Talent Identification and Acquisition Manager

Talent Identification and Acquisition Manager

Buoyed by a mission to redefine customer experience and be the provider of choice wherever energy is consumed, Ikeja Electric, Nigeria's largest power distribution network powers lives and businesses with innovation and unwavering drive for excellence. The company began its new phase of growth and expansion on Nove...

Talent Identification and Acquisition Manager

• Job Type Full Time
• Qualification BA/BSc/HND , MBA/MSc/MA , Professional Certificate
• Experience 8 - 10 years
• Location Lagos
• Job Field Human Resources / HR

Job Summary

• The Talent Identification and Acquisition Manager is responsible for developing and executing strategies to attract and nurture talent pools both inside and outside Ikeja Electric.
• Reporting to the Head of Talent Management, this role oversees initiatives that identify high-potential internal talent and source external candidates to build a diverse, capable workforce.
• By aligning talent acquisition and internal talent identification efforts with Ikeja Electric’s strategic goals, this role plays a crucial part in developing a strong pipeline for critical roles and supporting the HR transformation agenda.

Responsibilities

Comprehensive Talent Strategy for Internal and External Talent Pools:

• Develop and execute an integrated talent acquisition and identification strategy that targets both internal high-potential employees and external candidates.
• Collaborate with the Career Development and Leadership Development teams to identify and support career pathways for internal talent, ensuring alignment with succession planning.
• Create and maintain strategic pipelines that address critical roles, support diversity goals, and ensure a mix of internal and external talent options.

Internal Talent Identification and Development Initiatives:

• Lead initiatives that assess and identify internal talent for career growth, focusing on building pathways to critical and leadership roles.
• Collaborate with HR Business Partners and department heads to understand skill gaps and identify internal candidates who can fill these roles.
• Support the development of rotational and cross-functional assignments to broaden employee skill sets and support workforce capability.

External Talent Acquisition and Employer Branding:

• Lead the full recruitment lifecycle for external talent, maintaining a high-quality, efficient hiring process aligned with Ikeja Electric’s employer value proposition (EVP).
• Enhance Ikeja Electric’s visibility as an employer of choice, working with the Culture and Employee Experience team to strengthen employer branding.
• Develop targeted recruitment campaigns to attract diverse, high-potential talent from outside the organization.

Data-Driven Talent Identification and Acquisition:

• Collaborate with the HR Data and Intelligence Specialist to monitor recruitment and internal mobility metrics, including time-to-fill, quality of hire, and internal movement rates.
• Use data insights to adjust talent acquisition and internal talent identification strategies to meet evolving business needs.
• Ensure metrics from both internal and external talent initiatives are tracked and reported, feeding into Ikeja Electric’s data-driven HR analytics.

Requirements

• A Bachelor’s degree in Human Resources, Business Administration, Industrial Psychology, or a related field.
• A Master’s degree in HR Management, Organizational Development, or Business (optional but preferred).
• Minimum of 8–10 years of progressive HR experience, with at least 4 years in talent acquisition and/or internal talent development.

Certifications:

• Professional in Human Resources (PHR or HRCI – Advantage)

• Senior Professional in Human Resources (SPHR) (added advantage).

• Skills and competencies

Technical Competencies:

• Internal and External Talent Identification Expertise Proficient in identifying and assessing high-potential internal talent as well as sourcing diverse, qualified candidates externally to ensure a well-rounded talent pipeline.

• Workforce Planning and Succession Strategy: Skilled in developing strategic talent maps, aligning internal capabilities with future business needs and succession plans.

• Full-Cycle Recruitment Management: Experienced in managing the end-to-end recruitment process—job profiling, sourcing, interviewing, selection, and onboarding—with efficiency and compliance.

• Employer Branding and EVP Positioning: Ability to craft and communicate a compelling employer value proposition to attract and retain top talent.

• Data-Driven Decision Making: Experience in using recruitment analytics to drive strategy and improvements.

• Industry: Human Resources / HR, Talent Acquisition, Recruitment