Lead - Talent Development & Engagement at Airtel

About the Role

• The Lead- Talent Development & Engagement design and drive strategies on talent management, leadership and functional capability building, as well as employee engagement to ensure sustenance of Airtel Nigeria Culture and + 1 organizational performance in the achievement of corporate goals. 
• Working closely with HR leadership and business leaders, the Talent Development & Engagement Manager develops programs that attract, develop, engage, and retain top talent while promoting continuous learning and a positive employee experience.

Responsibilities
Drive Talent Management:

• Develop and implement the organization's talent management strategy aligned with business goals.
• Lead annual talent review, succession planning, and high-potential employee programs.
• Partner with leaders to identify critical talent needs and development opportunities.
• Support performance management processes, including goal setting, performance reviews, and development planning.
• Monitor talent metrics and recommend strategies to improve retention and internal mobility.

Continuously Foster and Improve Employee Engagement:

• Develop action plans from Employee Engagement Survey to improve overall employee engagement and business performance.
• Engage and collaborate with the Corporate Communications Function in all communication efforts, ensure alignment to Airtel Culture and Management philosophies.
• Design and facilitate various interventions in line with People Priorities companywide.
• Facilitate employee-management forums such as Town Hall meetings, employee events, celebrations, wellness initiatives, and team-building activities.
• Organize company-wide events that reinforce organizational values and strengthen workplace culture.
• Manage rewards and recognition schemes targeted at fostering employee engagement and retention.

Drive Change Management:

• Facilitate the design, deployment and implementation of all organizational change projects in line with Airtel corporate & people strategies. 
• Support organizational change initiatives through communication, learning, and employee readiness activities
• Implement a continuous employee feedback mechanism to reinforce the change and transformation journey.
• Facilitate workshops and team development sessions.
• Collaborate with HR Business Partners to address organizational effectiveness and capability-building needs.
• Contribute to culture transformation initiatives and continuous improvement projects.

Plan Efficient Learning Strategy/Curriculum:

• Plan, implement and manage Learning and Development interventions/initiatives within budgets and assess the Return on Investment (ROI) of any training or development programme.
• Designing, both in-house and with expert service providers, solutions which include a blended approach to learning such as coaching, classroom training, 1-2-1 sessions, action learning & e-learning.
• Plan & conduct managerial and employees’ Training Needs Analysis. 
• Formulate & implement annual training calendar and on an on-going basis monitor & control the annual training budget.
• Identify, negotiate, finalize & monitor training vendors’ services in terms of timeliness, effectiveness & cost.
• Support and locally drive Group Talent Development initiatives

Provide Internal Consulting and Advisory Services to HR Management Team:

• Engage HR Management Team in discussions on policy review and new implementation of new initiatives from an OD perspective.
• Support organizational change initiatives through communication, learning, and employee readiness activities.
• Facilitate workshops and team development sessions.
• Collaborate with HR Business Partners to address organizational effectiveness and capability-building needs.
• Contribute to culture transformation initiatives and continuous improvement projects.

Data & Reporting:

• Develop dashboards and reports on learning, engagement, retention, and talent metrics.
• Analyze workforce trends to identify opportunities for improvement.
• Measure the effectiveness and return on investment of talent and engagement initiatives.

Qualifications
Educational Qualifications:

• Bachelor’s Degree in Human Resources, Business, Organizational Development, Psychology or a related field required
• Master’s Degree in Business or Human Resources Management or a related field preferred would be desirable.
• Professional certification is an advantage.

Relevant Experience  & Functional / Technical Skills:

• Minimum of 8 years’ talent management, learning and development, employee engagement or organizational development or related field required with proven track record of change management, talent management and organization effectiveness
• A professional qualification of CIPMN, CIPD, SHRM
• Experience in managing organizational culture programmes and employee engagement initiatives is preferred 
• Professional training knowledge
• Sound knowledge of talent management, succession planning practices and business sector of company 
• Culture and custom knowledge of working environment
• Ability to architect and drive change.

Other requirements:

• Strong oral and written communication skills
• Ability to build strong relationships across all organizational levels.
• Highly developed, demonstrated teamwork skills.
• Demonstrated ability to see the big picture and provide useful and strategic advice and input across the company and on the senior executive team.
• Ability to lead in an environment of constant change.
• Creative, forward thinker.
• Ability to manage multiple priorities in a fast-paced environment.