Officer, Talent Acquisition Management at Development Bank of Rwanda (BRD): ( Deadline 10 October 2025)

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 Planning

• Forecast 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 Operations

• Oversee 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 Experience

• Lead 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 Intelligence

• Participate 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 Support

• Provide 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 Support
• Department Heads and Line Managers
• HR & Corporate Support Staff
• Recruiting Agencies and Professional Associations
• HR Regulatory Authorities
• All 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 skills
• Negotiation and influencing ability
• Organizational and records management skills
• Knowledge of remuneration tools and job evaluation methods
• Networking and relationship-building
• Compliance & Cost Management and HR Budgeting
• Data Management and Analysis
• Computer Literacy
• Organizational Effectiveness
• Employee On-Boarding & Relations
• Workforce Analytics
• Knowledge 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.