Talent Manager in Lagos, Nigeria

Human Resources
Minimum Qualification
Bachelor's Degree
Required Experience
5 - 7 years
Employment Type
Full Time
Male or Female

Job Description

  • The objective of Talent manager is to attract, retain and develop motivated and engaged employees who deliver high performance and provide succession for the future.
  • This role requires a deep understanding of the talent management needs within Nigeria.
  • It requires the development and execution of a strategy to support business growth.
  • A specialist who can operate as a strategic business partner, change agent, and trusted advisor in understanding business goals, key issues and resource implications - and translating this into highly considered Talent Management plans is required.

Outputs and Accountabilities

  • Define and agree the talent strategy in alignment with the regional talent priorities.
  • Act as the country lead and strategic advisor to EXCOM and senior business stakeholders on Talent Strategies and objectives.
  • Work with senior leadership to identify cover for EXCOM and critical roles, and develop succession plans.
  • Drive the talent elements of Our People Way while ensuring focus on implementing and anchoring the global standards.
  • Drive Strategic Workforce planning.
  • Lead the recruitment of management positions and conduct pre-screening interviews where appropriate.
  • Build Talent Acquisition capability.
  • Own the process to maintain and nurture the talent pipeline.
  • Define the approach to external pipeline management based on business needs.
  • Provide market insights to ensure appropriate inclusion in strategic talent planning activities.
  • Prepare annual resourcing priorities.
  • Define the recruitment focus areas for the country, in line with regional talent acquisition objectives, such as internal versus external appointments, diversity, talent mix.
  • Ensure that appropriate Talent Acquisition processes are in place.
  • Monitor key Talent Acquisition standards, via regionally-identified targets/metrics using insights from Talent Acquisition KPIs to inform local strategies and priorities.
  • Increase the capability of the Human Resources Team to drive Competency-Based Interviewing standards.
  • Work with HR Teams to identify risks in the People Balance Sheet and develop plans to mitigate them.
  • Develop data analytics for the development of insights.
  • Develop and implement a long term regional graduate strategy.
  • Drive positive talent outcomes, through ensuring the development of key talent.
  • Work with Regional Talent Manager to ensure a compelling Employment Value Proposition.
  • Ensure that the investment in psychometric assessments is fully leveraged in the business and supports business strategic outcomes.
  • Identify and interpret the business impacts of talent insights; convert insights into actions that support the strategic agenda of the business and delivers against the plan.



  • B. Degree in the Humanities or Business Studies.
  • Seasoned HR Practitioner/Resourcing Practitioner with a minimum of 5 years in managing talent resourcing at management level.
  • Experience in research/talent pipelining.
  • Demonstrated strength in direct sourcing.
  • In-depth and up-to-date specialist knowledge of psychometric assessments.
  • A deep understanding of and experience of best in class talent management practices.
  • Thorough knowledge and experience of best practices in the field of organizational career development.
  • Proven experience and ability to create a presence in the business, consulting, and applying advocacy skills to position Talent Management as a strategic business partner.
  • Excellent computer skills.

Roles and attributes required

  • Excellent leadership qualities with the ability to deliver results within a fast paced environment.
  • Ability to manage complexity and work independently.
  • Strategic thinker with strong commercial competencies.
  • Good communication skills and ability to communicate at the highest level and build internal and external relationships quickly.
  • Clear and confident verbal communicator with ability to represent the organization to external audiences.
  • Strong knowledge of the use of social media in resourcing for brand building.
  • Superior analytical skills.
  • The ability to be diplomatic, persuasive and influential, with senior stakeholders.
  • Experience in coaching is desirable.
  • Demonstrated problem solving skills; ability to recognize critical problems and opportunities.
  • Understanding of when to shift from analysis to action.
  • Commercial aptitude.
  • Potential and ambition to progress to more senior roles within the organization.
  • Experience in the administration, interpretation and feedback of a range of psychometric assessment tools, including personality and cognitive tools (16PF, CPI and WAIS) will be a strongly advantage.



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