ABOUT THE OPPORTUNITY AND RESPONSIBILITIES

The Manager, Talent Management & Development will support the Head of Talent Management & Development in translating Inkomoko's talent strategy into effective, scalable programmes and practices.

The role leads the implementation of talent management, succession, leadership development, learning, career development, and organizational capability initiatives, working closely with Country People & Culture teams and business leaders to ensure consistent and impactful delivery across the organization.

Key Responsibilities

Talent & Succession

• Coordinate talent reviews, calibration, and succession processes across the organization.
• Support identification and development of successors for leadership and critical roles.
• Coordinate high-potential, talent acceleration, leadership pipeline, and internal mobility initiatives.
• Track succession readiness, talent movement, bench strength, and key talent risks.
• Prepare talent insights and recommendations for leadership discussions.

Leadership & Capability Development

• Coordinate leadership development programmes, academies, and future leader pathways.
• Develop people manager capability through coaching, mentoring, peer learning, and targeted development programmes.
• Partner with leaders to identify and address leadership and capability priorities.
• Evaluate development initiatives and use feedback and data to improve effectiveness.

Learning & Career Development

• Coordinate learning and development initiatives aligned with business priorities.
• Develop learning plans, curricula, and functional and technical capability programmes.
• Support career pathways, development journeys, and professional growth tools.
• Promote continuous learning, curiosity, innovation, and self-development in line with Inkomoko's value of Improvement.
• Monitor learning outcomes and identify opportunities for improvement.

Competency & Organizational Capability

• Support the development and application of Inkomoko's competency framework.
• Integrate competencies into performance, learning, succession, and career development processes.
• Support capability assessments and identify current and future capability gaps.
• Coordinate interventions to address priority capability needs.

Talent Practice & Insights

• Develop and maintain talent tools, playbooks, guidelines, and resources.
• Support consistent implementation of talent practices across countries and build capability within Country People & Culture teams.
• Maintain talent dashboards and monitor key metrics across succession, learning, mobility, and capability.
• Analyse talent data and provide insights and recommendations to inform decisions.

Stakeholder & Programme Management

• Partner with Country People & Culture teams, managers, and business leaders to deliver talent initiatives.
• Manage assigned talent and development programmes from design through implementation and evaluation.
• Facilitate talent discussions, workshops, and development sessions as required.
• Coordinate external partners and vendors supporting talent initiatives.
• Identify opportunities to continuously improve talent and development practices.

Requirements

Qualifications & Experience

• Bachelor's degree in HR, Organizational Development, Psychology, Business Administration, or a related field.
• Minimum of 6 years of experience in Talent Management, Learning & Development, Leadership Development, Organizational Development, or a related field.
• Experience designing and implementing talent and development programmes.
• Experience in talent reviews, succession planning, leadership development, learning, career development, or competency management.
• Experience working across multiple countries or diverse organizational environments is preferred.
• Strong stakeholder management, communication, facilitation, and presentation skills.
• Experience using talent data and analytics to inform people's decisions.

• Coordinate talent reviews, calibration, and succession processes across the organization.
• Support identification and development of successors for leadership and critical roles.
• Coordinate high-potential, talent acceleration, leadership pipeline, and internal mobility initiatives.
• Track succession readiness, talent movement, bench strength, and key talent risks.
• Prepare talent insights and recommendations for leadership discussions.
• Coordinate leadership development programmes, academies, and future leader pathways.
• Develop people manager capability through coaching, mentoring, peer learning, and targeted development programmes.
• Partner with leaders to identify and address leadership and capability priorities.
• Evaluate development initiatives and use feedback and data to improve effectiveness.
• Coordinate learning and development initiatives aligned with business priorities.
• Develop learning plans, curricula, and functional and technical capability programmes.
• Support career pathways, development journeys, and professional growth tools.
• Promote continuous learning, curiosity, innovation, and self-development in line with Inkomoko's value of Improvement.
• Monitor learning outcomes and identify opportunities for improvement.
• Support the development and application of Inkomoko's competency framework.
• Integrate competencies into performance, learning, succession, and career development processes.
• Support capability assessments and identify current and future capability gaps.
• Coordinate interventions to address priority capability needs.
• Develop and maintain talent tools, playbooks, guidelines, and resources.
• Support consistent implementation of talent practices across countries and build capability within Country People & Culture teams.
• Maintain talent dashboards and monitor key metrics across succession, learning, mobility, and capability.
• Analyse talent data and provide insights and recommendations to inform decisions.
• Partner with Country People & Culture teams, managers, and business leaders to deliver talent initiatives.
• Manage assigned talent and development programmes from design through implementation and evaluation.
• Facilitate talent discussions, workshops, and development sessions as required.
• Coordinate external partners and vendors supporting talent initiatives.
• Identify opportunities to continuously improve talent and development practices.

• Stakeholder management
• Communication
• Facilitation
• Presentation skills
• Talent data and analytics

• Bachelor's degree in HR, Organizational Development, Psychology, Business Administration, or a related field.
• Minimum of 6 years of experience in Talent Management, Learning & Development, Leadership Development, Organizational Development, or a related field.
• Experience designing and implementing talent and development programmes.
• Experience in talent reviews, succession planning, leadership development, learning, career development, or competency management.
• Experience working across multiple countries or diverse organizational environments is preferred.