JOB DESCRIPTION
The Development Bank of Rwanda (BRD) Plc is Rwanda’s only national development bank, mandated to support the country’s Vision 2050 development agenda. Over the past five years, the Bank has registered exponential growth, significantly contributing to socio-economic development, strengthening institutional and human capacity, and fostering good corporate governance and risk management practices.
The Bank is currently implementing its revised Strategic Plan (2024–2028), which aligns with the country’s strategic direction to unlock greater value for stakeholders through supporting entrepreneurship, addressing market failures, and promoting impactful socio-economic transformation.
To deliver on this bold vision, BRD’s expanded and refocused mandate is anchored on four strategic pillars:
- Availing transformational finance
- Increasing green financing for a resilient future
- Driving scale and impact
- Fostering innovation and technology
To meet this ambitious vision, BRD recognizes the importance of investing in top-tier human capital and building institutional strength to remain a center of excellence in Rwanda’s financial sector.
BRD is an equal opportunity employer and is committed to gender equality and inclusivity. Female candidates and persons living with disabilities are highly encouraged to apply.
We invite qualified and dynamic professionals to apply for the following position:
- OFFICER, TALENT ACQUISITION MANAGEMENT (1)
| 1. Background Information | |
| Job Title: Officer, Talent Acquisition Management | Job Grade: 6 |
| Department: Human Capital and Corporate Services | |
| Reports to: Manager,Human Capital | |
| Direct Reports: N/A | Indirect Reports: N/A |
| 2. Contract terms: Open ended contract | |
| 3. Purpose of the Job | |
| To plan and manage human capital needs by overseeing full-cycle recruitment, building a strong employer brand, and ensuring a sustainable candidate pipeline. This role transforms recruitment from a reactive process into a proactive talent acquisition strategy aligned with organizational growth. | |
| 4. Key Responsibilities: | |
| a) Strategic Talent Acquisition & Workforce PlanningForecast hiring needs in collaboration with departments.Develop and implement recruitment strategies aligned with industry trends and organizational goals.Ensure transparency, compliance, and alignment with HR policies and labor laws.b) Recruitment OperationsOversee end-to-end recruitment: job design, sourcing, screening, interviewing, selection, background checks, and onboarding.Manage recruitment platforms, applicant tracking systems (ATS), and external agency relationships.Prepare job descriptions, conduct job analyses, and support role classification.Draft competitive job offers aligned with the banks’ compensation philosophy.c) Employer Branding & Candidate ExperienceLead employer branding and talent attraction initiatives.Organize and attend job fairs, university career events, and networking forums.Build and maintain relationships with current, potential, and former candidates.Ensure a positive recruitment experience for both candidates and hiring managers.d) Compensation & Market IntelligenceParticipate in salary surveys and labor market benchmarking.Support compensation evaluation and job grading exercises.Collaborate with the Performance & Development Officer on succession planning and career mapping. e) HR SupportProvide timely responses to internal and external recruitment-related queries.Contribute to HR operations, records management, and departmental projects. | |
| 5. Performance indicators/KPIs | |
| Compliance with HR policies, procedures, and relevant regulations.Timeliness and efficiency in filling vacancies against workforce plans.Quality of hires (measured by performance, retention, and cultural fit).Cost-per-hire and ROI of sourcing channels.Candidate and hiring manager satisfaction scores.Offer acceptance rate.Accuracy and timeliness in updating employee records. | |
| 6. Working relationships | |
| Head of Human Capital & Corporate SupportDepartment Heads and Line ManagersHR & Corporate Support StaffRecruiting Agencies and Professional AssociationsHR Regulatory AuthoritiesAll Employees | |
| 7. Professional, academic qualifications and experience | |
| Bachelor’s degree in human resource management or a related field.3–5 years’ HR experience in a complex corporate environment, with proven talent acquisition expertise.Professional certification in Talent Acquisition, Compensation, or HR (preferred).Hands-on experience with ATS, full-cycle recruitment, and employer branding.Strong knowledge of HR practices, compensation cycles and understanding of Rwanda law.Proficiency in sourcing techniques, interviewing methods, and candidate assessment tools. | |
| 8. Core competencies | |
| Strong interpersonal and communication skillsNegotiation and influencing abilityOrganizational and records management skillsKnowledge of remuneration tools and job evaluation methodsNetworking and relationship-buildingCompliance & Cost Management and HR BudgetingData Management and AnalysisComputer Literacy Organizational EffectivenessEmployee On-Boarding & RelationsWorkforce AnalyticsKnowledge of Learning, Development & Performance Management | |
| 9. Behavioural Competencies | |
| Adaptability – Adjusts effectively to changing priorities, environments, and workforce needs.Analytical Thinking – Applies logical reasoning and data-driven insights to recruitment decisions.Proactive Problem Solving – Anticipates challenges and implements practical, timely solutions.Effective Communication – Conveys information clearly and persuasively to diverse stakeholders.Continuous Learning – Demonstrates a growth mindset and keeps up to date with HR and talent acquisition trends.Customer Centricity – Ensures a positive experience for candidates, hiring managers, and partners.Delivery with Excellence – Achieves high standards of quality, accuracy, and timeliness in outputs.Ethical Behaviour – Acts with integrity, fairness, and confidentiality in all HR processes.Optimising Innovation – Leverages creative approaches and modern tools to enhance recruitment effectiveness.Planning and Organising – Prioritises tasks, manages resources, and meets deadlines efficiently.Teamwork and Collaboration – Works cooperatively with colleagues and stakeholders to achieve common goals. | |
Application Guidelines:
Interested candidates must submit their applications via the BRD career portal: (https://www.brd.rw/careers/ ) and upload application documents including Curriculum Vitae, copies of degree certificates and professional certificates, motivation letter, names of three previous supervisors (as one document) as well as their emails and telephone.
Only online applications shall be considered.
Email-only for inquiries (not application): [email protected]
Address all applications to the Head, Human Capital, and Corporate Services of BRD.
Deadline for application: October 10, 2025.
The employment package is highly competitive and attractive.
Only Candidates with the right qualifications and relevant experience shall be shortlisted and contacted for a written test.
Done in Kigali, September 26, 2025.
