Job Summary

New Leaf Medical Complex is seeking a strategic, people-focused, and results-oriented Senior Talent Development Officer to strengthen our Human Resources and Talent Development function.

The Senior Talent Development Officer will support the full employee talent lifecycle, with a strong focus on Talent Acquisition, Learning & Development, Service Culture Implementation and Activation, Career Pathing, Continuing Professional Development (CPD), Performance Management, and Healthcare Workforce Development.

The role will work closely with clinical and non-clinical departments to build a high-performing, service-oriented, continuously developing workforce and ensure that NLMC’s values and service standards are translated into daily employee behaviours and patient experiences.

Candidates with direct HR/Talent Development experience in hospitals, medical centers, clinics, or other healthcare organizations are strongly preferred.

Key Responsibilities

1. Talent Acquisition & Recruitment

• Coordinate end-to-end recruitment activities for clinical and non-clinical positions.

• Develop effective sourcing and selection strategies based on workforce requirements.

• Prepare job descriptions, screening criteria, interview tools, and selection documentation.

• Coordinate competency-based interviews, assessments, and selection processes.

• Work closely with department heads to identify current and future talent requirements.

• Maintain talent pools for critical and future positions.

• Support effective onboarding and integration of newly hired employees.

• Monitor recruitment effectiveness, quality of hire, and time-to-fill.

• Ensure recruitment processes are aligned with organizational standards and workforce plans.

2. Learning & Development

• Conduct regular Training Needs Assessments (TNA) for clinical and non-clinical departments.

• Develop and implement annual Learning & Development plans aligned with organizational and departmental priorities.

• Coordinate employee orientation, induction, mandatory training, technical training, soft-skills training, and professional development programs.

• Identify competency and skills gaps and recommend appropriate training, coaching, and development interventions.

• Coordinate internal and external training programmes.

• Evaluate training effectiveness and learning outcomes.

• Maintain accurate employee training and development records.

• Support continuous learning and professional development across the organization.

• Align learning initiatives with healthcare quality, patient safety, service excellence, and organizational priorities.

3. Service Culture Implementation, Activation & Follow-Up

• Support the implementation and activation of NLMC’s Service Culture in collaboration with designated Service Culture stakeholders.

• Coordinate with Service Culture stakeholders to ensure service standards, values, and expected behaviours are communicated and understood by employees.

• Support the rollout of Service Culture initiatives, activities, and employee activation programmes.

• Conduct regular follow-up with Service Culture stakeholders regarding implementation progress, employee participation, and identified gaps.

• Support monitoring and reinforcement of agreed Service Culture standards and expected employee behaviours.

• Facilitate follow-up actions with relevant stakeholders where implementation gaps or non-compliance are identified.

• Support coaching, reinforcement, and corrective development activities in coordination with Service Culture stakeholders.

• Collect and consolidate feedback, observations, and implementation updates from Service Culture stakeholders.

• Maintain appropriate records of Service Culture activities, employee activation, follow-up actions, and progress.

• Prepare periodic reports on Service Culture implementation, activation, follow-up, and reinforcement.

• Support continuous improvement of Service Culture initiatives based on stakeholder feedback, employee engagement, and implementation findings.

4. Career Pathing & Talent Development

• Develop and maintain clear career pathways and career progression frameworks for clinical and non-clinical employees.

• Establish career progression criteria based on competencies, qualifications, experience, performance, and professional development.

• Support employees in identifying career development opportunities.

• Develop and monitor Individual Development Plans (IDPs).

• Identify high-potential employees and support structured talent development initiatives.

• Support internal mobility, promotion, succession planning, and talent pipeline development.

• Link career development with employee performance, competencies, and workforce requirements.

• Support managers in identifying and developing future talent.

5. Continuing Professional Development (CPD)

• Develop and coordinate Continuing Professional Development (CPD) activities for healthcare professionals.

• Maintain accurate CPD participation and completion records.

• Coordinate CPD activities with clinical departments and relevant professional bodies.

• Monitor professional development requirements for healthcare employees.

• Support continuous professional learning for physicians, nurses, laboratory professionals, pharmacy staff, allied health professionals, and other healthcare employees.

• Track CPD participation and identify professional development gaps.

• Evaluate the effectiveness and impact of CPD activities on employee competency and service quality.

• Promote a culture of continuous professional learning and development.

6. Performance Management & Employee Evaluation

• Coordinate and administer the employee performance management cycle for clinical and non-clinical employees.

• Manage the 60-Day Probation Performance Evaluation process for newly hired employees.

• Coordinate the 6-Month Performance Evaluation process to assess employee performance, competency, KPI achievement, and development needs.

• Support managers and department heads in setting clear KPIs, objectives, and performance standards.

• Ensure performance evaluations are completed accurately, objectively, and within established timelines.

• Review evaluation results to identify performance gaps, competency gaps, training needs, and development opportunities.

• Develop and monitor Performance Improvement Plans (PIPs) where required.

• Link performance evaluation results with training, career development, promotion, recognition, and succession planning.

• Maintain accurate and confidential performance evaluation records.

• Prepare performance reports and analyze performance trends for management.

