The role of the Senior Manager, Talent Acquisition is pivotal in ensuring Penda Health attracts, selects, and retains the exceptional people necessary to power organizational growth and maintain the highest standards of care. This role is responsible for leading the design and execution of Penda's Talent Acquisition strategy, guaranteeing strong pipelines, disciplined hiring systems, and recruitment practices that support smooth expansion, high-quality service delivery, and a culture anchored in The Penda Way.
As a strategic and hands-on leader, the Senior Manager, TA partners with department heads, clinic leaders, and the Director of People & Culture to forecast workforce needs, manage priority and leadership hiring, strengthen assessment frameworks, and optimize recruitment systems and workflows. They serve as a critical enabler of organizational growth — ensuring hiring is timely, disciplined, data-driven, and aligned with Penda’s mission.
Key Responsibilities
1. Talent Strategy & Workforce Planning
- Co-develop and deliver the Talent Acquisition strategy aligned with Penda’s growth, quality, and expansion priorities.
- Forecast workforce needs and build hiring plans across IPS and Support Office teams.
- Build and maintain proactive pipelines for high-volume, difficult-to-fill, and expansion-critical roles.
- Design and refine sourcing strategies for clinical, operational, and leadership roles.
- Integrate workforce planning insights into recruitment campaigns, SLAs, and hiring rhythms.
2. Recruitment Delivery & Quality
- Lead full-cycle recruitment for leadership, clinical, and priority roles.
- Step into interviews and selection processes to ensure alignment with standards.
- Manage relationships with external recruiters and talent partners, ensuring quality and accountability.
- Establish, track, and enforce hiring SLAs across teams.
- Strengthen interview frameworks, competency models, and assessment tools.
- Coach hiring managers on interviewing discipline and decision-making.
- Govern the pre-boarding process and ensure clear TA-to-HR handover.
- Track and improve hiring quality metrics including candidate quality, probation success, and attrition.
3. Employer Brand & Recruitment Marketing
- Lead recruitment marketing and employer branding initiatives.
- Partner with Marketing and People & Culture to integrate the Employee Value Proposition (EVP) into recruitment materials and outreach.
- Manage Penda’s presence on job boards, social media, and professional networks.
- Design creative sourcing campaigns and pipeline-building initiatives for hard-to-fill roles.
4. Systems, Analytics & Continuous Improvement
- Optimise the Applicant Tracking System (ATS) and recruitment workflows to drive efficiency and accuracy.
- Build dashboards, reports, and data routines that surface insights and bottlenecks.
- Strengthen recruitment Standard Operating Procedures (SOPs), documentation, and hiring discipline.
- Drive continuous improvement initiatives across the end-to-end recruitment process.
5. Culture & Collaboration
- Model Penda’s culture of fairness, accountability, clarity, and heart.
- Partner closely with Heads of Departments (HoDs), HR Business Partners (HRBPs), hiring managers, and clinic leaders to understand needs and close talent gaps.
- Lead, coach, and develop the Talent Acquisition Partners team.
- Ensure hiring decisions strengthen Penda’s culture and long-term capability.
Success in this Role Looks Like
- Hiring is timely, high-quality, and aligned with Penda’s growth needs.
- Talent pipelines are strong, proactive, and expansion-ready.
- Hiring managers trust and rely on the TA team as strategic partners.
- Recruitment systems are efficient, structured, and data-informed.
- Candidate experience is consistently exceptional.
- The Senior Manager, TA is viewed as a steady, strategic, and solutions-oriented leader.
Qualifications, Experience, and Skills
Education & Qualifications
- Bachelor’s degree in Human Resource Management, Business, Psychology, or a related field.
- HR certification and active IHRM membership.
Experience
- Minimum 6 years progressive Talent Acquisition experience.
- Strong exposure to high-volume and specialised hiring environments.
- Experience leading a TA function, recruitment strategy, and employer branding.
- Hands-on experience with interviews, assessments, and stakeholder management.
Skills & Personal Attributes
- Strong understanding of recruitment strategy, sourcing, analytics, and workforce planning.
- Skilled interviewer with strong judgement for competence and cultural alignment.
- Excellent stakeholder management and influencing skills.
- Highly accountable, organised, data-driven, and operationally disciplined.
- Innovative, collaborative, and committed to continuous improvement.
