Equity Bank Kenya Ltd invites applications from qualified and experienced professionals for the position of Talent and Capability Manager. This role is a managerial-level opportunity within the bank’s human resources function and is focused on strengthening talent management frameworks that support long-term business growth and sustainability. The position plays a critical role in ensuring the organization attracts, develops, deploys, and retains talent aligned with strategic and operational priorities.
As a leading financial institution, Equity Bank Kenya Ltd operates in a dynamic and competitive environment that requires forward-looking talent strategies, data-driven decision-making, and structured people development initiatives. The Talent and Capability Manager will be responsible for supporting the implementation of talent management initiatives across the organization, including talent acquisition, succession planning, talent segmentation, job rotation, and mentorship programs. The role contributes directly to building a strong leadership pipeline and enhancing workforce capability across the bank.
This advertisement is intended for publication on third-party job boards and provides a comprehensive overview of the role, including its purpose, scope, and detailed job responsibilities. Applicants are encouraged to review the information carefully to understand the expectations and deliverables associated with the position.
Position Overview
The Talent and Capability Manager is responsible for supporting and driving the implementation of integrated talent management practices that enable the bank to meet its current and future workforce needs. The role works closely with HR Business Partners, hiring managers, and other internal stakeholders to ensure that talent initiatives are aligned with business objectives and workforce plans.
The position focuses on several core areas, including talent acquisition, succession planning, talent segmentation, job rotation, mentorship program implementation, and broader talent management initiatives. Through these focus areas, the role contributes to enhancing employee engagement, improving retention, and ensuring continuity in critical roles across the organization.
The Talent and Capability Manager operates in a fast-paced environment and is expected to manage multiple initiatives simultaneously while maintaining a strong focus on quality, consistency, and measurable outcomes. The role requires a structured approach to program implementation, effective stakeholder coordination, and the ability to translate talent strategies into practical, actionable initiatives.
Detailed Job Description
Job Purpose
The purpose of the Talent and Capability Manager role is to support the implementation of talent management initiatives that strengthen the bank’s ability to attract, develop, and retain high-performing employees. The role is central to ensuring that talent acquisition processes, succession planning frameworks, and development programs are effectively designed, implemented, monitored, and continuously improved.
The position contributes to building a sustainable talent pipeline that supports business continuity and long-term growth. By leveraging data, industry best practices, and internal insights, the role helps position the bank as an employer of choice while ensuring that workforce capabilities remain aligned with evolving business needs.
Key Responsibilities
Talent Acquisition
The Talent and Capability Manager is responsible for developing and executing effective talent acquisition strategies aimed at attracting high-caliber candidates across various roles within the bank. This involves working closely with hiring managers to understand staffing requirements, role expectations, and workforce priorities.
The role manages the end-to-end recruitment process, including sourcing, interviewing, and onboarding activities. This includes coordinating recruitment timelines, ensuring consistency in candidate assessment processes, and supporting smooth onboarding experiences for new hires.
A critical aspect of the role is building and maintaining a positive candidate experience. This includes managing candidate expectations throughout the recruitment process, providing timely feedback, and maintaining professional relationships with candidates who may not be selected for current roles but possess skills relevant for future opportunities.
The Talent and Capability Manager also supports HR Business Partners in workforce planning activities. This involves examining workforce plans, understanding the skills, competencies, and experience required to support business objectives, and ensuring that recruitment strategies align with these needs.
Continuous tracking and analysis of key recruitment metrics is an important responsibility within this area. The role uses data to assess recruitment effectiveness, identify areas for improvement, and support evidence-based decision-making aimed at improving the overall quality of talent acquisition outcomes.
Succession Planning
The role is responsible for supporting the design and implementation of a robust succession planning framework that identifies and develops future leaders within the organization. This includes working with senior leaders and HR colleagues to define critical roles and succession priorities.
The Talent and Capability Manager conducts regular talent reviews to assess performance, potential, and readiness of employees for future roles. Based on these reviews, the role supports the creation and monitoring of development plans for high-potential employees.
Ensuring a strong pipeline of qualified candidates for key leadership and specialist positions is a central responsibility. This involves identifying internal talent, supporting targeted development interventions, and building talent pipelines that address both current and anticipated future needs.
