ONUOHA EMEKA OBILOM ACIPM, ANIPR, MPA SEASONED HR MANAGER

Plot 76, Kubwa District Center Estate, Phase 4, Kubwa, Abuja. Phone: 080********; 080********; 080********• Email: ad3a9g@r.postjobfree.com https://www.linkedin.com/in/emeka-onuoha/0223

CAREER SUMMARY

HR COMPLIANCE ~ STRATEGIC HR ~ HR DEVELOPMENT- ADMINISTRATION Emeka is an experienced and high-performing Human Resources and Service Improvement leader with about 12 years of experience in a variety of sectors (NGO, Public, and private sectors). He has a passion for building systems and empowering people with ordinary potential to become high potential employees. He is confident in his ability to take on a trusted advisor role, collaborating with other organization leaders to identify HR business needs and consult on solutions. Emeka has demonstrated capability to promote diversity, equity, inclusion, and belonging and he is committed to personal growth and sustained team success. AREAS OF EXPERTISE

HR Operations & Compliance Performance Management Workforce Planning

Strategic HR Leadership & Mgt Facilitation, Communication & Presentation People Analytics

Talent Acquisition & Development

Organisational Learning &

Development

Diversity, Equity, Inclusion &

Belonging

Stakeholder Engagement &

Management

Compensation & Benefits Administration

Events Management

Onboarding & New Hire Programs

Employee Engagement

Safeguarding

Office Administration

Employee

Wellness/Assistance

Programmes

Policy Formulation &

Execution

Safety & Security

EXPERIENCE & NOTABLE CONTRIBUTIONS

CAINERGY INTERNATIONAL LIMITED

TEAM LEAD – HUMAN RESOURCES & ADMIN (November 2023 – To Date)

Led the review of the HR Manual to bring it up to date with current trends and practices

Designed the 2024 HR workplan

Created a new fixed asset register

Reviewed and improved the recruitment process and strategy to support the attraction of talent

Currently reviewing the compensation and benefits system

I have ensured the renewal and completing of already existing and new service level agreements with Vendors HEALTH SYSTEMS CONSULT LIMITED (HSCL) (ACCELERATING CONTROL OF THE HIV EPIDEMIC IN NIGERIA – ACE 3) HUMAN RESOURCES AND ADMINISTRATION MANAGER (August 2022, - July 2023)

STRATEGIC HR MANAGEMENT

I led a team of 5 employees to overhaul our compensation plan and developed a new one which has been instrumental in retaining most of our talent.

I led and coordinated a 3-man team of professionals that developed strategies on Talent Acquisition, employee lifecycle management, performance management, learning and development, and employee experience management.

For the first time in the history of the organization, I conducted a skill availability/gap survey and presented a report to management to consider the budget for employee reskilling and upskilling programmes.

I was able to support the Business Development team in securing a $600k grant to promote sustainable improvements in State Primary Healthcare systems in 10 states in Nigeria.

I monitored and reported on key people-related metrics, such as employee engagement, retention, and turnover, leveraging data to inform strategic decisions and drive continuous improvement.

I created a career progression chart to enable employees to understand our career path and show them how to meet the criteria to influence their promotion and development.

For the first time since the inception of the company, I conducted an organization-wide audit of the HR systems, providing solutions and an implementation strategy to birth the proposed vision.

I provided expert advice and coaching to managers, equipping them with the necessary leadership skills and supporting their professional development.

I worked with a USAID compensation consultant to harmonize our compensation plan across various projects.

I co-facilitated a weeklong retreat for our employees and used the same event to set a 5-year strategic plan for the firm.

Within the last 6 months, 40 employees had attended at least one training on an area of interest. I facilitated this programme following the completion of the 2022 performance assessment exercise.

I led the HR team during the audit exercise conducted by USAID appointed auditor and HR was given a clean bill of health.

I coordinated a team made up of 6 persons to review 10 company policies to reflect current business and economic realities.

I designed and recommended for use of the first learning and development needs assessment template to help document and track capacity-building plans for employees.

I collaborated with the Director of compliance to ensure that employees were abreast with provisions of the HR policy and provided clarity where it is required.

