Background

The position Holder will lead the design, governance, and continuous improvement of Inkomoko’s talent management and development strategies that strengthen leadership capability, succession readiness, employee growth, and organizational effectiveness across all countries.

Operating as a Center of Excellence, the role develops talent frameworks, programmes, and standards while enabling country People & Culture teams and business leaders to execute effectively and consistently.

Key Responsibilities:

Talent Management & Succession

• Design and execute Inkomoko’s talent review and calibration processes.
• Develop and implement succession planning frameworks for executive, leadership, and critical roles.
• Establish methodologies to identify, assess, and develop high-potential talent across the organization.
• Design and manage talent acceleration and leader programmes.
• Drive internal mobility strategies to maximize talent utilization and career growth opportunities.
• Monitor organizational bench strength, succession readiness, and critical talent risks.
• Partner with senior leaders to proactively address workforce capability and succession gaps.
• Lead strategic talent discussions with Executive Leadership and provide recommendations.

Leadership & Capability Development

• Develop and implement Inkomoko’s leadership development strategy.
• Establish leadership academies and functional capability academies aligned with organizational priorities.
• Design executive development programmes, accelerated leadership pathways, and future leader pipelines.
• Build structured coaching, mentoring, and peer-learning programmes.
• Develop people leader capability programmes.
• Partner with senior leaders to strengthen leadership effectiveness, accountability, and organizational culture.
• Evaluate leadership programme impact

Learning & Career Development

• Develop and implement the organization’s learning and development strategy.
• Create learning and curriculum frameworks as well as learning plans.
• Partner with business leaders to develop functional academies and technical capability programmes.
• Design career pathways, development journeys, and professional growth frameworks for all employee segments.
• Drive a culture of continuous learning, curiosity, innovation, and self-development in line with Inkomoko’s value of Improvement.
• Measure learning effectiveness and continuously improve learning programmes based on business impact.

Competency & Organizational Capability

• Develop, maintain Inkomoko’s competency framework.
• Ensure competencies are embedded across recruitment, onboarding, performance management, learning, succession planning, and promotion decisions.
• Conduct capability assessments to identify organizational strengths and capability gaps.
• Develop capability-building strategies that support current and future business priorities.

Talent Centre of Excellence Leadership

• Develop talent policies, standards, governance, tools, and frameworks.
• Ensure consistent implementation of talent programmes across all countries.
• Build capability within Country People & Culture teams to effectively implement talent initiatives.
• Develop playbooks, toolkits, and resources that enable scalable talent practices.
• Provide expert talent advisory support to leadership teams.

Talent Analytics & Workforce Insights

• Develop talent dashboards and workforce capability metrics.
• Track succession readiness, learning effectiveness, internal mobility, and leadership pipeline health.

Requirements

• Bachelor’s degree in HR, Organizational Development, Psychology, Business Administration, or related field.
• 8–12 years of experience in Talent Management, Learning & Development, Leadership Development, or Organizational Development.
• Experience designing enterprise-wide talent programmes in multi-country organizations.
• Stakeholder management
• Excellent communication and presentation skills
• Experience operating within a Center of Excellence model preferred.

• Design and execute Inkomoko’s talent review and calibration processes.
• Develop and implement succession planning frameworks for executive, leadership, and critical roles.
• Establish methodologies to identify, assess, and develop high-potential talent across the organization.
• Design and manage talent acceleration and leader programmes.
• Drive internal mobility strategies to maximize talent utilization and career growth opportunities.
• Monitor organizational bench strength, succession readiness, and critical talent risks.
• Partner with senior leaders to proactively address workforce capability and succession gaps.
• Lead strategic talent discussions with Executive Leadership and provide recommendations.
• Develop and implement Inkomoko’s leadership development strategy.
• Establish leadership academies and functional capability academies aligned with organizational priorities.
• Design executive development programmes, accelerated leadership pathways, and future leader pipelines.
• Build structured coaching, mentoring, and peer-learning programmes.
• Develop people leader capability programmes.
• Partner with senior leaders to strengthen leadership effectiveness, accountability, and organizational culture.
• Evaluate leadership programme impact
• Develop and implement the organization’s learning and development strategy.
• Create learning and curriculum frameworks as well as learning plans.
• Partner with business leaders to develop functional academies and technical capability programmes.
• Design career pathways, development journeys, and professional growth frameworks for all employee segments.
• Drive a culture of continuous learning, curiosity, innovation, and self-development in line with Inkomoko’s value of Improvement.
• Measure learning effectiveness and continuously improve learning programmes based on business impact.
• Develop, maintain Inkomoko’s competency framework.
• Ensure competencies are embedded across recruitment, onboarding, performance management, learning, succession planning, and promotion decisions.
• Conduct capability assessments to identify organizational strengths and capability gaps.
• Develop capability-building strategies that support current and future business priorities.
• Develop talent policies, standards, governance, tools, and frameworks.
• Ensure consistent implementation of talent programmes across all countries.
• Build capability within Country People & Culture teams to effectively implement talent initiatives.
• Develop playbooks, toolkits, and resources that enable scalable talent practices.
• Provide expert talent advisory support to leadership teams.
• Develop talent dashboards and workforce capability metrics.
• Track succession readiness, learning effectiveness, internal mobility, and leadership pipeline health.

• Stakeholder management
• Excellent communication and presentation skills

• Bachelor’s degree in HR, Organizational Development, Psychology, Business Administration, or related field.
• Experience designing enterprise-wide talent programmes in multi-country organizations.
• Experience operating within a Center of Excellence model preferred.