Senior Talent Acquisition and Development Manager

Location: Addis Ababa, Ethiopia

Organization: Save the Children International

Job Description

Vacancy for Senior Talent Acquisition and Development Manager

TEAM/PROGRAMME: HR Department

LOCATION: CO – Addis Ababa

Post Type: National

CHILD SAFEGUARDING: 

Level 3:  the post holder will have contact with children and/or young people  either frequently (e.g. once a week or more) or intensively (e.g. four days in one month or more or overnight) because they work country programs; or are visiting country programs; or because they are responsible for implementing the police checking/vetting process staff.

ROLE PURPOSE:

Under the direct supervision of HRA and Safeguarding director, the Talent Acquisition and Development Manager is responsible for leading and implementing strategies that attract, hire, onboard, and develop top talent across the organization. This role ensures that the company builds a high-performing, engaged, and future-ready workforce by aligning recruitment, learning, engagement, and employee development initiatives with the organization’s mission, values, and strategic goals.

SCOPE OF ROLE: 

Reports to: HR, Admin & Safeguarding Director

Staff Directly Reporting to this Post: HR Officer, Talent Acquisition & Development

Dotted line relationship– AO Senior HR Coordinators

Functional relationship–

Job-Specific Roles and Responsibilities:

Talent Acquisition

• Lead the development and execution of strategic workforce planning and talent acquisition strategies to meet current and future staffing needs.
• Conduct regular consultations with departments leads to understanding hiring requirements, job role evolution, and team dynamics.
• Work with AO/FO management and human resource teams to ensure workforce planning and overall recruitment processes are compliant and well aligned with the Thematic approach
• Supervise the recruitment team and manage the full recruitment lifecycle, including job advertisements, sourcing, pre-screening, interviews, selection, offer negotiation, and pre-boarding.
• Identify and engage with passive candidates using headhunting techniques, professional networks, and platforms like LinkedIn.
• Maintain and optimize the use of recruitment dashboards for real-time tracking, analytics, and reporting.
• Ensure recruitment and selection practices promote diversity, equity, and inclusion (DEI).
• Build and maintain strategic relationships with different partners and networks,
• Represent the organization at career fairs, expos, and professional events to promote employer branding.

Onboarding & Employee Integration

• Design and manage structured, engaging onboarding programs that go beyond administrative orientation, focusing on cultural integration, team connection, and job readiness.
• Support in preparation of employee handbook and ensure that all newcomers got it
• Facilitate cross-functional induction sessions for all new hires,
• Ensure that all newcomers complete all mandatory training during their probation period
• Establish feedback mechanisms (surveys, focus groups, etc.) to continuously improve the onboarding experience.
• Provide coaching and support to hiring managers to enhance the onboarding effectiveness and reduce early turnover.

Networking & Representation 

• Build relationships with recruitment agencies and professional organizations, and sometimes with universities to attract top talent.
• Where possible, attend HR conferences, seminars, and industry events to stay updated on trends and best practices while promoting the organization.
• Collaborate with other organizations and stakeholders to benchmark HR policies and practices, ensuring competitiveness and compliance.
• Use internal and external networks to locate and reach out to ideal candidates, and also best HR practices for organizational learning.
• Communicate with managers and employees regularly to establish connection, and gauge morale,
• Maintain reasonable & professional regular contact with possible future candidates.

Learning & Development (L&D)

• Conduct regular Training Needs Assessments at individual, team, and organizational levels to identify capability gaps.
• By communicating with department leads, develop and implement a comprehensive annual training calendar covering technical skills, soft skills, leadership development, psychosocial, and compliance training.
• Lead the creation of internal learning programs and manage external relationships with consultants and freelancers for specialized training.
• Promote a culture of continuous learning through e-learning platforms, mentorship programs, and knowledge-sharing initiatives.
• Support career development planning, succession mapping, and internal mobility frameworks in collaboration with line managers.

Employee Engagement & Wellness

• Design and implement initiatives to enhance employee engagement, job satisfaction, and workplace culture.
• Develop and analyze employee engagement surveys and recommend action plans to address identified issues.
• Support wellness programs that address mental health, work-life balance, and occupational well-being.
• Lead the coordination of staff recognition programs, team-building events, and staff appreciation activities.
• Serve as a champion for organizational values and inclusion practices.

