Assistant Manager – Recruitment & Performance Enablement at CVPeople Tanzania

JOBCONNECT PORTAL

Mar 20, 2026 - 10:03

0 2

Assistant Manager – Recruitment & Performance Enablement at CVPeople Tanzania

Position: Assistant Manager – Recruitment & Performance Enablement

CVPeople Tanzania | Full time

Dar es Salaam, Tanzania | Posted on 03/18/2026

Job Summary

This role exists to ensure the Bank attracts the right talent and enables high performance. from day one. The Assistant Manager – Recruitment & Performance Enablement owns the front end of the talent lifecycle, ensuring that who we hire, how we hire, and how performance is managed are tightly aligned to business outcomes and culture. This role is critical to protecting performance standards, reducing early attrition, and building credibility with leaders through disciplined, high-quality people decisions. Strategic Outcomes This Role Must Deliver Faster, higher-quality hiring for critical roles Clear performance expectations across the Bank Consistent, fair, and credible performance management Strong alignment between recruitment, role fit, and performance outcomes

Responsibilities

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 judgment 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

Knowledge and Experience

Bachelor’s degree in HR, Business, Psychology, or related field
Professional HR qualification (CIPD, SHRM, IHRM, CHRP) preferred
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)