Role: HR Manager – Talent Acquisition & Talent Management
- JOB PURPOSE
|Overall responsibility for Airtel Rwanda manpower planning process of attraction and retention of best-fit talents in line with Airtel’s Human Resources and Talent Management Strategy in order to equip the organization with high-caliber talents that will drive and achieve current and future Airtel Rwanda objectives.|
- KEY ACCOUNTABILITIES
|Expected End Results (“WHAT”)(List the expected end results that must be achieved in order to fulfill the job purpose)||Supporting Activities (“HOW”) (What are the key activities undertaken to achieve the desired end results?|
|Effective Implementation of talent-sourcing strategies||Serve as a business partner with hiring managers to develop effective sourcing and recruitment strategies that result in client satisfaction.Assist in the development of a recruitment strategy. This may include utilizing the best-fit communication and recruitment channels for various cadres of roles, Talent Planning, etc.Provide recruitment counsel and guidance to hiring managers and HR professionals with hiring and employment data.Recruit full-time, part-time, temporary, contractual/outsourced, and intern personnel.Manage full life cycle recruitment (post, source, prescreen, schedule, background, references, offer letter and contracting, onboarding, etc.).Develop and implement creative and innovative sourcing strategies and techniques to build a pipeline of qualified candidatesComplete the hiring process within defined metrics to minimize overall time-to-start.Use social media, job boards, Internet sourcing, and other technical means to source candidates for open jobs.Identify and source appropriate talent for current open roles within the organizationIdentify future talent needs and proactively source, recruit and develop a talent pool.Develop and manage relationships with third-party recruitment agencies to ensure an effective and efficient recruitment lifecycle while minimizing cost-per-hire.Ensure the effectiveness of the e-recruitment portalManage the entire Early Careers & Graduate Programs|
|Recruitment OPEX Optimization||Implement the most cost-effective recruitment channels for various rolesContinuously monitor recruitment OPEX and productivity marginEnsure effective optimization of recruitment OPEX through appropriate channel identification.Accountable for optimal use of the recruitment portalContinuously monitor recruitment OPEX and productivity marginApplicable/assigned system employee tier support|
|Talent Managementa. Talent Reviews Managementb. Succession Planningc. Careers Management||Develop top talent database for Airtel RwandaFacilitate succession planning for critical roles and key leadership and operational roles across the organization.Drive and monitor the talent review process in line with Airtel Rwanda’s strategyEnsure that company-wide talent management and performance management initiatives are focused and aligned on improving operational and program efficiencies and effectiveness.Oversee the overall performance management cycle and processManage the maintenance and execution of the performance management system, including current job descriptions, standards of performance, and performance evaluation instruments.Develop, initiate, and maintain effective programs for workforce retention, promotion, and succession planning.Create and maintain an environment of equal employment opportunity, diversity, and competitive advantage in support of the company’s diversity and inclusion strategic plan.Conduct presentations and training.Employee files management and archivingManage the HRIS to ensure that employee records including leave are timely updated, compliant, and accurate.Ensure timely reporting for portfolio aspects in all HR-required reports.|
|Improved Employer Brand Perception||Effective relationship management with educational and professional institutions, recruitment, and placement agencies.Liaise with academic/professional institutions to ensure Airtel Rwanda is positioned as an employer of choice|
|Robust On-Boarding Program||Drive qualitative induction on Airtel Rwanda culture, processes, and systems to ease new appointees into their rolesEnsure effective onboarding implementation to manage pre-mature attrition|
|Provide internal consulting and advisory services to HR Management Team||Engage the HR Management Team in discussions on policy review and new implementation of new initiatives|
- Job Dimensions
(List the significant numerical data which will reflect the scope and scale of activities concerning this job).
|Time to fillTime in process stepFirst-year attraction rate/Quality of HireOffer acceptance rateHRMIS Employee Data Accuracy and compliance rate|
- Financial Dimensions
(These should be quantifiable numerical amounts like annual budgets, opex, capex, annual revenue etc.)
|HR Recruitment and Talent Management OPEXEmployee Productivity ratiosEmployee Salary and Admin Costs|
- SKILLS & KNOWLEDGE
(State the minimum acceptable proficiency for this job. Do not state incumbent-specific information)
|Educational Qualifications & Functional / Technical Skills||Bachelor’s Degree in Human Resources, Business, or a related field requiredA professional qualification of CIPMN, CIPD, or SHRM is desiredKnowledge of Rwanda employment and labor legislations and global best practices in talent management|
|Relevant Experience (Type of experience and minimum number of years)||Must have at least 3-5 comprehensive years of broad HR management experience including talent and performance management.Recent experience recruiting in multiple discipline areas and levels, including hiring full-time, part-time, temporary, contractual, and intern personnel.Experience designing, developing, and supporting organization-wide talent management programs that cover performance management, talent development, coaching, succession planning, data analytics, and relationship management.Previous experience in capturing metrics and producing various employment reports.Experience in all areas of sourcing such as the internet, social media, networking, employee referrals, and job postings, as well as conducting open houses and virtual job fairs.Experience in working with applicant tracking systems and affirmative action plan requirements.|
|Other requirements (Behavioral etc.)||Knowledge of the full lifecycle recruiting processDemonstrated knowledge of applicable laws and regulations, and general human resources policies and proceduresDemonstrated track record in varied recruiting process improvement methodologies is preferredAbility to build and maintain solid business relationshipsExcellent communication and interpersonal skillsStrong analytical skills, including use of data, problem-solvingStrong business and financial acumen.Ability to influence, negotiate and create value within all levels of the organization.Strong oral and written interpersonal skillsHighly developed, demonstrated teamwork skillsDemonstrated ability to see the big picture and provide useful and strategic advice and input across the company and on the senior executive team.Ability to lead in an environment of constant change.Creative, forward thinker|
How to apply:
Interested and qualified candidates are invited to apply for the roles by sending an application letter and resume to “ firstname.lastname@example.org ”
Also indicate the position you are applying to in the subject line.
Only shortlisted candidates will be contacted.
NB: Female candidates are encouraged to apply.
The deadline for applications is 06.00 PM on 07th November 2022