About this role
Company Description
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
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Design and deliver leadership development programmes for Team Leads, Supervisors, Managers, and Senior Leaders.
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Build leadership capability in coaching, delegation, feedback, performance management, emotional intelligence, and strategic thinking.
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Coordinate leadership assessments, 360-degree feedback, and executive coaching initiatives.
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Partner with HR Business Partners to address leadership capability gaps.
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Measure improvements in managerial effectiveness and leadership behaviours.
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Embed GAMEON leadership expectations into all leadership programmes. Performance & Organizational Development
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Partner with HRBPs and business leaders to identify capability gaps impacting performance.
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Support performance management through competency assessments and development planning.
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Drive organization-wide initiatives to improve employee productivity and engagement.
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Support change management and organizational transformation initiatives.
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Facilitate team effectiveness workshops and leadership interventions. Learning Analytics & Continuous Improvement
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Develop dashboards measuring learning impact, talent health, succession readiness, and leadership effectiveness.
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Monitor key talent metrics and provide insights to Executive Management.
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Evaluate ROI on leadership and learning investments.
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Benchmark the company’s talent practices against leading retail and FMCG organizations.
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Continuously improve learning methodologies and talent processes. Learning & Organizational Capability
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Develop the annual enterprise learning strategy aligned to business priorities.
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Conduct organization-wide Training Needs Analysis (TNA) and capability assessments.
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Design blended learning solutions (classroom, digital, coaching, on-the-job learning).
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Evaluate learning effectiveness using Kirkpatrick and ROI methodologies.
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Develop competency-based learning pathways for all employee groups.
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Ensure learning interventions result in measurable improvements in operational performance. FoodCo Academy & Career Development
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Lead the development and continuous improvement of FoodCo Academy.
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Build structured onboarding, technical, functional, and leadership curricula.
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Develop career pathways and learning journeys across all functions.
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Strengthen the Leadership Development Programme (LDP), Graduate Programme, and Management Trainee initiatives.
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Build partnerships with universities, professional institutions, and learning providers.
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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.