Job Purpose:The Manager Talent & Capability Development is responsible for supporting the development, deployment and and sustainment of NBO’s internal talent pipeline and organizational capability frameworks. The role leads four critical workstreams: the Succession Planning Framework, the Mentoring Program, the Professional Certification Framework and PIP Learning Pathways. Beyond these frameworks, the postholder drives leadership pathways that develop bench strength across the Bank, designs capability development pathways aligned to NBO’s strategy, and ensures every structured development intervention translates into measurable organizational performance.Key Tasks and Duties:Support operationalizing of NBO’s Succession Planning Framework end-to-end — from talent identification and 9-box calibration through development action planning, readiness tracking, and EXCO reporting.Facilitate annual talent review cycles in partnership with HR Business Partners and business unit heads, ensuring rigorous, evidence-based high-potential identification.Build and maintain leadership development pathways that create a deep bench of successors for critical roles across NBO.Design capability development pathways aligned to NBO’s strategy, mapping skill requirements to role families and ensuring development interventions are sequenced, measurable, and business relevant.Embed coaching and mentoring culture across NBO by equipping line managers and senior leaders with the skills, confidence, and frameworks to develop their teams on a day-to-day basis.Lead the coordination of PIP Learning Pathways, working closely with Employee Relations and Line Managers to ensure every intervention is timely, structured, and delivered to the standard required. Maintain and evolve the Business Education Policy, ensuring all externally sponsored professional development investments are governed consistently, equitably, and in alignment with NBO’s strategic workforce priorities.Champion a culture of continuous learning to connect individual growth to organizational performance. Act as a trusted advisor to HR Business Partners and business unit heads on all talent, capability, and development matters, ensuring interventions are embedded within business planning and performance cycles.
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