Assistant Manager – Recruitment & Performance Enablement

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 Requirements 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)