Vacancy title:
Officer, Talent Acquisition Management

[Type: FULL_TIME, Industry: Banking, Category: Admin & Office]

Jobs at:
Development Bank of Rwanda (BRD)

Deadline of this Job:
Saturday, October 11 2025

Duty Station:
Kigali | Kigali | Rwanda

Summary
Date Posted: Saturday, September 27 2025, Base Salary: Not Disclosed

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JOB DETAILS:

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.

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.

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.

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

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.
• Youth empowerment programs

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

Behavioral 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 Behavior – Acts with integrity, fairness, and confidentiality in all HR processes.

Optimizing Innovation – Leverages creative approaches and modern tools to enhance recruitment effectiveness.

Planning and Organising – Prioritizes tasks, manages resources, and meets deadlines efficiently.

Teamwork and Collaboration – Works cooperatively with colleagues and stakeholders to achieve common goals.

Work Hours: 8

Experience in Months: 36

Level of Education: bachelor degree

Job application procedure

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