The main responsibilities of the role holder is to manage the implementation of talent acquisition strategies, proactively anticipating talent needs, recruitment demand forecasting, developing and executing sourcing plans, and to provide a customer centric service which places people at the heart of service excellence. The role holder will needs align talent acquisition strategies with the bank's directions and lead the strategic efforts to attract, recruit, and retain top talent across country.

The role holder is also responsible for Talent Management practices that ensure the bank attracts, identifies, engages, and retains high-quality talent.

Talent Acquisition

• Develop and implement a comprehensive talent acquisition strategy that supports business growth and workforce planning needs.
• Manage the end-to-end recruitment life cycle, including assessments, interviews, offers, and onboarding in coordination with relevant HR teams.
• Partner with Senior Management, Hiring Managers, and HR Business Partners to understand hiring needs and execute recruitment plans.
• Lead, coach, and develop the Talent Acquisition team to ensure high performance and goal achievement.
• Enhance the employer brand and promote the Employee Value Proposition (EVP) to attract top talent.
• Oversee relationships with third-party recruitment agencies and external partners.
• Execute talent attraction campaigns and manage sourcing channels (job advertisements, referrals, online platforms, etc.).
• Utilize data analytics and key recruitment metrics to assess the effectiveness of strategies and drive informed improvements.
• Manage and optimize the recruitment budget, tools, and technologies.
• Ensure compliance with all relevant labor laws and recruitment regulations.

Talent Management

• Maintain an active talent inventory and identify high-potential employees across functions.
• Collaborate with HRBPs to support business units in building talent pipelines for critical roles.
• Lead the succession planning framework, including identifying successors and preparing development plans (without designing L&D content).
• Facilitate talent review and calibration discussions with senior leaders.
• Support internal mobility and career progression initiatives.
• Contribute to DEI (Diversity, Equity & Inclusion) efforts by ensuring diverse talent sourcing and pipeline development.
• Create and monitor talent dashboards to provide insight to leadership on organizational bench strength and talent risks.

• Bachelor’s degree in any field, and experience of solid recruitment and selection

• Effective communication skills and the ability to interact with respective stakeholders

• Proficient in Microsoft Office applications

• Highly committed and result-oriented

• Ability to negotiate and persuade