Performance Management

• Oversee the full performance management cycle, from goal setting and performance reviews to development planning and feedback mechanisms.
• Train and support managers in conducting effective, constructive, and fair performance evaluations.
• Monitor performance trends
• Support underperformance management processes, coaching interventions, and performance improvement plans.

Supporting New Project/Program

• Involve in proposal development and ensure that the right structure and required skills and professions are considered
• Support proactive recruitment and selection activities for upcoming projects
• Communicate manpower requirements to Field HR for upcoming projects and provide support during the recruitment process.
• Engage in the analysis of skills and qualities required for each particular job and review JDs in collaboration with the hiring managers.
• Work on new and upcoming projects/programs to standardize JDs, structure, and grading system.
• Oversee advertisement of vacancies; assess applications, and interview applicants together with the hiring manager.
• Taking part in a job evaluation

Staff Management

• Motivate staff under supervision and build team spirit for effective working relationships
• Advice on the adequacy of resources for the proper implementation of HR strategic objectives and further staff development plans;
• Ensure that staff under supervision properly plan and organize their tasks (e.g., through monthly, quarterly, and annual work plans).
• Ensure that job objectives are set, and performances are evaluated timely and with the required quality for supervisees.
• Accountable for quality deliverables of the team through the provision of appropriate support
• Extend administrative support to the team such as planning & use of annual leave, etc.
• Hold periodic meetings with the subordinates for regular updates and addressing of issues.
• Facilitate and support the staff development under supervision, including nurturing and coaching on specific issues.

Contract Oversight and supporting AO/FO Recruitment 

• Reviewing each recruitment process and contracts handled by the field HRs
• Ensure all field employees have legally compliant contracts, including any necessary amendments.
• Support contract renewals or terminations of AO/FO teams, ensuring proper documentation and compliance with legal requirements.
• Ensure consistency in contract terms and conditions for remote teams to maintain fairness and organizational alignment.
• Offer insights and recommendations to the HR Director for senior-level decision-making.

Reporting and communication

• Prepare comprehensive quarterly and demand-based report on key result areas in relation to the recruitment
• Assist in the preparation of the annual departmental report.
• Prepare reports of field visits conducted if any.

Others

• Perform other special projects related to the role as assigned.

SKILLS AND BEHAVIOURS (our Values in Practice)

Accountability:

• Holds self accountable for making decisions, managing resources efficiently, achieving and role modelling Save the Children values.
• Holds the team and consortium members accountable to deliver on their responsibilities – giving them the freedom to deliver in the best way they see fit, providing the necessary development to improve performance and applying appropriate consequences when results are not achieved.

Ambition:

Sets ambitious and challenging goals for themselves (and their team), takes responsibility for their own

• personal development and encourages others to do the same.
• Widely shares their personal vision for Save the Children, engages and motivates others.
• Future orientated, thinks strategically.

Collaboration:

• Builds and maintains effective relationships, with their team, colleagues, members and external partners and supporters.
• Values diversity sees it as a source of competitive strength.
• Approachable, good listener, easy to talk to.

Creativity:

• Develops and encourages new and innovative solutions.
• Willing to take disciplined risks.

Integrity:

• Honest, encourages openness and transparency.

Qualifications 

• Bachelor’s degree in human resources, Business Administration, Management, or related field; Master’s degree preferred.

Experience

• Minimum of 7 years of relevant HR experience, out of which 2 years in Senior Managerial positions and with responsibility for talent acquisition and development.
• Considerable experience in contributing to the development of organizational strategies and work processes
• Designing and executing end-to-end recruitment strategies for multiple levels (junior to executive).
• Leading talent development programs, performance management, and succession planning.
• Driving employee engagement initiatives and retention strategies.
• Managing HR teams and mentoring junior HR professionals.
• Collaborating with leadership to align workforce planning with business objectives.
• Experience with organizational development initiatives, change management, and HR metrics reporting.
• Demonstrated experience in leading and managing teams.

Skills

• Strong knowledge of HR best practices, employment laws, and compliance.
• Expertise in talent acquisition, employee development, succession planning, and performance management.
• Excellent leadership, communication, and stakeholder management skills.
• Proficiency in different HR software and HR analytics tools.
• Strong strategic thinking, decision-making, and problem-solving abilities.

 

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