About the role BURN is scaling its manufacturing, distribution and carbon operations across the DRC. The HR Manager owns the full people function for the country: a compliant, audit-ready, well-administered workforce that supports both permanent operations and time-bound, project-based teams. The role is equal parts strategic HR business partner and hands-on compliance and operations lead. The successful candidate will bring the DRC people function to a fully compliant, defensible standard – closing gaps in statutory registration, contract management, payroll tax treatment and audit readiness – while building the HR framework (grading, policy, records) that allows the operation to grow without legal or reputational risk. Duties and Responsibilities Project-Based & Fixed-Term Contract Management - Contract design: Structure, issue and track all contrats à durée déterminée (CDD) so that duration, renewals and permissible number of renewals stay within Code du Travail limits and do not inadvertently convert to CDI. - Contract register: Maintain a live register of every fixed-term and project contract with start/end dates, renewal history, funding source and required approval trail, so no contract lapses, auto-renews or over-runs unnoticed. - Project close-out: Manage project ramp-downs and end-of-project separations lawfully – correct notice, final dues, certificate of service and documentation – mirroring the disciplined approach applied in other markets. - Approval discipline: Ensure every contract renewal or non-renewal carries the documented internal approval required by group policy, with a retained evidence trail. - Forward planning: Advise the business early on workforce planning for project peaks and exits to avoid rushed, non-compliant hiring or terminations. Statutory Compliance & Audit Readiness - CNSS: Own the relationship with CNSS and lead responses to any CNSS audit or inspection – ensuring correct registration of all employees, accurate contribution bases, timely declarations and payments, and a clean, reconstructable record. - IPR & payroll taxes: Ensure correct calculation, withholding and remittance of IPR (impôt professionnel sur les rémunérations) and all payroll-related taxes and levies (INPP, ONEM and others), keeping the payroll tax structure aligned to current law. - Minimum wage: Implement and maintain SMIG (minimum wage) compliance, promptly reflecting rate changes (including the increases effective January 2026) across affected grades and contracts. - Grading framework: Keep the DRC labour-grade framework current – the mapping of the official occupational categories to BURN roles – and use it to govern pay, benefits and internal equity. - Records & files: Maintain complete, inspection-ready employee files (contracts, IDs, CNSS numbers, medical, disciplinary records) so the operation can withstand a labour inspection or statutory audit at any time. - Regulatory watch: Track and action changes in DRC labour law, ministerial orders and social-security rules, briefing the CPO on material risks. Payroll & Compensation Administration: - Payroll integrity: Oversee accurate, on-time monthly payroll for all DRC staff, eliminating data-quality failures (blank pay fields, duplicate entries, mis-mapped grades) through disciplined pre-payroll checks and reconciliations. - Adjustments: Administer allowances, backpay and salary adjustments precisely, with signed agreements retained on file (bilingual where required). - Grievances: Handle employee compensation grievances (e.g. disputed deductions, interim allowances) fairly, promptly and with a clear documented resolution. - Cost analysis: Support cost modelling for headcount, project staffing and reorganisations. HR Business Partnering & Employee Relations: - Advisory: Act as trusted advisor to DRC country leadership on organisation design, performance and people risk. - Lifecycle: Manage the full employee lifecycle: recruitment, onboarding, confirmation of probation, performance management, discipline and separation – each step properly documented and legally defensible. - ER cases: Lead disciplinary and grievance procedures in line with DRC law and internal policy, coordinating with legal counsel where needed. - Policy: Localise and apply group HR policies to the DRC context, ensuring they are lawful and understood in French. Leadership & Team Development: - Team: Lead, coach and develop the DRC HR team, raising the standard of HR administration and compliance. - Collaboration: Partner with group HR data and legal functions for reporting, analytics and case management. Skills and Experience - Languages: Full professional fluency in French and English – able to draft contracts, policies and formal correspondence, and negotiate, in both languages. - Experience: 7+ years of progressive HR experience, including a senior generalist or HR management role, in the DRC. - DRC labour law: Demonstrable, current knowledge of the DRC Code du Travail, CNSS, IPR/payroll taxation, INPP/ONEM and minimum-wage (SMIG) regulations. - Project contracts: Proven track record managing fixed-term / project-based contracts and lawful project-linked workforce ramp-downs. - Audit: Experience owning or surviving a statutory/CNSS audit or labour inspection with clean records. - Payroll rigour: Strong payroll and HR data discipline – accuracy, reconciliation and control mindset. - Education: University degree in HR, Law, Business or related field. - Sector: Experience in manufacturing, energy, distribution or a multi-site industrial environment. - Projects: Exposure to donor- or carbon-funded projects and their employment requirements. - Systems: Familiarity with HRIS/payroll systems and mail-merge / bulk document generation at scale. - Credential: Professional HR certification. - Compliance-first mindset with meticulous attention to detail and documentation. - Sound judgment and integrity when handling sensitive cases and confidential data. - Clear, confident communicator in both official languages. - Organised and proactive – anticipates deadlines, renewals and risks before they become problems. - Collaborative business partner who balances employee fairness with business protection. Qualified Female Candidates encouraged to Apply BURN does not charge a fee at any stage of the recruitment process (application, interview, meeting, processing, training, or any other fees).