Talent Principal & Head of Performance
Location: CBD, Abuja (FCT)
Employment Type: Full-time
Industry: Investment, Energy, NGO, Hospitality, Agriculture
The Opportunity
- We are seeking a strategic HR leader who combines commercial thinking with operational excellence. As the Head of People & Performance, you will lead the design and implementation of the organization's talent architecture, spanning executive hiring and performance management, compensation strategy, and leadership development.
- You will work directly with executive leadership to ensure that every people-related decision strengthens the organisation's long-term growth and institutional excellence.
- This is a role for someone who enjoys building from the ground up and is comfortable making high-impact decisions.
Key Responsibilities
Executive Recruitment & Talent Acquisition:
- Lead end-to-end recruitment for senior leadership and critical business roles.
- Design competency-based assessment processes, interview frameworks, and evaluation tools.
- Build and maintain a strong pipeline of executive and emerging talent.
- Conduct comprehensive reference and background checks before appointments.
Performance Management:
- Design and implement evidence-based performance management frameworks.
- Establish measurable KPIs across leadership teams.
- Lead monthly performance reviews and accountability sessions.
- Coach senior leaders to improve execution and business results.
- Recommend performance improvement plans and, where necessary, manage structured performance exits.
Compensation & Rewards:
- Develop compensation structures, salary bands, incentive schemes, and performance-based reward systems.
- Benchmark remuneration against industry standards.
- Ensure compensation governance and consistency across the organization.
Leadership Development & Talent Pipeline:
- Build graduate and early-career talent programmes.
- Develop leadership competency frameworks.
- Partner with universities and professional institutions to strengthen the talent pipeline.
- Drive succession planning and leadership development initiatives.
People Governance:
- Produce executive-level people reports covering workforce metrics, recruitment performance, succession planning, and organizational health.
- Ensure HR policies and processes support business growth and operational excellence.
Requirements
- Minimum of 5 years' progressive experience in Human Resources, Talent Management, Performance Management, Rewards, or Organizational Development.
- Experience in industries such as banking, consulting, FMCG, private equity, development finance, or other high-performance environments.
- Experience supporting multiple business units or subsidiaries is an advantage.
- Strong understanding of the Nigerian talent market.
- Excellent leadership, communication, coaching, and stakeholder management skills.
- Strong analytical and problem-solving capabilities.
Remuneration
- From N700,000.00 Minimum (+ Incentives)
- Confirmation Bonus:₦500,000
- Quarterly Performance Bonus:Up to ₦300,000 based on agreed performance metrics
Application Closing Date
19th July, 2026.
How to Apply
Interested and qualified candidates should send an updated copy of their CV to: recruitment@santusconsulting.com using the Job Title as the subject of the email.
Important Information and Notice
Please read carefully:
- In the body of your mail, please respond to these application Question(s):
- Do you have a proven record of hiring high-performing senior executives?
- Do you have experience designing and implementing performance management systems?
- Tell us about a time when you successfully managed senior employee performance and organzational change.
- Have you handled compensation strategy and rewards design?
- Do you consider yourself confident enough to influence senior stakeholders and drive accountability?
- Do you think you have the ability to build systems that scale with business growth?
- Describe a senior executive whose performance you managed through to a formal exit. What was the evidence at each stage of the process, how long did it take from identification to exit, and what would you do differently today?
- If you have not personally managed a senior exit end-to-end, do not apply.