Head of Talent and Leadership Development

Our Client is one of Nigeria’s fastest-growing diversified consumer goods companies, with interests spanning modern retail, quick service restaurants (QSR), entertainment, and manufacturing. Founded in 1982 in Ibadan, the company has grown from a single neighborhood store into a Top 10 national supermarket chain, recognized for its strong sales performance and expanding store network. Talent Management & Succession Planning - Develop and implement the company’s enterprise talent management framework. - Lead annual talent reviews and succession planning across all business functions. - Identify high-potential employees and create accelerated development pathways. - Develop Individual Development Plans (IDPs) for critical talent and successors. - Build internal talent pipelines for leadership and critical operational roles. - Monitor talent health through succession dashboards, talent analytics, and bench strength reporting. -   -  Leadership Development - Design and deliver leadership development programmes for Team Leads, Supervisors, Managers, and Senior Leaders. - Build leadership capability in coaching, delegation, feedback, performance management, emotional intelligence, and strategic thinking. - Coordinate leadership assessments, 360-degree feedback, and executive coaching initiatives. - Partner with HR Business Partners to address leadership capability gaps. - Measure improvements in managerial effectiveness and leadership behaviours. - Embed GAMEON leadership expectations into all leadership programmes.Performance & Organizational Development - Partner with HRBPs and business leaders to identify capability gaps impacting performance. - Support performance management through competency assessments and development planning. - Drive organization-wide initiatives to improve employee productivity and engagement. - Support change management and organizational transformation initiatives. - Facilitate team effectiveness workshops and leadership interventions.Learning Analytics & Continuous Improvement - Develop dashboards measuring learning impact, talent health, succession readiness, and leadership effectiveness. - Monitor key talent metrics and provide insights to Executive Management. - Evaluate ROI on leadership and learning investments. - Benchmark the company’s talent practices against leading retail and FMCG organizations. - Continuously improve learning methodologies and talent processes.Learning & Organizational Capability - Develop the annual enterprise learning strategy aligned to business priorities. - Conduct organization-wide Training Needs Analysis (TNA) and capability assessments. - Design blended learning solutions (classroom, digital, coaching, on-the-job learning). - Evaluate learning effectiveness using Kirkpatrick and ROI methodologies. - Develop competency-based learning pathways for all employee groups. - Ensure learning interventions result in measurable improvements in operational performance.FoodCo Academy & Career Development - Lead the development and continuous improvement of FoodCo Academy. - Build structured onboarding, technical, functional, and leadership curricula. - Develop career pathways and learning journeys across all functions. - Strengthen the Leadership Development Programme (LDP), Graduate Programme, and Management Trainee initiatives. - Build partnerships with universities, professional institutions, and learning providers. - Expand digital learning and self-directed learning opportunities. - Bachelor's degree in Human Resources, Psychology, Business Administration, Education, Organizational Development, or related discipline. - Master's degree (MBA, MSc HR, Organizational Psychology, Learning & Development, or Organizational Development) is an advantage. - Professional certifications such as CIPM, SHRM-CP/SCP, CIPD, ATD, or equivalent are highly desirable. - Minimum 8–10 years of progressive experience in Talent Management, Leadership Development, Organizational Development, or Learning & Development. - At least 4–5 years leading enterprise-wide talent or learning initiatives in a retail, FMCG, manufacturing, or multi-site organization. - Demonstrated experience designing leadership programmes, competency frameworks, succession planning, and learning academies. - Proven ability to influence senior leaders and manage enterprise-wide capability-building initiatives.