Talent Development Manager - Lagos

Track and report on the development progress of all trainees and escalate performance concerns, facilitating mid-programme interventions as needed.

Manage the end-of-program assessment and conversion process, providing clear recommendations on confirmation, extension, or exit.

Define and maintain career paths for identified talents, successors, and critical role holders across the organization.

Champion employee mobility initiatives-lateral moves, cross-functional transfers, and role changes-and ensure structured and transparent processes that support individual growth and organizational agility.

Facilitate and drive promotional conversations by equipping managers and employees with the data needed to make evidence-based progression decisions.

Support talent actions arising from Talent Reviews, including development plans, stretch assignments, and accelerated progression programs for high-potential employees.

Provide direct guidance to employees seeking to understand their career progression options, potential trajectories, and development requirements within SBC.

Drive the implementation of SBC\'s learning strategy and learning and development framework across the organization, ensuring alignment with business priorities and talent objectives.

Drive the Technical Academy, Sales Academy, and Leadership Development Programme, ensuring programme design, content, and outcomes are aligned with organisational capability requirements.

Coordinate with the Manufacturing Capability Manager and technical learning partners to drive technical training, simulations, and capability-building initiatives, including through SBC\'s technical

Ensure career pathing is supported by targeted learning interventions.

Support the design and delivery of internal talent development programs, including mentoring schemes, job shadowing arrangements, and internal mobility campaigns.

Leverage workforce analytics to identify career progression bottlenecks, attrition risks, training effectiveness trends, and internal mobility patterns, translating insights into actionable recommendations for leadership.

Benchmark SBC’s career management and learning practices against FMCG industry standards and leading practices, recommending improvements to remain competitive in talent retention and capability building.

B.Sc. in Human Resources, Psychology, Business Administration, or a related discipline

6–8 years of progressive HR experience, with a clear focus on talent management, learning and development, career development, or organizational development

Prior experience in an FMCG, manufacturing, or high-volume workforce environment

Experience driving technical or sales academy program

Familiarity with HRIS platforms and talent/learning management systems (e.g., SeamlessHR, SAP HCM)

Demonstrated experience managing structured graduate trainee or early careers programs

Hands-on experience with career pathing, competency framework design or administration, and learning program management

Membership of CIPM, or equivalent professional body

Possession of HR Practitioner License (as applicable)

Minimum qualifications

BA/BSc/HND , MBA/MSc/MA , Professional Certificate

How to apply

Interested and qualified candidates should forward their CV to: careers@sevenup.org using the position as subject of email.

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