Senior Talent Manager at Eat N Go Limited

Lagos, Lagos, Nigeria -

Full Time

Start Date

Immediate

Expiry Date

24 Sep, 26

Salary

0.0

Posted On

26 Jun, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Performance Management, Talent Management, KPIs, OKRs, Succession Planning, Learning & Development, HR Analytics, Stakeholder Management, Competency Frameworks, HRIS, Microsoft Excel, Employee Engagement

Industry

Food & Beverages

Description

Company Description Eat 'N’ Go Limited is a restaurant group on a mission to become the premier food operator in Africa. So far, our growing family consists of three international brands, Domino's Pizza, Cold Stone Creamery & Pinkberry. Eat ‘N’ Go limited officially started operation in August 2012 with the premier store at 4, Saka Tinubu Victoria Island, Lagos. Today, Eat N' Go has about 104 stores (outlet) across Nigeria and still growing. Job Description We are seeking an experienced and strategic Senior Talent Manager to lead the design, implementation, and continuous improvement of our performance management framework. This role requires someone who can partner with business leaders to build a high-performance culture by developing systems that drive accountability, continuous feedback, employee growth, and organizational excellence. Key Responsibilities: Performance Management Design, implement, and continuously improve the organization's performance management strategy. Lead the annual and quarterly performance review cycles. Develop and manage KPIs, OKRs, competency frameworks, and performance scorecards across business units. Ensure consistency, fairness, and transparency in performance evaluations. Train managers on effective performance coaching, goal setting, and feedback conversations. Monitor performance trends and recommend interventions to improve organizational effectiveness. Talent Management Develop and execute talent management strategies aligned with business objectives. Lead talent review and calibration sessions. Identify high-potential employees and create development plans. Manage succession planning initiatives for critical leadership and technical roles. Support career pathing and internal mobility programs. Learning & Development Conduct organizational training needs assessments. Collaborate with Learning & Development teams to design leadership and capability development programs. Evaluate the effectiveness and ROI of learning initiatives. Employee Development Design Individual Development Plans (IDPs). Support coaching and mentoring initiatives. Partner with managers to improve employee capability and engagement. HR Analytics & Reporting Analyze performance data to identify trends and organizational risks. Develop dashboards and executive reports on performance metrics. Provide insights that support strategic workforce planning and decision-making. Stakeholder Management Partner with business leaders to align talent strategies with business goals. Advise managers on performance improvement plans and employee development. Work closely with HR Business Partners to address organizational capability gaps. Policy & Governance Develop and review performance management policies and procedures. Ensure compliance with labor laws and organizational policies. Drive continuous improvement using industry best practices. Qualifications Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field. Professional HR certification such as CIPM, SHRM-CP/SHRM-SCP, HRCI (PHR/SPHR), or CIPD is highly desirable. Minimum of 7 years of progressive HR experience. Demonstrated experience implementing modern performance management systems. Experience working in large or fast-growing organizations. Proven ability to manage enterprise-wide talent initiatives. Proficiency in HRIS and performance management systems. Strong HR analytics and reporting skills. Advanced Microsoft Excel are an advantage. Additional Information Only qualified candidates will be contacted.

Responsibilities

Lead the design and implementation of the organization's performance management framework to drive accountability and a high-performance culture. Manage talent reviews, succession planning, and leadership development programs to align with business objectives.