Head Of Talent Management & Development

Job Summary

The Regional Talent & Capability Development Director builds centralized talent systems, leadership pipelines, and functional learning paths for all country offices. Core responsibilities include leading talent review calibrations, establishing corporate academies, standardizing organizational competency models, and deploying analytical dashboards to measure bench strength and mitigate succession risks.

Qualification

Educational Level

• Minimum Requirement: Bachelor's degree in Human Resources Management, Organizational Development, Industrial/Organizational Psychology, Business Administration, or a closely related social science field.
• Preferred Asset: A Master’s degree (MBA or MSc) in Strategic HR development or professional certifications (such as SHRM-SCP, CIPD, or specialized talent analytics credentials).

Experience

Candidates must demonstrate seasoned executive capability within complex, multi-market human capital ecosystems:

Enterprise Leadership & Tenure Alignment

• Core Professional Track Record: Minimum of 8 to 12 years of progressive, professional experience directly leading Talent Management, Learning & Development (L&D), Leadership Pathways, or Organizational Development divisions.
• Geographic Scope: Proven success designing and rolling out enterprise-wide talent architectures inside multi-country, cross-border corporate or international non-profit organizations.
• CoE Operating Model: Strong background operating within a formal Center of Excellence (CoE) corporate framework, demonstrating an ability to set remote standards that local country units can execute easily.

Strategic Skills & Technical Expertise

• Talent Systems Architecture: Advanced expertise drafting talent calibration guidelines, building succession matrices for critical director/executive seats, and mapping clear professional growth paths across diverse job categories.
• Data Synthesis & Insights: Highly analytical mindset with a track record of setting up talent dashboards, tracking workforce mobility trends, and identifying skills gaps using workforce analytics.
• Adaptive Stakeholder Mastery: Outstanding presentation and communication skills, with a proven ability to gain buy-in from executive boards, local country directors, and culturally diverse operations teams.

Key Responsibilities

1. Talent Management, Calibration & Succession Governance (35%)

• Architect Talent Reviews: Design and run Inkomoko’s regional talent evaluation and performance calibration loops to identify top talent across the organization.
• Build Succession Paths: Create and manage succession plans for executive, director, and critical operational roles to ensure the organization has strong backup options for key positions.
• Accelerate Future Leaders: Set up methodologies to find and develop high-potential employees, launching targeted leadership acceleration programs to boost internal career mobility.
• Assess Capability Risks: Work with senior executives to monitor regional bench strength, flag key talent vacancies, and actively address workforce skills gaps before they impact operations.

2. Leadership Development & Academy Architecture (25%)

• Launch Corporate Academies: Create Inkomoko’s overall leadership development strategy, establishing specialized functional academies to build technical and management skills.
• Structure Peer Mentorship: Create formal executive coaching, peer learning, and mentoring programs to improve leadership accountability and reinforce company culture.
• Measure Program Impact: Run regular evaluations to track how leadership development programs affect business outcomes, manager performance, and staff retention rates.

3. Regional Learning & Competency Frameworks (25%)

• Drive Learning Culture: Design a comprehensive regional learning and development strategy, building customized training paths that encourage a mindset of continuous improvement and innovation.
• Embed Competency Models: Update and maintain Inkomoko’s global competency framework, ensuring these core standards are integrated into hiring, onboarding, evaluations, and promotions.
• Evaluate Training ROI: Define clear metrics to measure training effectiveness, continually refining course content to meet changing business priorities.

4. CoE Governance & Workforce Analytics (15%)

• Standardize Global Policies: Draft scalable talent policies, toolkits, playbooks, and standard operating procedures to help country-level HR teams deploy programs consistently.
• Deploy Analytics Dashboards: Build automated talent dashboards and tracking systems to monitor internal promotions, succession readiness, training completion, and overall pipeline health.
• Provide Expert Advisory: Serve as an internal strategic consultant to executive leadership teams, offering data-driven insights and recommendations on long-term workforce planning.

Expected Outputs & Deliverables

• A standardized, regional talent review protocol and calibration toolkit used across all country operations.
• Active, board-approved succession maps for all executive, country director, and critical operational roles.
• Custom curriculum paths and launch blueprints for Inkomoko's regional Leadership and Functional Academies.
• An updated corporate competency framework integrated into the HR technology stack (recruitment, performance, and learning systems).
• Centralized talent analytics dashboards providing real-time data on bench strength, internal mobility, and talent risks.

Skills Required:

• Sales / Marketing / Business / Management