Senior Talent Manager

• The Senior Talent Manager will drive talent management and HR operations across the employee lifecycle, supporting HR delivery across the Group's subsidiaries, regions and business operations. The role requires a proactive, resourceful and solutions-oriented HR professional who can think critically, exercise sound judgement, navigate complex HR situations and develop practical solutions to emerging people and business challenges.
• The ideal candidate must possess strong generalist HR experience, a sound understanding of Nigerian labour and employment law, and the ability to translate HR policies, legal requirements and business needs into effective, compliant and practical HR solutions. The role will also support the implementation of Group-wide HR initiatives and special projects as business needs arise.

CORE RESPONSIBILITIES

Talent Acquisition & Workforce Planning

• Develop and execute workforce plans aligned with business objectives and approved budgets.
• Lead recruitment, selection, and onboarding to ensure timely, merit-based hiring.
• Manage job analysis, Job Description s, and organizational structure reviews.
• Build a proactive talent pipeline for critical and recurring roles.
• Monitor recruitment metrics and ensure diversity, fairness, and cost-effectiveness.
• Partner with departmental heads to forecast staffing needs and succession gaps.
• Ensure all recruitment documentation, approvals, and onboarding records are up to date.

Learning & Development (L&D)

• Conduct annual training needs assessments linked to performance gaps and strategic goals.
• Design and implement the company's annual learning and development plan.
• Coordinate internal knowledge-sharing sessions and external training logistics.
• Oversee induction and continuous learning programs for all staff.
• Track post-training effectiveness through feedback and productivity improvement measures.
• Maintain a robust learning database and compliance with mandatory training requirements.

Employee Engagement & Relations (EE/ER)

• Drive employee engagement strategies to improve satisfaction, retention, and culture alignment.
• Oversee communication channels and engagement activities that reinforce company values.
• Support managers in resolving employee relations issues in line with HR policies.
• Manage grievance, disciplinary, and appeal processes fairly and consistently.
• Partner with Group HR to conduct quarterly culture and engagement assessments.
• Ensure staff welfare initiatives are effectively implemented and monitored for impact.

Performance Management

• Implement and oversee the company-wide performance management framework.
• Coordinate goal-setting, mid-year, and year-end performance reviews.
• Guide line managers on setting SMART goals and conducting performance discussions.
• Analyze performance data to identify high and low performers and recommend interventions.
• Support appraisal calibration and performance improvement planning sessions.
• Ensure performance results feed into decisions on promotion, training, and rewards.

Compensation, Benefits & Welfare

• Administer the approved salary structure, ensuring compliance and equity.
• Coordinate payroll inputs, review, and verification with Group HR.
• Manage statutory deductions, pensions, NHF, and tax remittances.
• Monitor employee benefits and welfare programs for competitiveness and consistency.
• Conduct periodic compensation benchmarking and make recommendations to Group HR.
• Ensure timely communication of pay-related issues and maintain confidentiality.

HR Operations & Administration (Compliance, Policy Management, Reporting, etc.)

• Oversee HR administrative processes, including employee records, leave, attendance, staff movements, transfers and contract renewals.
• Ensure HR systems, databases and employee files are accurate, up to date, secure and properly maintained.
• Ensure compliance with Nigerian labour and employment laws, statutory requirements and internal
• HR policies; interpret relevant legal provisions and advise on their practical implications for HR policies, employee relations and management decisions, escalating complex legal matters where necessary
• Ensure compliance with Nigerian Labour Laws, statutory HR requirements and internal policies; maintain compliance calendars and coordinate HR audits.
• Develop, review and update HR policies, procedures and employee handbooks in line with Group HR guidelines, and guide managers and employees on implementation.
• Drive standardization, process improvement and operational efficiency across HR activities.
• Prepare and analyze periodic HR reports, dashboards and KPIs covering headcount, attrition, performance and other employee lifecycle metrics.
• Provide accurate HR data and insights for management decision-making, strategic presentations and Board reports, ensuring data integrity and confidentiality.

REQUIREMENTS & QUALIFICATIONS

• Bachelor's degree in Human Resources Management, Industrial Relations, Business Administration, Law or a related discipline.
• Professional HR certification (CIPM, CIPD, SHRM or equivalent) is an added advantage.
• Strong working knowledge of Nigerian labour and employment laws, including employment contracts, disciplinary procedures, termination, employee rights, statutory obligations and dispute management.
• Demonstrated experience across recruitment, performance management, employee relations, learning and development, compensation and benefits, and HR operations.
• Strong analytical, critical-thinking and problem-solving skills, with the ability to navigate complex or unfamiliar HR situations and develop practical, business-oriented solutions.
• Ability to interpret HR policies and legal requirements, identify potential risks and recommend appropriate courses of action.
• Experience supporting multiple business units, subsidiaries, regions or geographically dispersed teams is an advantage.
• Strong stakeholder management, communication, negotiation and interpersonal skills.
• Proficiency in HR information systems, Microsoft Office and HR reporting, analytics and dashboard tools.
• High levels of integrity, discretion and confidentiality in handling sensitive employee and business information.
• Self-driven, adaptable and resourceful, with the ability to manage competing priorities, work with minimal supervision and support emerging business needs and special projects.