As Nigeria's labour market contends with significant skills mismatches, high youth unemployment, and relentless technological advancement, human resources (HR) strategies in 2026 will be overwhelmingly focused on reskilling and upskilling initiatives. This shift is critical for organisations aiming to thrive amid economic uncertainty and digital transformation.
Navigating AI and Human Potential in the Workplace
The widespread adoption of artificial intelligence (AI) is reshaping recruitment, learning, and performance management across Nigerian businesses. However, industry leaders emphasise that human judgment, adaptability, and creativity will remain irreplaceable. The central challenge for organisations will be balancing technological integration with substantial investment in their people.
Phillippa O’Connor, Chief People Officer at PwC, highlighted the need to build AI literacy alongside human capability. "This is an investment in confidence as much as capability. In a fast-changing environment, people need to feel confident that they can build meaningful and sustainable careers," she stated. O’Connor advised that embedding learning into daily work and effectively mapping workforce skills can help Nigerian employers identify talent gaps and unlock underutilised potential internally.
Rethinking Talent Acquisition and Mobility
With persistent skills shortages, HR experts urge a strategic pivot in how talent is sourced and developed. Iñigo Capell, a human resources officer at Radisson Hotel Group, called on Nigerian HR leaders to take more calculated risks on internal talent. "In markets where skills are scarce, organisations need to focus on potential, not just experience. Lateral moves and internal mobility can unlock talent that already exists within the organisation," Capell explained.
He also stressed the importance of structured mentoring programmes, particularly for supporting women's career progression, noting that visible leadership commitment is key to fostering an inclusive corporate culture.
Addressing Nigeria's high rates of economic inactivity and underemployment, Amanda Vaughan, Head of HR at AXA, said organisations must build strategic agility. This involves prioritising reskilling, widening talent pools, and creating attractive work environments for diverse groups, including youth, women, and professionals returning to work. "Employees need clarity about how their roles connect to organisational strategy. When people understand the 'why' behind change, they are more likely to engage and adapt," Vaughan added.
Leadership, Purpose, and the Future of Work in Nigeria
Ahmed Gobir, President of the Chartered Institute of Personnel Management of Nigeria (CIPM), asserted that the future of work in Nigeria will be defined by leadership choices that prioritise people, not just technology. "The future will not reward the strongest or the smartest, but those brave enough to stay human in a digital world," Gobir said. He warned that Nigeria is at a defining moment, where current leadership decisions will determine whether the country becomes a global talent hub or falls behind in innovation and productivity.
Kelly Tucker, founder and Managing Director of HR Star, identified key trends for 2026. She noted that Nigerian organisations placing humanity and purpose at the core of work will better retain talent amidst rising emigration and competition. "Employees are increasingly clear about what they want – meaningful work, fairness, flexibility, and recognition as individuals, not just as resources," Tucker said.
She predicted that AI's role would evolve from a novelty to essential infrastructure, freeing HR teams to focus on coaching and engagement. Tucker also highlighted that hybrid work models will mature, shifting focus from physical location to ensuring belonging and equal opportunity, with outcomes-based performance replacing mere presenteeism.
Ultimately, experts agree that as Nigeria's economy evolves, deliberate investment in reskilling, upskilling, and employee wellbeing is non-negotiable for building a resilient workforce capable of driving sustainable national growth.
