Talent Acquisition Manager - Technology
Job Description
- Reporting to the Senior Manager, Resourcing & Talent, the role holder will partner with the Technology Cluster to deliver end-to-end, skills-based talent acquisition that enables Safaricom’s AI-first and digitally driven ambitions, ensuring timely access to critical technology talent through a balanced build, buy and borrow approach.
- The role works closely with hiring managers to define requirements, build strong talent pipelines and drive high-quality, data-informed hiring decisions, while prioritizing internal mobility, enhancing candidate experience and ensuring efficient, compliant and insight-driven recruitment delivery.
Responsibilities
Health and Safety
- Uphold the company code of conduct, policies and procedures, ensuring integrity and accountability in every aspect of your work.
- All employees have a responsibility to adhere to safety, health, and wellbeing policies, guidelines and procedures in all actions and decisions.
Technology Talent Acquisition Delivery
- Deliver end-to-end recruitment for Technology roles (AI, data, engineering, digital) within agreed SLAs.
- Work with recruitment agencies and sourcing partners to fill critical roles aligned to workforce plans.
- Ensure high-quality, compliant and professional recruitment processes aligned to the Safaricom Way.
- Drive strong candidate experience and timely closure of vacancies.
- Balance speed, quality and cost in hiring execution.
Hiring Manager Partnership & Capability Building
- Partner closely with hiring managers to define role requirements, skills and hiring priorities.
- Deliver workshops and coaching to line managers on recruitment best practice and assessment approaches.
- Guide hiring managers on structured interviews, assessment centres and fair selection decisions.
- Ensure hiring decisions are consistent, objective and aligned to policy.
Act as a trusted advisor on market insights, talent availability and hiring strategies.
Talent Pipeline, Diversity & Employer Branding
- Build diverse talent pipelines across gender, disability and underrepresented groups.
- Develop proactive sourcing strategies for scarce and future-critical technology skills.
- Participate in career fairs and external engagements to position Safaricom as an employer of choice.
- Build relationships with universities, institutions and talent communities.
- Strengthen employer brand visibility within the Technology talent market.
Internal Mobility & Skills-Based Placement
- Review all vacancies against internal talent pools before initiating external hiring.
- Place ready-now internal talent into roles to drive mobility and reduce time-to-fill.
- Partner with HRBPs to align hiring decisions to workforce and capability plans.
- Support skills-based hiring and redeployment across Technology teams.
- Track internal vs external hiring mix and improve internal fill rates.
Recruitment Governance, Reporting & Vendor Management
- Manage relationships with external providers (agencies, background checkers, institutions).
- Ensure all recruitment activities are legally compliant and ethically conducted.
- Produce weekly and monthly recruitment reports (pipeline, hires, challenges, KPIs vs workforce plan).
- Provide data-driven insights to improve hiring performance and decision-making.
- Identify process improvement opportunities to enhance efficiency and effectiveness.
Core competencies, knowledge and experience:
Customer Obsession
- Deepen team connection to our customers and communities.
- Foster authentic relationships with customers and partners that build trust.
- Explicitly take customer-centric decisions and take personal ownership to achieve results.
- Simplify processes through digitalisation and promote a digital mindset and digital first customer experience.
- Stay focused on the big priorities, know when to make meaningful trade-offs and demonstrate brilliant execution.
Purpose
- Create an inspiring vision for your team to drive strategy and performance.
- Show ambition and courage, empowering others to go beyond the plan.
- Bold and challenge teams to reimagine how things are done.
- Prompt new thinking and ideas by asking “what if” questions.
- Use knowledge of the external environment (customers, partners, competition, external bodies) to identify and act on opportunities for growth at pace.
Innovation
- Create psychological safety so everyone can have an impact.
- Fuel innovative ideas from others and test them to enable growth.
- Explore successes and failures with curiosity and resilience; fearlessly recognizing lessons learned.
- Share your ongoing learning and personal purpose with others.
- Learn fast from digital adoption, using learnings to drive simplicity, scale and efficiency.
Collaboration
- Articulate your team’s role in making our strategy happen, prioritizing and aligning resources with current and future needs.
- Actively collaborate to break silos and hold your team accountable to do the same.
- Develop others to make the most of their talents and coach them to take ownership to get things done.
- Create an inclusive environment ensuring the safety and wellbeing of others.
- Live our Purpose and demonstrate the highest Standard of integrity.
Qualifications
- Bachelor’s degree in Human Resources, Business Administration or related field.
- Higher National Diploma in HRM.
- 6–8 years’ progressive experience in Talent Acquisition, with at least 3 years, in a Senior Specialist and above level role dedicated to Technology/ Digital hiring in complex, fast‑paced environments (e.g. telecoms, fintech, big tech, consulting, or large-scale enterprises).
- Proven, hands‑on experience hiring across critical and scarce technology skills, including (but not limited to): Software & Platform Engineering, Data, AI / ML, Cybersecurity, Cloud, Digital Product, and Architecture roles.
- Demonstrated track record of senior‑level hiring and building sustainable talent pipelines for hard‑to‑fill and leadership roles.
- Experience partnering closely with senior business leaders to translate workforce strategy, capability gaps, and DEI ambitions into actionable hiring plans.
- Extensive experience in conducting competency based interviewing and assessment centers as selection tools.
- Strong knowledge of end-to-end recruitment processes, sourcing strategies and assessment methods.
- Experience working with recruitment systems (ATS) and data-driven hiring/reporting.
- Understanding of labour laws, recruitment compliance and ethical hiring practices.
- Proven ability to partner with hiring managers and manage external vendors/agencies.
- Experience in coaching staff and line managers on best recruitment and selection principles/practices and interviewing skills.
- Good stakeholder management experience.
Method of application
If you are interested and qualified, kindly submit your application via the link provided below,
Deadline 04/27/2026, 11:55 PM