Head, Talent and Performance at Deloitte

Lagos, Lagos State, Nigeria -

Full Time

Start Date

Immediate

Expiry Date

27 May, 26

Salary

0.0

Posted On

26 Feb, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Talent Strategy, Organizational Development, Performance Management, Talent Management, Succession Planning, Compensation, Change Management, Employee Relations, Workforce Planning, HR Governance, Leadership Development, Talent Acquisition, HRIS, People Analytics, Stakeholder Management, Meritocracy

Industry

Business Consulting and Services

Description

Company Description Our Client is a dynamic and innovative oil and gas firm serving the energy needs of the Nigerian market with a renewed focus on downstream excellence, customer-centricity, and operational efficiency. Since its inception, the company has established itself as a leader in the trading, supply, and distribution of petroleum products, leveraging a massive retail network and strategic logistics infrastructure. As they deepen their commitment to organizational growth, talent optimization, and cultural transformation, we seek an outstanding Human Resources leader to foster a high-performance workforce, drive employee engagement, and ensure alignment with Nigerian labor laws and international industry standards. Job Description 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’s 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—raise 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’s 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 Qualifications • Bachelor’s degree in Human Resources Management, Business Administration, Psychology, Law, or a related field. An MBA or a relevant Master’s degree (e.g., MSc in Strategic HR) is highly preferred. • Professional certifications such as CIPM (Chartered Institute of Personnel Management of Nigeria) are mandatory. Additional international certifications like SPHRi, SHRM-SCP, or CIPD are strongly required. • Minimum of 12–15 years of progressive experience in Human Resources management, with at least 5 years in a senior leadership capacity—preferably within the oil and gas, energy, or large-scale industrial sectors. • Deep knowledge of the Nigerian labor and regulatory environment, including the Nigerian Labor Act, Petroleum Industry Act (PIA) 2021 provisions regarding human capital, and NUPRC/NMDPRA guidelines for personnel in the energy sector. • Strong experience in strategic workforce planning, collective bargaining/industrial relations, organizational design, and high-level talent acquisition. Leadership Attributes • Strategic and critical thinker with deep business insight into the energy value chain and the future of work in a transitioning industry. • High ethical standards and a proven track record in building organizational trust and fostering an inclusive workplace. • Exceptional communication, presentation, and stakeholder management skills, with the ability to influence at the Board and Executive levels. • Ability to lead change and drive enterprise-wide culture shifts toward higher productivity and agility. • Digitally aware, with a strong understanding of Human Resources Information Systems (HRIS), people analytics, and automated payroll/performance platforms.

Responsibilities

This executive role is accountable for enterprise-wide talent strategy, organizational development, and people-based governance, acting as a trusted advisor to the CEO and senior leadership to foster a high-performance culture. Key duties include developing HR strategy, enforcing robust performance management, leading the end-to-end talent lifecycle, and architecting cultural transformation initiatives.