Website NCBA Bank
NCBA Bank
Job Description
Job Title: Senior Manager, Talent Management
Reports To: Head of Human Resources
Unit: Human Resources (HR)
Division: Human Resources (HR)
Grade: 6
Job Purpose Statement
The Senior Manager, Talent Management is accountable for leading the talent acquisition function to enable the organization to attract, hire, and retain top talent in a timely, efficient, and cost-effective manner, while promoting diverse and inclusive hiring practices.
The role is also responsible for developing and implementing learning strategies and programs, monitoring learning effectiveness, and creating HR plans that support optimal business performance. The job holder will play a key role in driving departmental productivity, embedding a performance-driven culture, and supporting overall business performance.
Key Result Areas (KRAs)
1. Financial – 30%
- Lead the design and implementation of business-wide recruiting processes, applicant tracking systems, management reporting, and vendor management.
- Oversee the quality and integrity of the performance management process, including accurate data maintenance, feedback mechanisms, and reporting.
- Drive and track employee performance by consolidating quarterly and annual performance review outcomes and reporting on key successes and challenges.
- Lead the development of the Learning and Development (L&D) strategy, framework, and execution of the organization’s Learning Academy.
- Structure and implement cost-effective learning and talent development initiatives aligned to the manpower plan, achieving optimal profit-per-head ratios.
- Develop annual training programs and training calendars aligned to business strategy and regulatory requirements.
- Oversee and continuously enhance the talent management programme to establish career paths, build leadership capacity, and retain high-performing employees through coaching, mentoring, networking, talent rotation, and secondments.
- Develop innovative sourcing strategies and procedures to ensure a consistent and positive candidate experience, supporting talent acquisition and retention.
- Define and drive team objectives to meet or exceed hiring benchmarks, including time-to-fill, cost-per-hire, diversity hiring, and stakeholder satisfaction.
- Conduct research and translate talent and market trends into innovative recruitment and talent practices that support high-performance hiring.
2. Customer – 30%
Work collaboratively with stakeholders and teams to ensure effective implementation of people strategies across assigned divisions and departments by:
- Ensuring the effectiveness of the Human Resources Business Partnership (HRBP) model in providing strategic support.
- Implementing robust hiring systems, policies, processes, and tools to attract and select talent with competitive skills and attributes.
- Driving a results-oriented performance culture through effective performance management and leadership development programmes.
- Ensuring HR analytics outputs are relevant, accurate, and effectively support talent management decisions.
- Enhancing divisional and departmental talent capabilities through effective learning and development strategies that improve productivity and mitigate the impact of high staff turnover.
- Ensuring delivery of high-quality HR shared services.
- Promoting employee engagement and a positive leadership experience that fosters innovation and a conducive work environment.
3. Internal Business Processes – 20%
- Drive adherence to approved HR policies and procedures and provide feedback to ensure continued relevance and competitiveness.
- Advocate for continuous improvement in ways of working to enhance efficiency, service delivery, and stakeholder engagement.
- Proactively participate in organizational and cross-functional projects.
4. Learning and Growth – 20%
- Maintain high personal performance standards and support functional management of the HR Business Support Officer.
- Ensure competency assessments and individual development plans are current and actively implemented.
- Ensure continuity of operations through effective succession planning and back-fill arrangements.
- Maintain the desired Leadership 360-degree feedback score.
Job Dimensions
Reporting Relationships
Direct Reports (Functional):
- HR Business Support Officers
- Graduate Trainees
Indirect Reports:
- Interns
Stakeholder Management
Internal Stakeholders:
- All organizational departments
External Stakeholders:
- Customers
- Suppliers
- Financial Institutions
- Industry Players
- National and County Governments
- Regulators and related agencies
Decision-Making Authority / Mandates
The role holds managerial and strategic decision-making authority, including:
- Recommending the appropriateness of unit structures, divisional policies, procedures, and tools.
- Approving staff costs and headcount within approved limits.
- Recommending staff communication strategies.
- Approving expenditure within delegated discretionary limits, in line with approved strategy and annual budgets, as delegated by the Group Director – HR.
Work Cycle and Impact
- Contributes to the five-year organizational strategy.
- Leads development and implementation of the annual people strategy.
- Translates strategy into operational models and performance scorecards.
- Impact horizon ranges from 6–12 months to above 1 year.
Ideal Job Specifications
Academic Qualifications
- Bachelor’s degree from a recognized and accredited university.
Professional Experience
- Minimum of 10 years’ experience in Human Resources, with at least 5 years in a management role within a similar-sized organization.
Desired Work Experience
- Proven track record in supporting and delivering organizational people strategies.
- Recognized as a trusted advisor on HR matters.
- In-depth knowledge of the local banking industry, banking products, services, and regulations.
- Strong working knowledge of labour laws, regulations, and best practices.
Technical Competencies
HR Management
- Well-rounded HR practitioner with the ability to engage stakeholders at senior levels.
- Continuously assesses organizational value delivery and future people needs, implementing strategies and frameworks to drive engagement and performance.
- Contributes to HR policy development at country or regional level.
Banking and Commercial Acumen
- Strong commercial mindset with in-depth understanding of business and banking operations.
- Ability to adapt and operate effectively across multiple business functions.
Leadership
- Change catalyst capable of initiating and implementing transformation initiatives.
- Creates inclusive, high-performance environments that uplift teams and the organization.
- Demonstrates political intelligence and resilience under sustained pressure.
Behavioural Competencies
Emotional Intelligence
- Self-aware, emotionally controlled, and able to manage the impact of emotions on others.
Social and Cross-Cultural Awareness
- Interacts respectfully and ethically across diverse social and cultural environments, consistent with organizational values.
Agility
- Adapts quickly to change, adjusting plans and priorities in response to new information and opportunities.
How to Apply:
To submit your application, please follow the link provided below.
To apply for this job please visit ncbagroup.co.tz.