Assistant Manager, Talent Acquisition at SBM Bank

Vacancy title:
Assistant Manager, Talent Acquisition

[Type: FULL_TIME, Industry: Banking, Category: Management]

Jobs at:
SBM Bank

Deadline of this Job:
Saturday, July 5 2025

Duty Station:
Nairobi | Nairobi | Kenya

Summary
Date Posted: Friday, June 20 2025, Base Salary: Not Disclosed

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JOB DETAILS:
Assistant Manager, Talent Acquisition at SBM Bank

Job Purpose

The job holder is responsible for developing appropriate talent acquisition strategies and managing the end-to-end talent acquisition process to deliver the right talent, at the right time, at the right price. Partnering with the business, the role holder will provide both consultative and transactional talent acquisition support to deliver a comprehensive and value added service, covering hiring needs across the entire bank.

Responsibilities

Planning

• Partner with hiring managers to translate business objectives into talent acquisition plans and strategies by conducting structured BICs (Business Insight Conversations); Document key outcomes in the BIC form and share a copy with the hiring manager
• Identify the key role and candidate requirements; agree the sourcing and selection strategy; timelines; respective roles and accountabilities; obtain an updated JD; offer a full consultative service to line managers with regards to the recruitment industry and market trends;
• Establish alignment to the organization structure, strategic workforce plan and budgetary provisions
• Proactively partner in the strategic workforce planning exercise providing market insights and talent delivery channels
• Gather insight on internal talent development initiatives relevant to the specific hiring activity
• Guide hiring managers on policy and process imperatives ahead of the recruitment process and ensure understanding

Sourcing

• Design and deliver a broad base of innovative sourcing strategies and solutions to meet business needs and generate diverse pools of applicants in keeping with our JEDI (Justice, Diversity, Equality & Inclusion), plus the 9 talent charter statements
• Proactively search for, identify, network with and directly contact active and passive job seekers, both internally and externally, for hard-to-hire, evergreen and specific vacancies, sourcing the very best candidates using a variety of channels that are aligned to and effectively communicate the SBM Bank employer brand
• Multiply sourcing channels to include: research agencies; Online advertising (careers website, external job board postings); automated electronic candidate searches; Alumni; Database mining; Social networking sites; etc.
• Contact potential candidates who have posted their information on the SBM Bank Careers website and establish rapport then build a talent pool of CVs from these engagements,
• Search in-house databases (talent lists, CV database), creating hot lists, keeping high quality declined candidates warm and on ‘potential prospect’ lists
• Network at professional and trade events, and careers fairs, and partner with state and institutional agencies engaging the labor market
• Engage and manage an external PSL (Preferred Supplier List) of recruitment agencies, where required and regularly refresh the source pool of providers
• Partner with colleagues within the SBM Bank Group of companies tap into international talent and leverage the talent brokerage program within SBM Bank Kenya to integrate our talent segmentation and development agenda
• Lead, coordinate and participate in graduate recruitment events and activities (e.g. careers fairs), as required.
• Build a network of global talent banks to tap into global talent especially talented Kenyans in the Diaspora looking to return
• Implement a sound employee referral system and link if to the reward and recognition framework of the bank

 Selection

• Develop a broad and diverse battery of selection tools for use across all levels and types of hire to appropriately meet business needs
• Leverage the existing HRMIS to conduct electronic selection processes including self-elimination pre-screening questionnaires to manage long lists
• Short listing CVs against the job requirements actively reviewing and challenging the diversity of talent pools
• Conduct efficient end to end applicant management for each job requisition i.e. timely review and short listing of applications, promptly updating applicants and responding to any queries, liaising other HR teams and hiring managers for necessary support
• Create schedules and plans for all relevant assessments, multilevel interviews, and stakeholder meetings between candidates and stakeholders as described in the selection process
• Brief and prepare candidates for interview and other phases of the selection process
• Conduct preliminary assessments, as required, assessing candidates’ talents, fit and readiness, setting realistic role expectations
• Lead and participate in selection processes including interviews, assessment sessions, etc.

Hire-Offer Management

• Ensure all required approvals are in place ahead of making any offers and where offer propositions fall outside the recommended range, the appropriate exception approval process is followed
• Where international moves are involved ensure to trigger the correct policy provisions in consultation with the relevant stakeholders to generate appropriate offers
• Negotiate offers between hiring managers, suppliers (where relevant) and candidates, assisting in the negotiation of release dates and backfill requirements where applicable. Work in partnership with key stakeholders to establish competitive, effective total reward packages in line with budgets and internal policies
• Ensure correct and timely contract issuance following verbal offer, keenly observing the timelines in the refreshed SBM Bank new joiner on-boarding checklist
• Where expatriate hires are involved ensure to generate timely assignment letters, and trigger the initiation of relocation services within the process and terms of the assignment policy and contract
• Manage applications for new work permits, and extension of existing work permits for new international hires and engaged international employees respectively.

