and Google
Docs ·         Strong written and
verbal communications skills ·        
Positive attitude, self-starter, entrepreneurial spirit, sense of humor and
willingness to learn new things
·         Commitment to excellence,
outstanding work ethic, and attention to detail
·         Resourcefulness and creative
problem solving   To Apply To apply, submit your resume, motivation
letter, and your responses to the following assessment to jobs@earthenable.org
with “First & Last Name – Position Title” in the email subject line.
All application materials should be in English, written directly by the
candidate. Assessment (required to be considered for this role; applications without
an answer will not be considered): Please answer one of the following three
questions and include your responses in your motivation letter. 
1)      [20 minutes] Calculate the net “cash in hand”
salary for each of the following fictitious employees with the provided gross
salaries (after taxes, RSSB, outstanding loans, and advances). The following
information will help you in your calculations:
a.       Withholding taxes on salaries are
categorized into the following brackets: Minimum Salary Maximum Salary Withholding
Tax Rate 0 RWF 30.000 RWF 0% 30,001 RWF 100,000 RWF 20% 100,001 RWF  N/A
30% b.      This means that salaries below 30,000 RWF
are not taxed at all, the share of a salary that’s between 30,000 RWF and
100,000 RWF will be taxed at 20% and everything above at 30%.
c.       Additionally, a part of an employee’s
salary will go towards RSSB contributions. 3% of the gross salary are the
employee contribution (i.e., this comes out of the employee’s gross salary and
goes straight to RSSB), 5% of the gross salary are additional costs to
EarthEnable, which will also be paid into the employee’s RSSB account.
d.      Use the following gross salaries and loan /
advance information of 5 fictitious employees to calculate the take-home cash
salary for each one. For every loan, the remaining period is provided. Assume
that the loan is spread evenly over the remainder of this period. Monthly
advances have been paid earlier in the month and will be counted against the
salary in full in the month where they apply.
 Name Gross monthly salary [ RWF] Outstanding
loan balance [RWF] Remaining months on loan Advance for this month Albert
25,000 10,000 5 0 Clarissa 50,000 45,000 9 2500 Claudia 80,000 0 0 16,000 Oscar
120,000 350,000 10 0 Janvier 250,000 0 0 0   2)     
[20 minutes] Put together a budget for a team appreciation event for 100
people.   3)      [20 minutes] Develop a
competency matrix, using Google to research other examples, of the following
levels: Intern, Associate, Manager, Director, and C-Suite.  It is okay to not
have a good idea yet of EarthEnable; the goal of this question is to see your
skills in doing internet research to get ideas and benchmarks.    
 

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