Head, People & Organizational Development

Job Summary

The Head, People & Organizational development leads the Group’s enterprise agenda for performance, learning, organization design, career growth, and graduate development turning business strategy into a practical capability roadmap that aligns structure, culture, skills, and leadership. Orchestrates cross-entity initiatives, governance, and analytics to build a scalable operating model, deepen leadership bench strength, and accelerate internal mobility. Elevates employee experience and business outcomes by embedding continuous performance practices, targeted development pathways, and data-driven decisions that improve speed, accountability, and readiness for growth across ARM

Job Details

KEY RESPONSIBILITIES

Strategy & Governance

● Define the OD strategy that connects business priorities to operating model,

capability, and culture outcomes; establish governance, policies, and success

measures.

● Partner with Executive and Business Heads to sequence change portfolios

(structure, skills, systems, culture) using evidence-based OD methods and

change management principles.

● Own OD/L&D/performance budgets and vendor governance; ensure

compliance with Group standards.

Organization Design

● Lead enterprise and business-unit design reviews (spans & layers, roles, capacity) to improve speed, accountability, and cost-to-serve, guide transitions and

stabilization.

● Maintain Group organization design principles, job architecture, and

decision-rights frameworks; run periodic health checks using structural metrics

and engagement data.

Performance Management

● Own the Group performance philosophy, frameworks, cycles, and calibration

mechanisms; drive fair, consistent goal-setting, reviews, and consequence

management.

● Embed continuous performance practices (quality conversations, feedback,

coaching) and analytics to improve impact, not just process adherence.

● Lead annual talent and succession reviews (9-box, risk/ready-now assessment)

tied to development and mobility actions.

Learning & Leadership Development

● Set the enterprise learning strategy, capability framework, and curricula; prioritize critical skills for today and the future, leveraging a skills taxonomy for consistent

decisions across HR.

● Oversee leadership development architecture (emerging leaders to senior

leaders), including assessment, programs, and coaching; track ROI and behavior

change.

● Own the learning technology ecosystem (LMS/LXP) and ensure quality standards for content, delivery, and measurement

Career Management & Mobility

● Design career pathways, job families, and capability levels; provide tools (career

maps, role profiles) and enable managers/employees to navigate growth

opportunities.

● Build internal mobility programs, job rotations, and short-term assignments; codify best practices and guardrails for rotations.

Graduate & Early-Career Programs

● Own the Group’s graduate strategy: workforce demand planning, university

partnerships, selection, onboarding, structured rotations, mentoring, and

certification.

● Define program success metrics (conversion, performance, retention,

time-to-productive) and drive continuous improvement.

Culture, Inclusion & Change Enablement

● Partner with Communications and HRBPs to reinforce desired culture and

inclusion behaviors through leadership role-modeling, rituals, and recognition.

● Equip leaders and change agents with practical toolkits (stakeholder mapping,

impact assessment, adoption metrics) for smoother transformations.

Data, Insights & Reporting

● Define and track OD/L&D KPIs (participation, capability uplift, skills coverage,

internal fill, bench strength, performance distribution, program ROI)

● Use people analytics to identify structural and skills bottlenecks; run experiments and A/B tests to improve adoption and outcomes.

Requirements

COMPETENCIES, SKILLS & ABILITIES

● Enterprise mindset with strong consulting toolkit; adept at diagnosing

organizational issues and designing pragmatic, staged solutions.

● Expertise in organization design, performance management, learning strategy,

leadership development, and career frameworks.

● Advanced stakeholder management and facilitation; able to influence senior

leaders and coach managers.

● Strong analytical orientation; comfortable with metrics, experimentation, and

platforms (LMS/LXP, performance systems, survey/analytics tools).

● Program management excellence; vendor selection and governance

experience.

● Inclusive leadership with a track record of building high-performing teams.

PERFORMANCE EXPECTATIONS

● Operating Model Impact: Measurable improvements in spans/layers simplicity,

decision speed, and role clarity post-design. (Spans/layers improvements reduce

layers.

● Performance Enablement: Improved quality of goals/feedback, calibration

integrity, and differentiation; uplift in enterprise performance metrics.

● Capability Uplift: Defined critical skills, increased skills coverage, and higher

internal fill rates for key roles. (Skills-based practices per Bersin.

● Leadership Pipeline: Stronger succession depth and readiness; improved

conversion from programs to roles.

● Change Adoption: Demonstrable adoption rates for major initiatives (methods,

tooling, ways of working).

QUALIFICATION & EXPERIENCE

● Educational Requirements

Bachelor’s degree in human resources, Organizational Psychology, Business

Administration, or related field; master’s degree preferred.

● Professional Requirements

Relevant professional certification (e.g., CIPD, CIPM, SHRM); OD/OE, L&D, or

change-management certifications are an advantage. (CIPD/SHRM domain

relevance)

 Experience Requirements

8–10 years’ progressive experience across OD, L&D, performance management,

and/or talent management in large organizations or top-tier consulting, with at

least 3 years in leadership delivering enterprise-scale change.

● Proven experience standing up graduate or early-career programs, leading

organization design initiatives, and implementing performance frameworks at

scale. (Aligned to ARM’s experience range and leadership emphasis in the

template

About Company

ARM Holding Company Limited

https://arm.seamlesshiring.com

Asset & Resource Management Company Limited (ARM) was founded in 1994 as an asset management firm.We provide a broad range of unique wealth creation services by offering traditional asset management services as well as alternative investments through our private funds business. ARM currently manages total assets of circa N540 billion. Over the last twenty years, we have built a strong reputation both locally and internationally through in-depth, high-quality research, investment management expertise, and value-adding products and services. Our clients range from corporations to private and public institutions and include high net-worth investors and small savers.

How to apply

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