Associate Recruiter

Requirements

• Bachelor’s degree in Human Resources, Business Administration, Public Health, International Development or related field.
  
• A postgraduate qualification in HR, Organizational Development, or Project Management is an asset. •
  
• 7+ years of talent acquisition experience within the INGO development sectors, donor funded programs and public health/nutrition sectors.
  
• Proven experience in sourcing and engaging candidates across Africa - especially Ethiopia and Tanzania.
  
• Fluency in English - both reading and writing – is essential.
  
• Proficiency in Applicant Tracking Systems (ATS) and HRIS platforms.
  
• Advanced skills in Excel, Power BI, or other data visualization tools for generating dashboards and recruitment analytics.
  
• Familiarity with recruitment metrics and how to use them for strategic decision-making.
  
• Strong understanding of the nutrition and health landscape in Africa, including key stakeholders, donor expectations, and workforce challenges.
  
• Awareness of donors’ recruitment standards and compliance requirements.
  
• Experience conducting market mapping and talent landscape analysis to inform sourcing strategies.
  

• Proactively identify and attract qualified candidates for roles in the nutrition and health sectors for our grant-supported projects.
  
• Build and maintain dynamic candidate pools segmented by skill sets, geography, and availability to support both immediate and future hiring needs.
  
• Develop and manage a centralized recruitment roster to enable rapid deployment of pre-vetted talent in line with project start-up timelines.
  
• Collaborate with hiring managers and project leads to forecast staffing needs, define role requirements, and align recruitment strategies with programmatic priorities.
  
• Cultivate and expand professional networks across Africa in the nutrition, health, and development sectors to enhance sourcing reach and referral potential.
  
• Leverage existing relationships with academic institutions, NGOs, technical experts, and sector influencers to identify high-potential candidates.
  
• Analyze recruitment data to identify trends, gaps, and opportunities for process optimization and strategic planning.
  
• Conduct market mapping and talent landscape analysis to inform sourcing strategies and workforce planning.