Talent Acquisition Manager at eHealth Systems Africa

Purpose of the position

• The People department at eHealth Africa (eHA) collaborates with the Executive Director to strategically attract, develop, and retain top talent in alignment with the organization's mission. The department is responsible for workforce planning, talent acquisition, competency alignment, and performance management to foster a high-performing and mission-driven workforce.
• The Manager, Talent Acquisition oversees the strategic and operational execution of eHealth Africa’s recruitment efforts. This role ensures the attraction of top talent across functional areas while embedding inclusive, data-informed hiring practices. Combining hands-on recruitment with team leadership and workforce planning, the Manager collaborates across departments to design agile hiring strategies that align with evolving program needs and foster a seamless candidate experience.

What you’ll do

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Other duties may be assigned:

• Develop and implement the organization's recruitment strategy, aligning with workforce planning, institutional priorities, and long-term talent goals.
• Manage full-cycle recruitment for complex, high-priority, and leadership-level roles, ensuring quality and timeliness in delivery.
• Design and oversee proactive sourcing, screening, and selection processes, applying competency-based and inclusive hiring practices.
• Embed data-driven decision-making into recruitment operations, ensuring alignment with labor laws, internal policies, and DEI principles.
• Partner with senior leadership and hiring managers to define talent needs, build selection frameworks, and ensure strategic fit.
• Lead and mentor a team of recruiters, fostering continuous learning, performance improvement, and technical capacity growth.
• Cultivate strong relationships with external sourcing partners, including recruitment agencies, talent networks, and digital platforms.
• Collaborate cross-functionally with HR operations, L&D, and onboarding teams to maintain alignment across talent lifecycle stages.
• Monitor recruitment KPIs and hiring metrics (e.g., time-to-fill, cost-per-hire, candidate satisfaction), using insights to enhance systems and processes.
• Develop and maintain talent pipelines and sourcing strategies for business-critical, niche, and emerging roles across departments.
• Ensure structured, inclusive and transparent recruitment workflows, contributing to a positive candidate experience and employer branding.
• Drive adherence to turnaround time (TAT) standards throughout the recruitment process, identifying bottlenecks and implementing solutions.
• Report regularly on recruitment performance and trends, using analytics to inform strategic workforce planning and continuous improvement.

Who you are

The requirements listed below are representative of the knowledge, skill and/or ability required to successfully perform this job.

• Strategic Recruiter – Brings deep expertise in full-cycle recruitment, successfully sourcing and securing top-tier talent for technical, leadership, and impact-driven roles.
• Capacity Builder & Coach – Mentors talent acquisition professionals and equips hiring managers with the tools to conduct structured, competency-based interviews and inclusive selection processes.
• Talent Acquisition Expert – Skilled in interpreting labor market trends, analyzing competitor activity, and navigating emerging sourcing channels in dynamic or remote environments.
• Process Optimization Leader – Implements scalable hiring frameworks, standard operating procedures, and performance metrics that drive efficiency and accountability across recruitment operations.
• People-Centered Communicator – Cultivates strong stakeholder relationships, champions equity and transparency in hiring, and designs candidate experiences that reflect organizational values and brand.
• Data-Driven Enthusiast – Leverages recruitment analytics and performance insights to enhance team delivery, reduce time-to-fill, and improve quality-of-hire metrics.

Qualifications and Experience

• Bachelor’s degree in Human Resource Management, Business Administration or a related field. Preferably Masters degree.
• Minimum of 6 years of progressive experience in recruitment/talent acquisition, including 3 years in a leadership or managerial role, preferably in an NGO or an equivalent combination of education and experience.
• Experience with HR and workflow management software such as ATS 360, Google Workspace, Asana etc.