New Joiner On-boarding

• Fully own the pre-start (Day -21 to Day 0) onboarding of new joiners guided by the refreshed onboarding guidelines and the New Joiners On-boarding checklist; maintain regular contact with the candidate post offer and keep them warm
• Ensure seamless handshakes with Hiring Managers and other stakeholders consistent with the milestones listed in the onboarding checklist
• Collaborate closely with the Hiring Managers to deliver a 7 star experience across every touch point of the employees recruitment and probation interaction
• Ensure all pre-employment checks are completed in line with the pre-vailing policy meeting all minimum standards and exceeding where possible
• Escalate all pre-employment vetting discrepancies to the Head of Talent Management in good time and drive for swift resolution, keeping the candidate sufficiently informed and update where delays might occur
• Create new joiners in the HRMIS and ensure all systems setups and requisitions are completed well in advance of start date, including completion of the following: issuing of employment contracts and on-boarding packs, timely staff ID creation, notifications to hiring managers, organization announcements, confirmations of start dates, etc.
• Advise hiring managers on the appropriate assessment tools for different roles, developing relevant interview questions and analyzing selection reports, where applicable, to assess the implications of candidates’ strengths profiles
• Advise hiring managers on which candidates to progress to the next stage, ensuring the right decisions are made, challenging the business’ recommendations as required
• Complete a minimum set of pre-employment vetting, at interview stage, in line with the Talent Acquisition policy
• Manage any rejections who may be potentials for other roles, ensuring that rejections are handled appropriately and candidate contact is maintained
• Co-ordinate timely provision of feedback between the hiring manager, suppliers (where relevant) and candidates.
• Updating interview notes within the HRMIS or relevant document and ensure timely and appropriate completion of the same by co-interviewers

Risk & Governance

• Carry out pre-employment vetting checks in line with the policy provisions, on-boarding guidelines and the on-boarding checklist
• Keenly manage all recruitment related vendors including pre-employment vetting providers, search partners, assessment partners and maintain our global standards of partner engagement, upholding our values at every stage
• Deploy the most current, updated versions of new joiner documentation is used in all hires, i.e. employment contract templates, employee information forms, Declarations, discrepancy escalation forms, etc.
• Properly file all hire authorization documents including emails and exception approval forms in the employee’s file and ensure that each form is duly completed and signed by the relevant authority
• Work closely with the HR shared services team to complete the maker-checker iteration when creating a new joiner profile in the HRMIS
• Support the off-boarding process for international employees to ensure all work permits are cancelled in time and all relevant parties are notified of key changes.
• Plan and execute refresher trainings to ensure all hiring managers are equipped to conduct effective selection processes in line with the Talent Acquisition policy

Relationship Management

• Cultivate effective working relationships with all stakeholders involved in the talent acquisition and on-boarding process i.e. candidates, hiring managers, candidates, search partners,
• Regularly educate all stakeholders on talent acquisition processes and tools, policy requirements, and foster understanding around our employee value proposition

Reporting

• Build robust quarterly hiring reports covering the following: status reports, Quarterly average Time To Fill (TTF), Rookie Retention Rates, New Joiner On-boarding Survey Feedback, Vacancy Risk, Budget Variance, etc.
• Collect Voice of Customer Feedback (TANPS) from Hiring Managers, Candidates, Vendors, etc.

Qualifications and Experience

Academic and Professional Qualifications:

• Bachelors Degree or Higher Diploma in a relevant field
• Member of IHRM or other recognized professional body

Work Experience

• Minimum of 3 years relevant experience and (4) years overall experience in Human Resources.
• Sound experience of Talent Acquisition either as an in-house recruiter or within search firm with sophisticated partner account management processes
• Experience handling high volume recruitment as well as specialist roles
• Understanding and experience of developing sourcing strategies and managing multiple recruitment channels to deliver recruitment targets within budget.
• Good knowledge of the talent landscape in the banking industry and wider market
• Well developed consulting skills and experience in translating business objectives into Talent Acquisition solutions through Business Insight Conversations
• Knowledge of / exposure to relevant employment legislation (e.g. data protection act)

Skills and Competencies:

• Ability to write complex reports and Research work
• Analytical skills.
• Quality work output, Contributes to team
• Collaboration
• Results oriented
• Problem solving

Work Hours: 8

Experience in Months: 36

Level of Education: bachelor degree

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