Principal Outreach and Selection Officer

THE BANK:

Established in 1964, the African Development Bank (AfDB) is the premier pan-African development institution, promoting economic growth and social progress across the continent. There are 81 member states, including 54 in Africa (Regional Member Countries).  The Bank’s development agenda is delivering the financial and technical support for transformative projects that will significantly reduce poverty through inclusive and sustainable economic growth. In order to sharply focus the objectives of the Ten-Year Strategy (2023-2032) and ensure greater developmental impact, five major areas, all of which will accelerate our delivery for Africa, have been identified for scaling up, namely; energy, agro-business, industrialization, integration and improving the quality of life for the people of Africa. The Bank is seeking to build a management team that will lead the successful implementation of this vision.

THE COMPLEX:

The (newly created) People and Talent Management Complex (PTVP), will retain overall responsibility for attracting, developing, motivating, and retaining a strong complement of professionals, support staff and contingent staff to deliver the business of the Bank into the future. The PTVP Complex is responsible for ensuring effective systems and controls for people and talent management from talent sourcing to retirement. The PTVP Complex is also responsible for the effective administration of the Bank’s benefit plans (medical and staff retirement) and ensuring the financial sustainability of these plans.

THE HIRING DEPARTMENT/DIVISION:

The Human Resources Operations, Recruitment & Client Services Department (PTCS) focuses on interfacing directly with staff clients through integrated client services to internal and external stakeholders (through HR Operations, Recruitment and Talent Acquisition, HR Business Partnering, and Staff Engagement initiatives).

This will help the Bank to achieve its strategic agenda through attraction, development, engagement, motivation and retention of a best-in-class workforce.

The core mandate of the PTCS.1 Division is to provide Client Managers and staff excellent People Management solutions in response to their business needs; help foster the work climate conducive for accelerated business delivery in the areas of the High 5s agenda.  The Division provides clarity on HR policies, processes and programs to empower line managers to better manage people to deliver on the business.  

THE POSITION:

Reporting to the Division Manager (PTCS.1), the Principal Outreach and Selection Officer contributes to the development of the talent acquisition policy and programs in alignment to the business objectives of the Bank. S/he identifies, develops and implements proposals, strategies and programs aligned with the Bank’s strategic focus and direction through talent acquisition, workforce planning, assessments and job evaluation/ classification processes. S/he will contribute to the design and implementation of policy, programs, tools and systems to ensure the Bank’s ability to attract top talent required in the Bank.

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KEY FUNCTIONS:

Under the overall supervision of the Division Manager, the incumbent will undertake the following:

1. Lead strategic and operation policy and program design and delivery for talent acquisition; including specific programs for sourcing required expertise/ talent pools.
2. Manage the end-to-end services for recruitment/ talent acquisitions in line with approved staffing and recruitment plans and budgets, including ensuring updates to job descriptions, preparation of accurate vacancy announcements, authorizing advertising costs and media (intranet, website, etc.), timelines and lead times, etc.
3. Lead and coordinate all outreach related activities, including career fairs and exhibitions.
4. Analyze staffing and vacancies data to provide regular status reports on the staffing of the Bank, departures, recruitment planning and vacancies together with actionable recommendations to address staffing issues and provide projections/ scenario plans for the year.
5. Participate in the development of the staffing plans, together with the respective HR Business Partners (HRBPs) and COPB and Departmental Budget Coordinators; maintain and control the approved positions of the Bank and approve the launch of recruitment based on budgeted positions.
6. Provide HRBPs with the guidelines, templates and support needed in the process of developing the staffing plans for their respective Complex / Department.
7. Assess and review adequacy of HR policy initiatives against medium and long term staffing objectives.
8. Advise and provide consultancy services to organisational structures on staffing trends and associated measures.
9. Review the staffing requests submitted by the Departments, analyse them taking into consideration inputs from HRBP and Budget Coordinator and advise the HR Director on the appropriate response.
10. Work with the classification of positions unit to ensure that all changes to the staffing structure are duly documented and undergo job evaluation/ classification.
11. Develop, create and revise comparative reports on staffing evolution through time; including reports on staff geographical distribution and individual country shares.
12. In liaison with the Leadership and Employee Development Officer and the Talent Management and Mobility Officer, support the Bank’s talent reviews and succession planning, analyze and report skills gaps, staffing/recruitment plans, and on projected staff movements.
13. Provide reviews, analyses and associated recommendations in respect of recruitment activities, ensuring adequacy of future staffing skills and numbers.
14. Draft reports on staffing/ recruitment activities or status and staffing situations based on analysed data; providing management reports as may be required.
15. Plan work programs and relevant budgets, following up on recruitment budget expenses to ensure that commitments do not exceed allocated amount and calculating and justifying a revised cost estimates for incremental funding, if necessary.
16. Conduct special projects as assigned by extracting, developing, analysing and revising historical and/or statistical data on staffing or recruitment and staff turnovers and writing replies in response to inquiries or requests from management and Senior Management.
17. Supervise team and ensure effective delivery of their work programs specifically relating to talent acquisition, workforce planning, job evaluation & classification and assessment centre management.
18. Responsible for monitoring the Bank Position Management system by investigating anticipated vacancies, maintaining a vacancy roster, analysing staffing statistics and reconciling assigned and vacant positions with authorized budgeted staffing level in each organizational unit.
19. Where necessary, identify vendors, consultant firms or individual consultants for expertise to support work programs, or bring in the thought leadership required for successful deliver. Effectively manage vendor relationships, budgets and evaluation of services provided.

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COMPETENCIES (skills, experience and knowledge):

1. Hold at least a Master’s degree in Human Resources Management, Organisational Development, Social Sciences, Business Administration, Public Sector Management or related discipline. Additional professional qualification/certification in Human Resources Management, Talent Sourcing/Management will be an added advantage.
2. Have a minimum of six (6) years of relevant experience in HR, especially in Staff Planning, Resourcing, and other related HR field.
3. Knowledge and understanding of recruitment, workforce planning and talent acquisition theory and practices.
4. Good planning and organisation skills; Data analytics and reporting skills; People management skills.
5. Ability to work independently with little supervision as well as part of a diverse team building professional relationships with diverse stakeholders at all organisational levels.
6. Previous supervisory/management experience is an added advantage.
7. Communication.
8. Problem solving.
9. Client orientation.
10. Team working and relations.
11. Ability to communicate effectively (written and oral) in French or English, preferably with a good working knowledge of the other language.
12. Competence in the use of standard Microsoft Office Suite applications; Experience with e-Recruitment systems.

 

THIS POSITION IS CLASSIFIED INTERNATIONAL RECRUITMENT AND ATTRACTS INTERNATIONAL TERMS AND CONDITIONS OF EMPLOYMENT.