Phillips Consulting Limited

Senior Manager – Lead – People Support, Talent, Operations, Capability

Phillips Consulting Limited

full-time

Posted on:

Location Type: Hybrid

Location: Lagos • Nigeria

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Job Level

Senior

About the role

  • **Role Purpose**
  • The Senior Manager – People Support will serve as the operational and cultural anchor of pcl.’s people ecosystem during the transition to the 2026 model.
  • This role leads across three core areas:
  • · **Talent & Culture**
  • **· People Operations, HR Tech & People Analytics**
  • **· Learning, Leadership & Organisational Capability**
  • The role ensures that pcl.’s workforce strategy, performance discipline, learning architecture and people systems actively enable delivery across the Transformation, Capability & Learning, Client Market and Digital Engines.
  • **This is not an administrative HR role. It is a performance-enabling, culture-shaping, execution-support role that strengthens leadership capability, workforce discipline and organisational coherence.**
  • Initially, the role will operate across all three areas. As the function scales, specialisation may occur.
  • 1. **Talent & Culture Leadership**
  • · Lead structured performance routines across the firm (goal-setting, quarterly reviews, feedback cycles).
  • · Ensure all consultants have defined role clarity, growth expectations and performance documentation.
  • · Reinforce pcl.’s ways of working and behavioural standards during the operating model transition.
  • · Identify and address early signs of team health issues, burnout or misalignment.
  • · Coach Managing Consultants and Senior Consultants on delegation, leadership behaviours and team management.
  • · Provide structured evidence and calibration inputs for progression and reward decisions.
  • · Support hiring processes aligned to Engine/Pillar capability needs.
  • · Strengthen onboarding processes to reinforce identity: “who a pcl. person is.”
  • · Support retention actions through structured check-ins and issue resolution.
  • 2. People Operations, HR Tech & People Analytics
  • · Execute performance, promotion and appraisal cycles with discipline and documentation quality.
  • · Ensure accurate role definitions, reporting lines and progression pathways are reflected in people systems.
  • · Support implementation and adoption of HR tech tools and workflow automation.
  • · Maintain data integrity across people systems (role data, utilisation signals, skills tagging, team allocation).
  • · Use people analytics outputs to flag workload, engagement and capacity risks.
  • · Provide structured people insights to Chiefs and Partners for workforce planning decisions.
  • · Support workforce planning aligned to pipeline forecasts and strategic priorities.
  • · Escalate employee relations and wellbeing risks early and appropriately.
  • · Ensure compliance with internal governance and statutory people requirements.
  • · Embed consistent documentation standards across teams.
  • 3. Learning, Leadership & Organisational Capability
  • · Lead internal learning cohorts aligned to consulting capability and digital enablement priorities.
  • · Ensure internal learning aligns with live delivery needs (3×3 model, transformation methodologies, digital adoption).
  • · Promote consistent playbook usage and knowledge reuse across the firm.
  • · Support skills tagging and capability assessment processes.
  • · Track learning impact and engagement metrics; recommend improvements.
  • · Coach consultants on development plans aligned to role expectations and future skills.
  • · Support leadership capability development across levels (Leading Self, Leading Others, Leading the Business).
  • · Embed capability uplift as a structured part of performance cycles.
  • · Strengthen succession planning inputs in partnership with Chiefs and Partners.
  • 4. Workforce Strategy & Organisational Alignment
  • · Support firm-wide workforce planning aligned to the Client Market Engine pipeline.
  • · Identify capability gaps across Transformation, Capability & Learning, and Digital Engines.
  • · Support hiring and associate ecosystem decisions.
  • · Provide structured insight into deployment imbalances and productivity risks.
  • · Ensure clarity of authority, reporting and role boundaries during transition.
  • · Reinforce alignment between People, Finance and Operations to support delivery discipline.
  • 5. **Leadership & Advisory Contribution**
  • · Act as a trusted internal advisor to Engine and Pillar leads on people risk and capability readiness.
  • · Influence performance discipline without creating bureaucracy.
  • · Support structured conversations around underperformance and accountability.
  • · Provide evidence-based people insights for leadership decision-making.
  • · Contribute to strengthening a performance culture rather than policy-driven compliance.
  • · Balance empathy and standards — protecting both delivery quality and human sustainability.
  • **Success Measures**
  • T**alent & Culture**
  • 1. 100% completion of performance and appraisal cycles with high documentation quality.
  • 2. Clear differentiation in performance outcomes and progression decisions.
  • 3. Reduction in unmanaged burnout or silent disengagement risks.
  • 4. Stronger leadership behaviour scores in internal feedback.
  • **People Operations & Analytics**
  • 1. Accurate and up-to-date role data and reporting structures across all engines.
  • 2. Workforce planning insights regularly used in leadership forums.
  • 3. Reduction in performance-cycle slippage or documentation gaps.
  • 4. Increased adoption of HR tech and self-service workflows.
  • **Learning & Capability**
  • 1. Internal learning programmes aligned to live client needs.
  • 2. Increased consultant participation in capability uplift programmes.
  • 3. Clear linkage between development plans and role progression.
  • 4. Documented improvement in skill tagging and capability visibility.
  • **Organisational Impact**
  • 1. Improved clarity of accountability across the firm.
  • 2. Stronger retention of high-performing consultants.
  • 3. Reduced dependency on Chiefs/Partners for routine people management.
  • 4. Recognition of the People Support function as a performance enabler.

Requirements

  • **Experience & Skills Required**
  • · 8–12 years’ experience in talent management, people operations, organisational development or HR leadership within professional services or consulting.
  • · Strong understanding of consulting operating models and utilisation dynamics.
  • · Experience running structured performance management cycles.
  • · Exposure to HR tech systems and people analytics dashboards.
  • · Demonstrated ability to coach mid-level leaders.
  • · Strong documentation and governance discipline.
  • · Analytical mindset with ability to translate data into insight.
  • · Strong stakeholder management skills across senior leadership levels.
  • · Ability to balance culture-building with performance accountability.
  • · Experience operating in high-growth or transformation environments preferred.
Applicant Tracking System Keywords

Tip: use these terms in your resume and cover letter to boost ATS matches.

Hard Skills & Tools
talent managementpeople operationsorganisational developmentperformance management cyclesHR tech systemspeople analyticsdata analysisdocumentation standardsworkforce planningcapability assessment
Soft Skills
coachingstakeholder managementleadershipperformance accountabilityculture-buildinganalytical mindsetcommunicationempathyteam managementissue resolution