• Guide managers on fair, objective, and evidence-based employee evaluation.

• Promote continuous feedback, accountability, professional growth, and excellence.

Performance Development Cycle:
60-Day Probation Evaluation → 6-Month Performance Evaluation → Continuous Feedback → Development/Coaching → Performance Improvement → Periodic/Annual Review

7. Healthcare Workforce & Competency Development

• Identify competency requirements for clinical and non-clinical healthcare positions.

• Support the development and implementation of competency frameworks.

• Coordinate role-specific competency assessments and development programmes.

• Work with clinical leadership to identify critical workforce capability gaps.

• Support development programmes for medical, nursing, laboratory, pharmacy, technical, administrative, and support teams.

• Align workforce development initiatives with patient safety, quality of care, service excellence, and organizational standards.

• Support the development of a competent, accountable, and patient-centred healthcare workforce.

8. Talent Analytics, Reporting & HR Data

• Maintain accurate talent acquisition, training, CPD, performance, career development, competency, and Service Culture records.

• Prepare regular Talent Development reports for management.

• Monitor key talent metrics, including:

• Recruitment effectiveness

• Time-to-fill

• Quality of hire

• Training completion

• Training effectiveness

• CPD participation

• Performance evaluation completion

• Employee development progress

• Internal promotion and mobility

• Employee retention

• Track Service Culture activation, participation, follow-up, and reinforcement activities.

• Develop HR dashboards and analytical reports to support evidence-based decision-making.

• Provide management with actionable recommendations based on talent and performance data.

9. Employee Engagement & Talent Retention

• Support initiatives that improve employee engagement, motivation, recognition, and retention.

• Identify development opportunities that contribute to employee satisfaction and career growth.

• Support employee feedback and development discussions.

• Support recognition initiatives for employees demonstrating outstanding performance and commitment to organizational values.

• Promote a culture of continuous learning, accountability, professionalism, collaboration, and excellence.

• Support initiatives that strengthen employee commitment and organizational culture.

Job Requirements

Qualifications & Experience

• Bachelor’s or Master’s Degree in Human Resources Management, Business Administration, Management, Organizational Development, Psychology, Healthcare Management, or related field.

• 3–5 years of relevant HR/Talent Development experience.

• Direct experience in a hospital, medical center, clinic, or healthcare organization is strongly preferred.

• Proven experience in Talent Acquisition and recruitment.

• Practical experience in Learning & Development and Training Needs Assessment.

• Experience developing career pathways, competency frameworks, and Individual Development Plans.

• Experience coordinating employee performance evaluation and appraisal systems.

• Experience with 60-day probation and 6-month performance evaluations is highly desirable.

• Experience coordinating CPD and professional development programmes, particularly within the healthcare sector, is an advantage.

• Experience supporting service culture, employee engagement, organizational culture, or employee activation initiatives is highly desirable.

Required Skills

• Talent Acquisition & Recruitment

• Learning & Development

• Training Needs Assessment

• Service Culture Implementation & Employee Activation

• Career Pathing & Succession Planning

• Performance Management

• 60-Day & 6-Month Performance Evaluation

• CPD Management

• Competency-Based Development

• Workforce Planning

• Talent Analytics & Reporting

• Employee Engagement & Retention

• Coaching & Facilitation

• HRIS/HRMS and Microsoft Excel

• Strong communication and stakeholder management

• Analytical and problem-solving skills

• Excellent documentation and reporting skills

• Strong follow-up and coordination skills

Additional Advantage

• Direct hospital/medical-center HR experience

• Experience supporting healthcare workforce development

• Experience with healthcare professional CPD

• Experience supporting Service Culture implementation and employee activation

• Knowledge of clinical and non-clinical competency frameworks

• Experience developing career ladders and succession plans

• Experience with nursing, medical, laboratory, pharmacy, and allied-health workforce development

• Experience in performance management and employee development

• HR analytics and dashboard development

• Knowledge of healthcare professional licensing and development requirements

Key Performance Indicators (KPIs)

• Recruitment effectiveness and quality of hire

• Time-to-fill and recruitment cycle efficiency

• Training completion and training effectiveness

• CPD participation and compliance

• 60-day probation evaluation completion

• 6-month performance evaluation completion

• Employee performance improvement and development progress

• Career pathway and IDP implementation

• Service Culture activation and employee participation

• Service Culture follow-up and reinforcement completion

• Talent pipeline and succession readiness

• Internal promotion and talent mobility

• Employee engagement and retention

• Workforce competency development

How To Apply

Important Note

Applicants must clearly indicate the position title and their current city/town of residence in the subject line of the email or application document.

Example:

Senior Talent Development Officer – Addis Ababa

Candidates with direct HR/Talent Development experience in hospitals, medical centers, clinics, or healthcare organizations and practical experience in Talent Acquisition, Learning & Development, Performance Management, CPD, Career Development, and Service Culture support are strongly encouraged to apply.

Submission Address

By Email:
hr@newleaffertility.org

In Person:
New Leaf Medical Complex PLC (NLMC)
Lebu, In front of Tomoca Coffee
Addis Ababa, Ethiopia