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Talent Identification and Acquisition Manager at Ikeja Electric

--Powermax General Electrical Merchants Ltd--

Job Description

Ikeja Electric Plc, is Nigeria’s largest power distribution network powers lives and  businesses with innovation and unwavering drive for excellence. The company began its new phase of growth and expansion on November 1st, 2013 following the handover of the defunct Power Holding Company Of Nigeria (PHCN) to NEDC/ KEPCO Consortium under the privatization scheme of the Federal Government of Nigeria.

The consortium has the Korean Electric Power Corporation (KEPCO) which generates about 84,000MW in capacity and has a global efficiency record of a maximum down time period of slightly above three minutes annually as technical partners.

This partnership has positioned IE to effectively drive its commitment to deliver efficient and sustainable power supply through investments in new technology, infrastructure upgrade and human capital development.

Ikeja Electric has over 1,000,000 customers who the company is committed to serve with a New Spirit, New Drive and New Energy. This resolve continues to elicit a passion for service excellence and new thinking on how to empower lives and businesses across the IE network.

We are  recruiting to fill the position below:


 Job Title: Talent Identification and Acquisition Manager 

TrainManagers

Location: Lagos

Employment Type: Full-time

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

Job Industry

HR consulting, Recruitment & Talent Acquisition

Job Salary Currency

Job Salary Fixed

No

Key Deliverables

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.

Essential Qualities

Essential Qualities
  • 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.

Application Process

Interested and qualified candidates should:

Click here to apply online

Close Date

30/10/2026

Apply Now!