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)

OTHER DETAILS

ONLY SHORTLISTED CANDIDATES WILL BE CONTACTED.

• 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.
• 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.
• 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.

• Recruitment and selection methodologies
• Performance management frameworks
• Workforce planning fundamentals
• Employment law related to performance
• HR systems and talent data interpretation
• Results orientation with strong execution discipline
• Credibility and influence with managers
• Sound judgement and fairness
• Structured thinking and prioritization
• Personal accountability

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