Manager/ Talent & Career Management at MTN Ghana

• 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

• Telecommunications, Technology and Platform business.
• Multi regulated environment & subsidiary businesses
• Environmental, social and governance prioritized
• Multi resourcing options, matrix, projectized and evolving new ways of working
• Regionalization structure implication
• Localization a key objective for business and government
• Multinational environment - HR Group best practices
• Unionized environment
• Performance driven environment
• Diverse cultural environment
• Partnerships

• 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 DevelopmentPartner 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

• Minimum of a First Degree in HR/ Psychology/ Social Science or a related field of study.
• Professional HR certification is a plus
• Experience Minimum 6-8 years' HR experience, with at least 3 years in talent, learning, or organisational development or equivalent role
• Proven experience supporting leaders in a complex or matrixed organisation.
• Appreciation of function role requirements
• Experience of executing Talent Management strategy in line with business needs

• Telecommunications, Technology and Platform business appreciation and knowledge
• Organisation development
• An up to date understanding of present and future employment legislation
• Strong Communication and presentation Skills (verbal and written)
• Strong knowledge of the Ghana Labour Act
• Stakeholder Management
• Project Management
• Good knowledge of People analytics and workforce insights
• Emerging Talent Management trends
• Talent and career management frameworks
• Succession planning and leadership development
• Performance management systems

• Lead with Care, Collaborate with Agility, Serve with Respect, Can Do with Integrity, Act with Inclusion, COS

• Complete Candor, Complete Accountability, Active Collaboration & Get it done.

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