TA Manager

Key Responsibilities

1. Talent Acquisition & Strategy (40%)

• Develops a talent acquisition delivery plan for the country/business unit in alignment with the organisation's strategic priorities and in coordination with hiring managers

• Defines and implements innovative sourcing strategies that enable the establishment of a diverse pool of talent geared to meet the evolving needs of the workforce plan

• Proactively explores all available channels and processes to build diverse pools of talent, including headhunting, talent mapping, establishing candidate databases, advertising on web-based job search sites, researching competitors, building industry networks, attending industry-specific events and fairs, partnering with Government Labour Agencies, and tapping into global networks

• Develops and drives a cost-saving resourcing strategy, decreasing dependency on external resourcing partners by implementing creative direct-to-market talent capturing solutions

• Manages the delivery of search strategies designed to recruit senior and niche candidates

• Delivers increased capability for internal mobility by ensuring internal candidates are considered before moving to external sourcing solutions

• Advises hiring managers on candidate progression, ensuring the right recruitment decisions are made and challenging business recommendations as required

• Assists in the negotiation of release dates and backfill requirements where applicable

• Ensures timely on-boarding of hires and adherence to on-boarding policies and procedures

2. Stakeholder Management (20%)

• Maintains a clear understanding of all internal and external stakeholders to ensure appropriate levels of communication

• Cascades the talent acquisition plan with various stakeholders within the country

• Ensures effective interaction with and responses to candidates, building sustainable relationships, setting and managing expectations clearly, and identifying and resolving root causes of issues

• Liaises with business unit stakeholders to gain a comprehensive view of their core business, strategic objectives, Employee Value Proposition, and culture

• Provides regular feedback to business leaders on resourcing strategy deliverables and status of agreed key performance indicators

• Acts as liaison and manages all communications with recruitment agencies and other third parties

3. Reporting & Analytics (10%)

• Manages and updates the Talent Acquisition Scorecard and vacancy tracker to enable monitoring of performance against sourcing plan

• Provides hiring managers with continuous feedback on candidate progress throughout the recruitment process

• Prepares monthly reports for relevant governance meetings

4. Talent Mobility (10%)

• In collaboration with the International Mobility team, provides relevant support to in-bound and out-bound international assignees

• Supports both incoming and outgoing short-term assignees

5. Governance, Risk & Control (20%)

• Ensures talent acquisition policies and standards are implemented within the country

• Leads liaison with the Ministry of Internal Affairs in the acquisition of requisite visas and work permits to ensure a legal right to work for all hires

• Upskill and educates people managers on relevant talent acquisition policies and standards

• Takes responsibility and accountability for the integrity of system data in the recruitment process

• Executes the full recruitment lifecycle, ensuring quality delivery, governance, compliance with HR policies, and a positive candidate experience

• Analyses hiring trends, workforce data, and business forecasts to provide insights that support strategic workforce planning and talent decisions

• Identifies and implements opportunities to digitise and enhance Talent Acquisition processes to improve efficiency, accuracy, and speed of delivery

Qualifications, Skills & Experience

Education

• A First Degree in Human Resource Management, Business Administration, or a related field
• A professional HR qualification (e.g., CIPD, HRMAU certification) is an added advantage

Experience

• 8–10 years of demonstrated experience within Talent Acquisition, Recruitment, or Business Partnering, with evidence of active participation in the recruitment cycle
• At least 3 years at HR Leadership / Management level
• Proven experience in end-to-end recruitment in an in-house environment
• Experience working with senior and executive level stakeholders, providing insights, advisory support, and managing competing business needs
• Experience recruiting in the Ugandan or East African market is highly desirable

How to Apply:

• All applications will be received and reviewed through the BrighterMonday Portal by clicking on the 'Apply Here' section

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