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About this job
Assistant Manager – Recruitment & Performance
Human Resources - Dar es Salaam, Ilala
Job Summary & Purpose
The Assistant Manager – Recruitment & Performance is responsible for aligning hiring and performance management with business outcomes and culture. The role ensures high-quality, timely recruitment, sets clear performance expectations, and drives consistent, fair performance management across the Bank. By protecting performance standards and reducing early attrition, the role builds leader confidence through disciplined, high-impact people decisions.
Key Responsibilities/Tasks
Talent Acquisition (End-to-End Ownership)
Own the full recruitment lifecycle, from workforce demand clarification to offer and onboarding handover.
Drive recruitment turnaround time with urgency, discipline, and prioritization of critical roles.
Ensure hiring decisions are values-aligned, capability-based, and evidence-driven.
Hold hiring managers accountable for interview quality, feedback, and decision timelines.
Build and maintain proactive talent pipelines for key and future-critical roles.
Performance Enablement (Framework & Discipline)
Own the performance management framework, standards, and annual cycle governance.
Set clear expectations for quality objective setting and performance conversations.
Coordinate performance calibration processes to ensure fairness and consistency.
Enable managers to manage performance confidently and constructively.
Talent Quality & Risk Management
Identify early performance and talent risks linked to hiring or role misalignment.
Use performance insights to refine recruitment approaches and selection criteria.
Escalate systemic issues impacting performance culture or accountability.
Competencies
Results orientation with strong execution discipline
Credibility and influence with managers
Sound judgement and fairness
Structured thinking and prioritization
Personal accountability
Technical & Professional Skills
Recruitment and selection methodologies
Performance management frameworks
Workforce planning fundamentals
Employment law related to performance
HR systems and talent data interpretation
Education & Professional Qualifications
Bachelor’s degree in HR, Business, Psychology, or related field
Professional HR qualification (CIPD, SHRM, IHRM, CHRP) preferred
Experience Required
5–7 years HR experience
3–4 years hands-on recruitment or talent acquisition experience
Practical exposure to performance management cycles or calibration
Experience in a structured or regulated environment (banking/financial services preferred)
ONLY SHORTLISTED CANDIDATES WILL BE CONTACTED.
Human Resources - Dar es Salaam, Ilala
Job Summary & Purpose
The Assistant Manager – Recruitment & Performance is responsible for aligning hiring and performance management with business outcomes and culture. The role ensures high-quality, timely recruitment, sets clear performance expectations, and drives consistent, fair performance management across the Bank. By protecting performance standards and reducing early attrition, the role builds leader confidence through disciplined, high-impact people decisions.
Key Responsibilities/Tasks
Talent Acquisition (End-to-End Ownership)
Own the full recruitment lifecycle, from workforce demand clarification to offer and onboarding handover.
Drive recruitment turnaround time with urgency, discipline, and prioritization of critical roles.
Ensure hiring decisions are values-aligned, capability-based, and evidence-driven.
Hold hiring managers accountable for interview quality, feedback, and decision timelines.
Build and maintain proactive talent pipelines for key and future-critical roles.
Performance Enablement (Framework & Discipline)
Own the performance management framework, standards, and annual cycle governance.
Set clear expectations for quality objective setting and performance conversations.
Coordinate performance calibration processes to ensure fairness and consistency.
Enable managers to manage performance confidently and constructively.
Talent Quality & Risk Management
Identify early performance and talent risks linked to hiring or role misalignment.
Use performance insights to refine recruitment approaches and selection criteria.
Escalate systemic issues impacting performance culture or accountability.
Competencies
Results orientation with strong execution discipline
Credibility and influence with managers
Sound judgement and fairness
Structured thinking and prioritization
Personal accountability
Technical & Professional Skills
Recruitment and selection methodologies
Performance management frameworks
Workforce planning fundamentals
Employment law related to performance
HR systems and talent data interpretation
Education & Professional Qualifications
Bachelor’s degree in HR, Business, Psychology, or related field
Professional HR qualification (CIPD, SHRM, IHRM, CHRP) preferred
Experience Required
5–7 years HR experience
3–4 years hands-on recruitment or talent acquisition experience
Practical exposure to performance management cycles or calibration
Experience in a structured or regulated environment (banking/financial services preferred)
ONLY SHORTLISTED CANDIDATES WILL BE CONTACTED.