In the competitive landscape of global business, the cultivation of a skilled and agile workforce stands as a paramount driver of sustained success, particularly for multinational corporations operating across diverse and dynamic markets. Coca-Cola Kwanza, a vital subsidiary of Coca-Cola Beverages Africa (CCBA), is reinforcing its commitment to this principle by announcing a search for a Country Lead for Talent & Learning based in Dar Es Salaam, Tanzania. This permanent, senior-level position within the People and Culture department represents a critical investment in the company’s human capital. The role is positioned within the operational context of CCBA, the eighth-largest Coca-Cola bottler in the world by revenue and the largest on the African continent. With a network spanning 14 countries, over 14,000 employees, and more than 800,000 customers, the new lead will be tasked with shaping the talent strategy for a significant part of this vast and influential enterprise, reporting directly to the People and Culture Director.
A Strategic Vision for Talent Development
The Country Lead position transcends the boundaries of traditional human resources management, establishing itself as a strategic partnership with the senior business leadership team. The core mandate is to architect and execute a holistic strategy designed to attract, nurture, and retain premier talent, ensuring that the organization’s human capabilities are in lockstep with its overarching commercial objectives. This involves the meticulous creation of a robust talent management ecosystem that encompasses impactful learning programs, streamlined talent acquisition processes, and forward-looking succession planning. A central theme of this strategic function is the cultivation of a high-performance culture, one that is deeply rooted in continuous learning, leadership development, and unwavering employee engagement. This cultural foundation is deemed essential for underpinning the company’s long-term growth trajectory and maintaining its competitive edge in the African market.
The ultimate objective for this role is to build sustainable organizational capability within the Tanzanian operation, creating a resilient and adaptable workforce that can navigate future challenges and seize emerging opportunities. The lead will be responsible for ensuring that talent management is not a siloed function but an integrated component of the business strategy. This involves weaving principles of talent development into every facet of the organization, from daily operations to long-range planning. By fostering an environment where employees are empowered to grow their skills and advance their careers, the role directly contributes to enhanced productivity, innovation, and morale. The successful execution of this vision will result in a strong leadership pipeline, reduced employee turnover, and a workforce that is fully equipped to deliver on the company’s ambitious goals for market leadership and operational excellence across the continent.
Forging Pathways for Growth and Performance
A primary responsibility of the Talent & Learning Lead is the acceleration of talent and the meticulous planning of succession to ensure leadership continuity. This involves designing and executing sophisticated development programs that are strategically aligned with the organization’s goals. A key task is the systematic identification of high-potential employees through a structured talent framework, followed by the creation of customized, long-term development plans for these individuals. This process is inherently collaborative, requiring close partnership with managers to provide targeted coaching and support for both performance improvement and career advancement discussions. Furthermore, the lead will manage the entire Learning and Development (L&D) lifecycle, beginning with comprehensive needs assessments conducted with stakeholders across the business to pinpoint critical skill and knowledge gaps. This analytical foundation informs the design of engaging learning programs that utilize a variety of modern instructional methods to cater to diverse learning styles.
Beyond program design, the role encompasses the comprehensive oversight of the company’s performance management framework and the enablement of organizational change. The lead will drive the annual cycle of goal setting, continuous feedback, and formal evaluations, ensuring fairness and consistency through rigorous calibration processes. A significant part of this duty involves analyzing performance data to identify trends, pinpoint areas for development, and maintain the integrity of performance metrics. The overarching goal is to foster a culture of continuous feedback and performance excellence. Concurrently, the lead will function as a key enabler of change management. This strategic responsibility involves developing and implementing comprehensive training plans that equip employees with the necessary skills and knowledge to navigate organizational transitions, ensuring the successful adoption of new projects and initiatives with minimal disruption.
Profile of the Ideal Candidate
The ideal candidate for this influential role is expected to possess a compelling combination of formal education and extensive professional experience. A mandatory requirement is a Bachelor’s degree in a relevant field such as Human Resources, Organizational Development, or Business Administration, which provides the foundational knowledge for the position. However, a Master’s degree is highly preferred, signaling the strategic depth and academic rigor required to excel. Relevant professional certifications in HR or Talent Development are considered a significant added advantage, further validating the candidate’s expertise. In terms of professional background, the position demands 8 to 10 years of proven, progressive experience in talent development, talent acquisition, and employer branding, ideally in a leadership capacity. This extensive experience should demonstrate a clear trajectory of increasing responsibility and success in shaping human capital strategies.
A successful leader in this capacity would have consistently demonstrated a specific set of core competencies and skills essential for navigating a complex corporate environment. Exceptional leadership and communication skills would have been paramount, particularly in the context of providing mentorship, coaching, and constructive performance feedback to both employees and managers. This individual would have possessed a proven ability to think strategically, drive tangible results, and adapt effectively in a fast-paced, dynamic industry. Furthermore, a strong capacity for building collaborative relationships with internal teams, external partners, and industry experts was crucial. Proficiency in data analysis and metrics tracking would have been essential for assessing program effectiveness and making informed, data-driven decisions. Ultimately, the role called for strong project management skills to manage multiple complex initiatives simultaneously and an innovative mindset to propose creative solutions to talent development challenges.
