Department: People and Culture
Reports to: Manager – Talent
Location: Nairobi
Role Purpose Statement:
Under the general direction and guidance of the Talent Manager, the Talent Acquisition and Analytics Partner plays a key role in attracting, developing, and retaining top talent to meet current and future business needs. By combining strategic workforce planning, talent acquisition expertise, and data-driven insights, this role ensures Jambojet maintains a robust talent pipeline. The Partner is instrumental in leveraging analytics to inform decisions, streamline recruitment processes, and align workforce strategies with organizational objectives.
Key Accountabilities/Responsibilities:
Talent Acquisition:
- Collaborate with department heads to understand current and future staffing needs and develop effective recruitment strategies.
- Oversee the full recruitment cycle, ensuring efficient and effective processes from sourcing to onboarding.
- Manage relationships with external partners, including recruitment agencies, educational institutions, and other talent sources.
- Track, analyze, and report key metrics related to talent acquisition to inform strategy and decision-making.
Workforce Planning:
- Partner with business leaders to forecast short-term and long-term staffing needs based on strategic goals.
- Identify talent gaps and devise strategies to address them, including internal mobility, training, or external hiring.
- Analyze turnover, retention, and internal mobility data to provide insights and actionable recommendations.
- Use data-driven insights to optimize recruitment strategies and workforce planning initiatives.
- Support succession planning initiatives to build a strong talent pipeline for critical roles.
People Analytics:
- Establish and drive the People Analytics function within the People and Culture department.
- Analyze and interpret complex workforce datasets to uncover insights, trends, and opportunities.
- Translate data findings into actionable strategies that align with company objectives and workforce needs.
- Design, implement, and manage HR dashboards and reports for leadership and HR stakeholders, ensuring data accuracy and relevance.
Know-How:
- Technical Knowledge: Strong understanding of end-to-end recruitment processes, workforce planning methodologies, and people analytics. Proficiency in HRIS systems, recruitment platforms, and data visualization tools (e.g., Power BI, Tableau).
- Management Skills: Expertise in project management and the ability to lead cross-functional initiatives. Skilled at managing external partnerships and vendor relationships.
- Human Relations Skills: Exceptional interpersonal and communication skills, with the ability to build strong relationships across all levels of the organization. Proven ability to work collaboratively in a team environment and influence stakeholders effectively.
- Specialized Knowledge: Deep understanding of the talent acquisition landscape and best practices in workforce planning and analytics. Familiarity with industry trends and innovations in HR analytics and talent strategy.
Problem Solving:
- Thinking Environment: Operate in a dynamic, fast-paced environment that requires agility and innovative approaches to recruitment and workforce planning.
- Thinking Challenge: Balance short-term talent acquisition demands with long-term workforce planning and analytics to align with business goals and objectives.
Accountability:
- Freedom to Act: High degree of autonomy in designing and implementing recruitment, workforce planning, and analytics strategies.
- Magnitude: Direct influence on organizational success by ensuring the right talent is in place to drive business objectives.
- Impact of Decisions: Decisions impact talent acquisition effectiveness, employee satisfaction, retention rates, and overall workforce productivity.
Qualifications:
- Education: Bachelor’s degree in Human Resources, Business Administration, or a related field from a recognized institution.
- Experience: Minimum of 3 years of experience in talent acquisition, workforce planning, or a related HR function. Demonstrated experience in people analytics is a must.
- Certifications: Certification in HR or Analytics (e.g., SHRM, CIPD, or equivalent) is preferred.
