Head of Talent Management & Development

About the Organization

Inkomoko helps entrepreneurs strengthen their businesses so they can raise incomes, generate employment, and support healthier communities. Established in 2012, the organization has supported more than 100,000 entrepreneurs, including many refugee entrepreneurs, through training, consulting, access to finance, and market systems change. It is also the largest investor to refugee entrepreneurs in Africa.

By 2025, Inkomoko had been recognized by the Financial Times as Africa’s 8th fastest-growing company. The organization operates across East and Central Africa with 800+ employees in 50 offices across Chad, Ethiopia, Kenya, Rwanda, and South Sudan. Its 2030 plan includes expansion into three more countries, reaching over 550,000 entrepreneurs, and scaling a $30M loan fund to improve 7 million lives.

Values

• Purpose: focus on practical solutions, deliver excellent work, and aim for global standards.
• Achievement: stretch beyond current limits and aim higher.
• Improvement: stay humble and keep learning through honest, constructive feedback.
• Bravery: take thoughtful risks, create psychological safety, and act with compassion and inclusion.
• We Eat Goat: celebrate wins and stand by one another through difficult moments, in the spirit of togetherness.

Role Overview

The Head of Talent Management & Development will shape, govern, and continuously strengthen the organization’s talent strategy across all countries. This position will focus on leadership capability, succession readiness, employee development, and overall organizational effectiveness. Acting as a Center of Excellence, the role will create frameworks, programmes, and standards while supporting Country People & Culture teams and business leaders to apply them consistently.

Key Responsibilities

Talent management and succession

• Build and run talent review and calibration processes.
• Create and roll out succession planning frameworks for executive, leadership, and critical positions.
• Develop approaches to identify, assess, and grow high-potential employees across the business.
• Design and oversee talent acceleration and leadership programmes.
• Support internal mobility initiatives that improve career growth and better use existing talent.
• Track bench strength, succession readiness, and key talent risks.
• Work with senior leaders to close capability and succession gaps early.
• Lead high-level talent discussions with the Executive Leadership team and recommend actions.

Leadership and capability development

• Define and implement the leadership development strategy.
• Set up leadership academies and role-specific capability academies aligned to organizational priorities.
• Create executive development programmes, fast-track leadership pathways, and future leader pipelines.
• Build coaching, mentoring, and peer-learning structures.
• Develop programmes that strengthen people leaders.
• Partner with senior leaders to improve leadership effectiveness, accountability, and culture.
• Assess the impact of leadership initiatives.

Learning and career development

• Design and execute the organization’s learning and development strategy.
• Create curriculum structures and learning plans.
• Work with business leaders to establish functional academies and technical capability programmes.
• Develop career pathways, growth journeys, and professional development frameworks for different employee groups.
• Encourage continuous learning, curiosity, innovation, and self-development in line with the value of Improvement.
• Measure learning outcomes and refine programmes based on business results.

Competency and organizational capability

• Develop and maintain the competency framework.
• Ensure competencies are used in recruitment, onboarding, performance management, learning, succession, and promotions.
• Carry out capability assessments to identify strengths and gaps.
• Create capability-building plans that support current and future priorities.

Talent centre of excellence leadership

• Create talent policies, standards, governance mechanisms, tools, and frameworks.
• Ensure talent initiatives are implemented consistently across all countries.
• Build the capacity of Country People & Culture teams to deliver talent programmes effectively.
• Prepare playbooks, toolkits, and resources for scalable talent practices.
• Offer expert advisory support to leadership teams on talent matters.

Talent analytics and workforce insights

• Build dashboards and metrics for talent and workforce capability.
• Monitor succession readiness, learning effectiveness, internal mobility, and leadership pipeline health.

Requirements

• A bachelor’s degree in HR, Organizational Development, Psychology, Business Administration, or a related discipline.
• 8 to 12 years of experience in Talent Management, Learning & Development, Leadership Development, or Organizational Development.
• Proven experience creating enterprise-wide talent programmes in multi-country environments.
• Strong stakeholder management ability.
• Excellent communication and presentation skills.
• Prior experience working within a Centre of Excellence model is an added advantage.

Competencies

• Uses data and insights to improve experiences for clients and team members.
• Adjusts quickly to changing needs and tailors approaches to context.
• Looks ahead and develops better ways to drive success through innovation and external opportunities.
• Applies technical expertise to coach and guide staff toward strong performance.

Benefits

• Competitive pay plus the possibility of a performance-based bonus.
• A strong mission-driven culture with room for learning and career growth.
• A diverse regional team and policies that support equity and inclusion.
• The opportunity to create meaningful social impact in the community.
• Health insurance for the employee and family.
• Staff savings and provident fund, plus negotiated bank rates for long-term employees.
• Generous annual leave, parental leave, and sabbatical options.

Additional Information

Inkomoko is an equal opportunity employer and uses affirmative action principles. Refugees, women, and candidates from the communities it serves are strongly encouraged to apply.

Shortlisted applicants only will be contacted. Employment is subject to successful background checks and other verification requirements. Final offers depend on satisfactory references and screening.

The organization takes part in the Inter Agency Misconduct Disclosure Scheme and may request information from previous employers about any findings related to sexual misconduct, fraud, or abuse. By applying, candidates confirm that they understand and accept these recruitment procedures.