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.

Job Description

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.

Qualifications

• 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.