Nigeria Talent Acquisition Associate (Fixed-Term)

Job Description

Requirements

• Technical skills::
• Networking: Has an existing network of local contacts and is comfortable establishing new contacts
• Brand Positioning: Demonstrate the ability to sell the brand One Acre Fund as an employer of choice..
• Customer Service: Meets our customer where they are and invests in understanding their needs and challenges.
• Talent Identification: Can combine customer needs with skillsets that typically thrive at OAF and can covert those into candidates who do well at our organization.
• Ability to work independently: The TA Associate will need to build their own portfolio of talent and must be able to deal with some ambiguity in their work.
• People Management experience

Responsibilities

• Business Partner Relationship Owner for Nigeria Program:
• Close integration within the Nigeria program to understand their hiring needs
• Participation in talent committees and other leadership groups
• Advice workforce planning for the country program for each year
• ‘Go to Gemba’ with department heads to understand the work that they do
• A willingness to commit to living in Minna for the full first year.
• Understand the talent landscape for the region and design approaches to solving staffing issues around specialised skills and gender balance.
• Develop and execute a brand strategy that positions One Acre Fund as an employer of choice.
• Proactively Build Pools of Talent:
• Identify all possible talent avenues and build strong talent pipelines that can be used to fill upcoming open roles
• Participation in events and other networking to build a portfolio of contacts across the country
• Pursue contacts in diaspora groups to bring talent back to OAF
• Identify employers and universities whose staff/students have the skills we need for the future
• Collaborate with in-county HR/recruitment teams to match pipelines and prospects with open roles
• Manage internship/Graduate Programs:
• Build relationships with the top universities in the country to develop an intern or graduate program that will bring young talent into OAF.
• Reduce the need for external hiring through the use of interns/grads who are converted to full time staff
• Design and implement other initiatives that equip future Nigeria program hiring i.e.,
• Reduce time to hire
• High candidate quality
• Improve diversity of candidates
• Reduce time to hire
• High candidate quality
• Improve diversity of candidates
• Reduce overall ‘Time to Hire’ for the Nigeria Program:
• A key indicator of success for the TA role is the overall ‘time to hire’ for the program. Reducing this number indicates that the talent strategy is working
• A second key indicator of success is the ‘quality of the hire’ i.e., does the hire succeed on the job in the first 6 months to 1 year.
• A third key indicator of success in this role is ‘Time it took the successful applicant to apply.” If talent pools are up and running, this number should go down significantly.