Job Opening at the Nigerian Exchange Group (NGX Group)

• The Talent Management, Team Lead shall be responsible for managing key workflows and supporting key initiatives in the execution and implementation of Talent Management strategies including Talent Management critical practices, programmes and initiatives.
• This position will have strategic and tactical responsibility for design, implementation and execution of the Nigerian Exchange’s Talent Management strategy. 

Responsibilities

• Responsible for supporting the development and implementation of integrated and effective talent management programmes and processes aligned with on-going needs and goals of the organisation and best practices;
• Establish and manage the talent acquisition function across the Group. Theses includes: develop and implement a recruitment strategy, job posting optimisation, recruitment marketing channel development, digital and non-digital employment marketing and comprehensive recruitment campaign planning;
• Support the organisation’s overall recruitment strategy by working closely with job candidates, corporate recruiters and external recruitment agencies, hiring managers and other Human Resource professionals to facilitate and support the recruitment and hiring process;
• Oversee and manage the recruitment process and lifecycle, including sourcing candidates conducting initial assessments, line interviews and negotiating offers as well as coordinating the mobilisation and on-boarding process;
• Establish and implement Service Level Agreements (SLAs) with key/relevant stakeholders, monitor performance levels and take corrective action as required;
• Ensure a timely and cost-effective fulfilment of all open requisitions with quality talents, and proactively lead updates on all open positions and cultivate strong consultative relationships with hiring managers and HR Teams;
• Develop talent acquisition strategies (related to diversity recruitment, redeployment programme, career mobility, employee referral programme and similar Talent Acquisition priorities), understand talent movement and demand in the market and ensure that talent requirements are supported through effective build versus buy initiatives to best meet NGX Exchange’s talent requirements;
• Partner with other HR Teams (Organisational Development, and Compensation and Benefits) to ensure a holistic approach to Talent Management;
• Liaise with the Organisational Development (OD) Team in defining Talent Mapping strategies and supporting the business strategy through the facilitation and participation of talent reviews and succession planning meetings;
• Support the OD Team in developing job descriptions aligned with organisational needs and policies, with an understanding of issues and strategies that will support organisational objectives;
• Distil best practice information via cataloguing and sharing across business areas and functions. Provide recommendations for process improvements and assess core and common solutions;
• Assist the Chief Human Resource Officer in shaping the Human Resource Department as a centre of excellence for talent management design and process improvement. Actively participate in process improvement activities in meeting these goals. These includes open communication at all levels, providing feedback, and presenting new ideas for improving Talent Management processes and programmes;
• Prepare and submit timely/quality deliverables for the corporate Talent process. Define critical data analytics, reporting needs, trends and predictive analysis to determine best approach to address capability gaps; 
• Employee Engagement – Develop overall engagement strategy/plan using employee feedback (e.g. employee surveys, focus groups, etc. Lead complex employee relations issues;
• Programme/Project Management – Understand and apply programme/project management methods and processes to define, plan, cost, resource, track, and measure programmes and projects designed to improve performance in support of business requirements;
• Responsible for all HR Policies, coordinating and ensuring all HR applicable policies are in place – i.e. Employee Handbook and other related policies;
• Employee Investigation & Disciplinary Management – develop and design the policies, process and framework. Coordinate hearings, generate reports and communicate effectively with all key stakeholders.