The role also contributes to building and maintaining talent pipelines for current and future job openings, ensuring that the organization is well-prepared to address talent gaps as they arise.
Talent Segmentation
The Talent and Capability Manager analyzes workforce data to segment talent based on skills, performance, and potential. This segmentation supports more targeted and effective talent management interventions across different employee groups.
Based on talent segmentation insights, the role supports the development of tailored development programs designed to address the specific needs of different talent segments. These programs aim to enhance capability, engagement, and retention across the organization.
Monitoring and reporting on the effectiveness of talent segmentation initiatives is a key responsibility. This includes tracking outcomes, evaluating impact, and providing insights to inform continuous improvement of talent strategies.
Job Rotation Implementation
The role is responsible for creating and managing job rotation programs that support employee skill development, career progression, and broader organizational capability building. These programs are designed to provide employees with exposure to different roles, functions, or business areas.
The Talent and Capability Manager coordinates with department heads and line managers to identify suitable rotation opportunities and ensure that rotations align with both individual development needs and business priorities.
Facilitating smooth transitions during job rotations is an important aspect of the role. This includes supporting planning, communication, and handover processes to minimize disruption and maximize learning outcomes.
The role also evaluates the impact of job rotation initiatives on employee performance, engagement, and development. Insights from these evaluations are used to refine and improve job rotation frameworks over time.
Mentorship Programs Implementation
The Talent and Capability Manager designs and launches mentorship programs that support employee development, knowledge transfer, and career growth. These programs are aligned with broader talent development and succession planning objectives.
A key responsibility is matching mentors and mentees based on development needs, career aspirations, and organizational priorities. The role ensures that mentorship relationships are structured, purposeful, and supported with appropriate guidance and resources.
Monitoring the progress of mentorship relationships is an ongoing responsibility. This includes providing support to participants, addressing challenges, and assessing the overall effectiveness of mentorship initiatives.
Feedback and insights gathered from mentorship programs are used to enhance program design and ensure that mentorship contributes meaningfully to employee development and engagement.
Talent Management Initiatives
Beyond specific program areas, the Talent and Capability Manager leads and supports the implementation of various talent management initiatives aimed at enhancing employee engagement, retention, and performance.
The role stays informed about industry best practices, emerging trends, and innovations in talent management. Relevant insights are incorporated into the bank’s talent management strategies where appropriate.
Collaboration with HR colleagues is essential to ensure alignment between talent management initiatives and the overall human resources strategy. The role works closely with different HR functions to ensure coherence, consistency, and shared ownership of talent outcomes.
Additional Responsibilities and Capabilities
The role requires prior experience and demonstrated ability in project and program implementation, as well as effective team coordination. This includes planning, executing, and monitoring multiple initiatives simultaneously while maintaining a focus on quality and outcomes.
Experience working with development or funding partners is relevant to the role, particularly in contexts where collaboration and reporting are required.
Strong communication skills are essential, with demonstrated competence in analysis and report writing. The role is expected to prepare clear, accurate, and insightful reports that support decision-making and stakeholder engagement.
The Talent and Capability Manager demonstrates the ability to set clear objectives, prioritize tasks, oversee multiple workstreams, and work effectively across diverse teams. The role requires a high level of organization, planning, and follow-through.
A creative, open-minded, and flexible approach is important, along with a willingness to learn and adapt in a changing environment. The role requires the ability to articulate the business impact of talent initiatives and support change management efforts.
Strategic thinking combined with a practical mindset is essential, ensuring that talent strategies are both forward-looking and operationally feasible. The role is results-driven, with a strong focus on delivering measurable outcomes that support organizational goals.
Organizational Context
The Talent and Capability Manager operates within Equity Bank Kenya Ltd’s human resources function and collaborates with stakeholders across the organization. The role contributes to building a strong, capable, and future-ready workforce that supports the bank’s mission and strategic objectives.
By strengthening talent pipelines, leadership capability, and employee development frameworks, the position plays a key role in enhancing organizational resilience and competitiveness in the financial services sector.
Application Information
Interested and qualified candidates are encouraged to submit their applications through the designated application platform.
