Talent Identification and Acquisition Manager

Job Summary

• The Talent Identification and Acquisition Manager is responsible for developing and executing strategies to attract and nurture talent pools both inside and outside Ikeja Electric.
• Reporting to the Head of Talent Management, this role oversees initiatives that identify high-potential internal talent and source external candidates to build a diverse, capable workforce.
• By aligning talent acquisition and internal talent identification efforts with Ikeja Electric’s strategic goals, this role plays a crucial part in developing a strong pipeline for critical roles and supporting the HR transformation agenda.

Responsibilities
Comprehensive Talent Strategy for Internal and External Talent Pools:

• Develop and execute an integrated talent acquisition and identification strategy that targets both internal high-potential employees and external candidates.
• Collaborate with the Career Development and Leadership Development teams to identify and support career pathways for internal talent, ensuring alignment with succession planning.
• Create and maintain strategic pipelines that address critical roles, support diversity goals, and ensure a mix of internal and external talent options.

Internal Talent Identification and Development Initiatives:

• Lead initiatives that assess and identify internal talent for career growth, focusing on building pathways to critical and leadership roles.
• Collaborate with HR Business Partners and department heads to understand skill gaps and identify internal candidates who can fill these roles.
• Support the development of rotational and cross-functional assignments to broaden employee skill sets and support workforce capability.

External Talent Acquisition and Employer Branding:

• Lead the full recruitment lifecycle for external talent, maintaining a high-quality, efficient hiring process aligned with Ikeja Electric’s employer value proposition (EVP).
• Enhance Ikeja Electric’s visibility as an employer of choice, working with the Culture and Employee Experience team to strengthen employer branding.
• Develop targeted recruitment campaigns to attract diverse, high-potential talent from outside the organization.

Data-Driven Talent Identification and Acquisition:

• Collaborate with the HR Data and Intelligence Specialist to monitor recruitment and internal mobility metrics, including time-to-fill, quality of hire, and internal movement rates.
• Use data insights to adjust talent acquisition and internal talent identification strategies to meet evolving business needs.
• Ensure metrics from both internal and external talent initiatives are tracked and reported, feeding into Ikeja Electric’s data-driven HR analytics.

Requirements

• A Bachelor’s degree in Human Resources, Business Administration, Industrial Psychology, or a related field.
• A Master’s degree in HR Management, Organizational Development, or Business (optional but preferred).
• Minimum of 8–10 years of progressive HR experience, with at least 4 years in talent acquisition and/or internal talent development.

Certifications:

• Professional in Human Resources (PHR or HRCI – Advantage)
• Senior Professional in Human Resources (SPHR) (added advantage).

Skills and competencies
Technical Competencies:

• Internal and External Talent Identification Expertise Proficient in identifying and assessing high-potential internal talent as well as sourcing diverse, qualified candidates externally to ensure a well-rounded talent pipeline.
• Workforce Planning and Succession Strategy: Skilled in developing strategic talent maps, aligning internal capabilities with future business needs and succession plans.
• Full-Cycle  Recruitment Management: Experienced in managing the end-to-end recruitment process—job profiling, sourcing, interviewing, selection, and onboarding—with efficiency and compliance.
• Employer Branding and EVP Positioning: Ability to craft and communicate a compelling employer value proposition (EVP) that attracts top external talent and promotes Ikeja Electric as an employer of choice.
• Talent Data Analytics and Reporting: Proficient in leveraging HR data (e.g., time-to-fill, internal mobility, quality of hire) to inform decisions, optimize processes, and support strategic workforce planning.
• Technology and ATS Proficiency: Hands-on experience with Applicant Tracking Systems (ATS), LinkedIn Recruiter, and digital sourcing tools to streamline recruitment and internal mobility processes.
• Competency-Based Assessment and Profiling: Skilled in implementing structured interviews, psychometric tools, and other behavioral assessment techniques to ensure hiring and promotion decisions align with performance expectations.

Behavioral Competencies:

• Customer Centricity: Understand and anticipate talent needs across departments, delivering timely and value-driven solutions that support business growth and employee career progression.
• Risk Management: Identify risks related to critical role vacancies and talent gaps, proactively developing internal pipelines and external sourcing strategies to mitigate operational disruptions.
• People Leadership: Inspire and lead the talent acquisition team with clarity and purpose, fostering collaboration across HR and business units to deliver high-impact talent outcomes.
• Entrepreneurship: Continuously explore innovative sourcing methods, including digital platforms, partnerships, and niche talent communities, to strengthen Ikeja Electric’s access to top talent.
• Organizational Learning: Stay informed on best practices in talent acquisition and internal mobility, applying new insights to enhance processes, tools, and strategies.
• Change Management: Drive cultural adoption of internal mobility and talent development by influencing stakeholders, integrating feedback, and aligning initiatives with HR transformation objectives.