Talent Acquisition Lead at Deloitte

Job Description

• The Talent Acquisition Lead is responsible for developing and executing an integrated talent acquisition strategy that enables Deloitte Nigeria to attract, assess and secure high-calibre professionals aligned with the Firm’s strategic priorities, service-line growth plans and workforce requirements.
• The role provides strategic recruitment advisory services to Partners, service-line leaders and business stakeholders, translating workforce plans into effective sourcing, selection and hiring strategies. It oversees the end-to-end recruitment lifecycle, graduate and early-career programmes, employer branding, talent pipeline development and recruitment analytics.

Key Responsibilities
Talent Acquisition Strategy and Workforce Planning:

• Develop, implement and periodically review the Firm’s talent acquisition strategy in alignment with business objectives, workforce plans, budgets and approved headcount.
• Partner with service-line leaders and People Business Partners to forecast recruitment demand, identify critical skills and anticipate current and future talent gaps.
• Translate approved workforce plans into prioritized recruitment plans, hiring schedules and sourcing strategies.
• Advise Partners and hiring managers on talent availability, market intelligence, candidate supply, compensation competitiveness and recruitment risks.

End-to-End Recruitment Management:

•  Lead and oversee the full recruitment lifecycle, from requisition approval and job profiling through sourcing, screening, assessment, selection, offer management and pre-employment clearance.
•  Ensure vacancies are supported by approved requisitions, current job descriptions, defined selection criteria and appropriate budget authorization.
• Collaborate with hiring managers to develop competency-based interview guides, assessment criteria and candidate evaluation frameworks.
• Coordinate interviews, technical assessments, case studies, psychometric assessments and other selection methods appropriate to the role.

Graduate Recruitment and Early-Career Programmes:

• Lead the design and execution of graduate recruitment, internship, entry-level and other early-career talent programmes, including relevant NYSC recruitment initiatives.
• Develop annual campus engagement plans and relationships with universities, professional institutions and other relevant talent communities.
• Coordinate graduate assessment centres, aptitude tests, case exercises, interviews and other selection activities.
• Establish consistent, objective and transparent selection criteria for early-career candidates.

Talent Sourcing and Pipeline Development:

• Develop proactive sourcing strategies using professional networks, talent databases, employee referrals, recruitment platforms, executive search and targeted market mapping.
• Build and maintain qualified talent pipelines for recurring, critical and specialist roles.
• Develop talent communities for experienced hires, leadership positions, digital and technology skills, assurance, consulting, tax, risk and other relevant disciplines.
• Establish effective relationships with universities, professional associations, industry bodies, recruitment agencies and specialist search firms.

Employer Branding and Candidate Experience:

• Develop and implement an employer branding and recruitment marketing strategy that strengthens Deloitte Nigeria’s position as an employer of choice.
• Collaborate with Marketing, Communications, service-line leaders and relevant stakeholders to promote career opportunities, employee experiences and the Firm’s employee value proposition.
• Coordinate recruitment campaigns, career fairs, campus events, professional networking engagements and digital talent outreach.
• Ensure that candidates receive timely, professional and consistent communication throughout the recruitment process.

Stakeholder Management and Business Partnering:

• Serve as the principal talent acquisition adviser to Partners, business leaders, hiring managers and People Business Partners.
• Conduct recruitment planning meetings to review vacancies, priorities, candidate pipelines, hiring risks and progress against agreed timelines.
• Challenge unrealistic recruitment expectations constructively and provide evidence-based recommendations on sourcing, selection and market availability.
•  Establish clear roles and responsibilities between Talent Acquisition, hiring managers, People Business Partners, Shared Services, Finance and other relevant functions.
• Escalate recruitment risks, delayed decisions, unsuccessful searches and critical hiring gaps to the appropriate leadership.
• Maintain effective working relationships with regional and global talent acquisition teams to leverage relevant methodologies, tools and talent resources.

Team Leadership and Continuous Improvement:

•  Lead, coach and develop the Talent Acquisition team, establishing clear performance expectations, objectives and accountability.
•  Allocate recruitment portfolios according to business priorities, team capacity and individual capability.
•  Establish consistent recruitment methodologies, templates, interview standards and quality assurance practices.
• Promote collaboration, professional development, innovation and continuous improvement within the function.
•  Conduct periodic reviews of team performance, recruitment delivery and stakeholder satisfaction.
• Promote the Firm’s values, ethical standards, inclusive culture and commitment to making an impact that matters.

Qualifications

• Bachelors Degree in any Human Resource Management, Business Administration, Psychology, Industrial Relations or a related discipline, with a minimum of Second Class Lower/Lower Credit division.
• A relevant postgraduate qualification or master’s degree will be an advantage.
• Have a minimum of five credits in WASSCE Ordinary Level/NECO subjects or acceptable equivalent examination, including Mathematics and English Language in one sitting only.
•  Membership or professional certification from a recognized HR institution, such as CIPM Nigeria, CIPD or SHRM, is desirable.
• Approximately 7–10 years of relevant experience in talent acquisition, recruitment or human resources, with substantial responsibility for end-to-end recruitment.
• Demonstrable experience leading recruitment activities, managing multiple vacancies and advising senior stakeholders.
• Experience in a professional services firm, consulting environment, financial services organization or other complex, multi-business organization is strongly preferred.
• Demonstrated experience in graduate recruitment, experienced-hire recruitment and specialist or leadership searches.
• Experience using applicant tracking systems, HR information systems and recruitment analytics tools.
• Evidence of delivering recruitment improvements, managing recruitment budgets and strengthening recruitment governance.
• Prior team leadership or supervisory experience is desirable.