The Head, Talent and Performance is a critical executive leadership role accountable for enterprise-wide talent strategy, organizational development, and people-based governance. The incumbent will act as a trusted advisor to the CEO and senior leadership, fostering a high-performance culture, talent integrity, and alignment with Nigerian labor laws and international best practices. This is a transformational role aimed at driving a forward-looking, agile, and digitally enabled HR function that supports the company鈥檚 innovation and growth agenda within the energy sector.
Key Responsibilities
HR Strategy Development & Implementation
- Develop and execute a comprehensive HR and talent strategy aligned with organisational goals and commercial ambitions.
- Design and implement talent infrastructure, including selection, performance governance, compensation, leadership pipelines, and organisational design.
- Provide strategic HR leadership to the executive team and board, ensuring human capital is managed with the same rigour as financial capital.
Performance Management Expertise
- Build and enforce a robust performance management system that ensures accountability, transparency, and differentiation.
- Oversee the creation of measurable objectives, real-time feedback mechanisms, and consequence management protocols.
- Ensure performance management systems drive continuous improvement in talent density and organisational capability.
Talent Management Expertise
- Lead the end-to-end talent lifecycle including attraction, assessment, selection, onboarding, and succession planning.
- Execute a talent arbitrage strategy, sourcing global-grade capability at emerging-market cost.
- Ensure all talent decisions; hiring, promotion, development, or exit鈥攔aise the overall capability of the organisation.
Learning & Development Expertise
- Design and deliver leadership development and succession frameworks to ensure institutional resilience and continuity.
- Accelerate the readiness of high-potential individuals for expanded responsibility through structured development programmes.
- Foster a culture of continuous learning and capability building.
Compensation & Benefits Administration
- Align compensation architecture with organisational values and performance outcomes.
- Develop and administer differentiated retention and reward strategies for exceptional performers.
- Ensure compensation frameworks are competitive, equitable, and support the attraction and retention of top talent.
Culture & Change Management
- Architect and enforce a high-freedom, high-accountability culture that attracts, retains, and unlocks the best talent.
- Lead cultural transformation initiatives to embed meritocracy, accountability, and operational excellence.
- Develop engagement strategies tailored to the needs of top performers.
Employee Relations & HR Governance
- Advise the board on talent governance, leadership succession, and organisational risk.
- Ensure compliance with all relevant employment laws and regulations.
- Manage employee relations, ensuring fair and consistent application of policies and procedures.
Organisation Design & Workforce Planning
- Develop forward-looking workforce models aligned to business plans and growth objectives.
- Oversee organisational design to ensure clarity of structure, reporting lines, and decision rights.
- Build analytics and reporting systems that provide actionable insights for executive decision-making.
Leadership Capability
- Serve as an operating partner to the CEO, COO, and senior leaders on all talent decisions with commercial impact.
- Represent the organisation鈥檚 people strategy with authority and credibility in both internal and external forums.
- Model executive presence, courage, and high standards, setting the tone for leadership across the organisation