Talent Acquisition & Development Manager

Key Requirements

Bachelor’s degree in human resources, Business Administration, Industrial Relations, or a related field

Minimum of 10 years’ experience in Human Resources Management, including at least 5 years in a managerial capacity and talent management function.

Proven experience in developing and implementing multi-location talent acquisition, development, and management strategies.

Strong competency in designing learning and development programs, implementing performance management and capability frameworks, succession planning, employee engagement initiatives, organizational development and HR analytics / metrics reporting.

Excellent leadership, communication, coaching, and stakeholder management skills.

HR certifications such as CIPM, PHRi, SPHRi, etc. are required.

Key Responsibilities

1. Talent Management & Workforce Development

Lead the end-to-end talent management strategy to support business growth, workforce capability, and organizational readiness.

Develop competency models and frameworks for key roles to guide recruitment, performance, development, and succession planning processes.

Oversee the implementation of Learning & Development initiatives, including training needs assessment, curriculum design, annual training plans, and evaluation of learning effectiveness.

Design and drive leadership development programs and high-potential talent pipelines.

Manage succession planning processes and ensure strong bench strength for critical and leadership roles.

Use HR analytics to identify talent gaps, monitor capability trends, and recommend targeted development interventions.

Champion employee engagement initiatives to enhance performance, retention, and organizational culture.

Provide coaching and development support to Line Managers to strengthen their people management capability.

2. Talent Acquisition

Manage the full recruitment and selection lifecycle, ensuring a robust, efficient, and fair hiring process across all locations in Nigeria.

Implement innovative sourcing strategies to attract top talent, including digital platforms, talent communities, and pipeline development.

Oversee manpower planning activities and ensure an updated resource plan aligned with operational needs.

Review job descriptions, ensure role clarity, and maintain standardized structures and grading frameworks.

Lead candidate screening, shortlisting, interviews, and selection in collaboration with hiring managers.

Build and manage talent pools for critical roles to ensure proactive staffing and minimize hiring lead times.

3. HR Strategy, Advisory & Organizational Development

Develop and implement HR strategies that align with business objectives and the company’s broader talent agenda.

Provide expert advisory to management and key stakeholders on workforce planning, capability gaps, and development priorities.

Communicate manpower needs to Field HR and ensure consistent implementation of job standards, structures, and HR frameworks.

Lead or support organizational development projects such as restructuring, change management, culture transformation, and productivity improvement initiatives.

Ensure alignment between talent management, performance management, learning, and career development processes.

4. Reporting & Stakeholder Management

Prepare comprehensive periodic and ad-hoc reports on key talent acquisition and development metrics.

Liaise with Line Managers to fully understand talent requirements, ensuring clear communication of HR strategies and policies.

Maintain high-quality documentation and ensure compliance with all internal HR processes and guidelines.