Manager, Talent and Career Management

Job Description

To design, implement, and continuously improve talent and career management frameworks that ensure the organisation has a sustainable pipeline of capable, engaged, and future-ready talent aligned to business strategy. Design and implement talent development frameworks aligned to performance and capability needs. Partner with Learning teams to deliver skills development, reskilling, and upskilling initiatives. Coach and support line managers in identifying development needs and building employee capability. Embed mentoring, coaching, and experiential learning approaches across the organisation. Monitor effectiveness of development interventions and recommend continuous improvements. Manage targeted development programs effectively (Graduate programs, Diversity programs etc.). Design and maintain clear career pathways, and talent development standards. Enable employees to define and pursue career goals through career planning tools and frameworks. Promote internal mobility, job rotations, and career moves aligned to skills and business needs. Educate managers and employees on career management practices and responsibilities. Contribute to employer branding efforts by ensuring talent management practices (development, mobility, performance culture) strengthen the internal employee experience and authentically reflect MTN Ghana’s values and EVP. Collaborate with Talent Acquisition (HR Operations), Internal Communications, Corporate Communications, and Marketing to ensure consistent alignment between talent insights and employer brand messaging. Provide talent-related content, success stories, and employee experience insights to support internal and external EVP communication. Support MTN Ghana’s representation at career fairs, campus engagements, and professional platforms as required, ensuring alignment with talent development and career growth narratives. Share data and insights on employee experience, mobility, and development to strengthen employer brand reporting and inform improvements led by the primary owner functions (TA, Internal Comms & Marketing).

Succession and Key Talent Development

Partner with the Organisational Development (OD) team to support the succession planning program by providing talent development perspectives, data, and insights. Translate successor identification outcomes into structured, role-specific development plans for identified successors and key talent employees. Design, coordinate, and monitor development interventions (e.g. targeted learning, mentoring, coaching, stretch assignments) to build readiness for future roles. Track successor readiness, development progress, and pipeline depth, and provide regular updates to OD, HRBPs and leadership forums (e.g. ExCom Succession Board, Functional Leadership, MTN Group). Advise line managers and leaders on development actions required to close readiness gaps and strengthen succession pipelines. Use talent insights to identify talent risks and recommend targeted interventions. Promote a culture of continuous learning, growth, and innovation. Support initiatives that encourage employee voice, idea generation, and innovation. Embed talent management practices that reinforce a positive, inclusive, and high-performance culture. Analyse workforce and talent data to inform strategic decision-making. Develop dashboards and reports on talent trends, risks, and outcomes. Use insights to recommend proactive talent and capability interventions. Support evidence-based talent discussions at leadership and governance forums. Continuously refine talent strategies based on data, business needs, and external trends.

How to Apply

Interested and qualified applicants should send their Curriculum Vitae to