| 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. |
