Head, Talent and Performance at a Dynamic and Innovative Oil and Gas Firm - Deloitte Human Capital Consulting

Deloitte Human Capital Consulting - Our client is a dynamic and innovative oil and gas firm serving the energy needs of the Nigerian market with a renewed focus on downstream excellence, customer-centricity, and operational efficiency. Since its inception, the company has established itself as a leader in the trading, supply, and distribution of petroleum products, leveraging a massive retail network and strategic logistics infrastructure.

Embracing the next phase of growth and transformation, the organization is positioning itself for continued market leadership through enhanced execution, operational discipline, and digital advancement.

They are recruiting candidates to fill the position below:

Job Title: Head, Talent and Performance

Location: Lagos

Job Description

• The Head, Talent and Performance is a critical executive leadership role accountable for enterprise-wide talent strategy, organizational development, and people-based governance.
• The incumbent will act as a trusted advisor to the CEO and senior leadership, fostering a high-performance culture, talent integrity, and alignment with Nigerian labor laws and international best practices.
• This is a transformational role aimed at driving a forward-looking, agile, and digitally enabled HR function that supports the company’s innovation and growth agenda within the energy sector.

Key Responsibilities
Talent Acquisition & Selection:

• Oversee the full recruitment process for all senior and critical roles, ensuring every new hire raises the overall capability of the team.
• Develop and maintain relationships with recruitment partners, universities, and industry networks to source high-calibre candidates, both locally and internationally.
• Implement structured interview and assessment processes to ensure fair and rigorous selection.

Performance Management:

• Design and run the annual performance review cycle, including setting clear objectives, regular feedback, and fair performance ratings.
• Train managers on how to give effective feedback and manage underperformance.
• Ensure that high performers are recognised and rewarded, and that underperformance is addressed quickly and professionally.

Compensation & Benefits:

• Review and update compensation structures to ensure they are competitive and aligned with company values.
• Work with Finance to benchmark salaries and benefits against relevant markets.
• Ensure pay and reward decisions are transparent and based on performance.

Succession Planning & Leadership Development:

• Identify key roles and high-potential employees, and create development plans to prepare them for future leadership positions.
• Organise mentoring, coaching, and job rotation opportunities for emerging leaders.
• Maintain up-to-date succession plans for all senior and business-critical positions.

Workforce Planning:

• Work with business leaders to forecast staffing needs based on business plans and market changes.
• Monitor headcount, staff costs, and productivity metrics to ensure the organisation is efficient and fit for purpose.

Employee Engagement & Retention:

• Run regular engagement surveys and focus groups to understand what motivates and frustrates employees.
• Develop targeted retention strategies for top performers, such as career development opportunities, recognition programmes, and flexible working arrangements.
• Address issues that cause unnecessary bureaucracy or slow down decision-making.

Data & Reporting:

• Build simple dashboards and reports for the CEO and Board, showing key people metrics such as turnover, performance distribution, and time-to-fill vacancies.
• Use data to spot trends, risks, and opportunities in the workforce.

Culture & Ways of Working:

• Promote a culture of accountability, openness, and continuous improvement.
• Ensure company values are reflected in everyday behaviours, not just in policies.
• Challenge and support leaders to maintain high standards and address issues directly.

Compliance & Risk:

• Ensure all people practices comply with local labour laws and international standards.
• Identify and manage people-related risks, such as key person dependency or skills gaps.

Qualifications

• Bachelor’s Degree in Human Resources Management, Business Administration, Psychology, Law, or a related field. An MBA or a relevant Master’s degree (e.g., MSc in Strategic HR) is highly preferred.
• Professional certifications such as CIPM (Chartered Institute of Personnel Management of Nigeria) are mandatory. Additional international certifications like SPHRi, SHRM-SCP, or CIPD are strongly required.
• 12–15 years of progressive experience in Human Resources management, with at least 5 years in a senior leadership capacity—preferably within the oil and gas, energy, or large-scale industrial sectors.
• Deep knowledge of the Nigerian labor and regulatory environment, including the Nigerian Labor Act, Petroleum Industry Act (PIA) 2021 provisions regarding human capital, and NUPRC/NMDPRA guidelines for personnel in the energy sector.
• Strong experience in strategic workforce planning, collective bargaining/industrial relations, organizational design, and high-level talent acquisition.

Leadership Attributes:

• Strategic and critical thinker with deep business insight into the energy value chain and the future of work in a transitioning industry.
• High ethical standards and a proven track record in building organizational trust and fostering an inclusive workplace.
• Exceptional communication, presentation, and stakeholder management skills, with the ability to influence at the Board and Executive levels.
• Ability to lead change and drive enterprise-wide culture shifts toward higher productivity and agility.
• Digitally aware, with a strong understanding of Human Resources Information Systems (HRIS), people analytics, and automated payroll/performance platforms.

Application Closing Date
Not Specified.

How to Apply
Interested and qualified candidates should:
Click here to apply online