For the first time in the history of the company, I coordinated the performance evaluation of all employees, based on the outcome of the exercise, I recommended training, reward and recognition, and feedback to all stakeholders. RECRUITMENT & SELECTION

I reviewed 46 position descriptions within a space of 3months and got them all approved by management and the donor (USAID)

I developed the firm’s first recruitment tracker to enable HR to track the status of positions advertised in line with agreed recruitment lead times.

I managed the full recruitment lifecycle, from initial sourcing to offer negotiation and onboarding.

I eliminated advert costs by recommending the discontinuation of paid adverts via newspapers and adopted the use of websites, professional HR networks, and job sites.

I developed the firm’s first interviewing guidelines approved by management.

In collaboration with hiring managers, I designed annual staffing plans to cater to the firm’s workforce.

I have consistently deployed our social media handles to source for potential hires.

I collaborate with a Programs Manager to oversee our internship programme to build the firm’s talent pipeline.

I coordinate interviews, screenings, and assessments which lead to hiring.

Conducted training sessions on HR policies, performance management, and employee relations to enhance manager capabilities.

I developed a candidate experience survey to obtain feedback on our recruitment processes and use the same feedback to improve systems.

I coordinated an orientation programme for 40 new employees, and I have been following up with them since October 2022 to provide support and guidance while on probation.

I have stayed up to date with global trends and best practices to steadily improve sourcing and selection methodologies.

I conceptualized, recommended, planned, and executed the first organization-wide orientation programme for new hires and existing employees. Never had it been done before. OPERATIONAL HR MANAGEMENT

I am to make sure that operationally, HSCL functions in the most optimal manner.

I have been to improve timesheet submission compliance to 95% over the past 6 months.

Succeeded in convincing management to purchase an HRMS to improve our efficiency.

I review payroll to ensure correctness and in line with the organization’s compensation plan.

I prepare monthly people analytics reports for presentation during management meetings.

I remodelled the onboarding programme from a one-week activity to a 180-day process where HR conducts a check-in with new hires to understand how they are coping and areas we can provide support ADMINISTRATION

I worked with the Director of Compliance to develop current fleet management policy and ensured drivers received training on compliance

I set up Vendor management system and ensured it was reviewed every quarter

I designed a filing checklist and standard operating procedure for HR documentation and introduced for the first time the company’s Electronic Data Management System (EDMS). . With these initiatives, I succeeded in updating files for a 100 employees, 386 ad hoc staff and 23 consultants.

Created an asset register which enabled me to have accurate data on office assets and their status per the time.

Tracked and ensured all utilities were settled as when due

Collaborated with the Director of compliance to design a standard operating procedure for Health Safety and Environment and cascaded the knowledge to staff.

Set up and supervised the management of the store and designed a tracker to monitor the use of office consumables

Created log book for vehicles, diesel, and fuel to ensure usage is efficient.

Through backward integration, I set up a travels unit and based on annual work plan secured the release of funds for travel related activities. This approach reduced our travel costs by 10% per quarter.

Collaborated with the Security Manager to share weekly security briefs, travel advisory and included security services as part of the onboarding program.

I oversee the commemoration of World Aids Day, World Tuberculosis Day, International Women’s Day as well as our annual get-together party.

NATIONAL TUBERCULOSIS, BURULI-ULCER, LEPROSY CONTROL PROGRAMME

(PROGRAMME MANAGEMENT UNIT FOR THE GLOBAL FUND PROJECT ON TUBERCULOSIS) ABUJA,

HUMAN RESOURCES ADMINISTRATOR (HR & ADMINISTRATIVE LEAD) (March 1, 2021– July 31, 2022) STRATEGIC HR MANAGEMENT

I managed the Talent planning process to position the organization as an implementing partner of choice.

I managed expatriate quota allocation for the programme by securing work and resident permits for expatriates.

I developed a new hire onboarding plan, checklist, and documentation process. This was hitherto not in place.

In view of encouraging a productive and healthy work environment, with the support of the Fiduciary Agent, we designed a remote work policy for staff.

I oversaw the automation of several processes like leave application, and employee documentation, among others.

I assumed the role of a Security Focal Person, providing travel advice and security updates to employees on a regular basis.

I have been able to provide advisory services on new government labour policies as they affect employees. For example, adopting the 120 days maternity days policy, introducing 7 days of paternity leave, and extracts from the recently signed Business Facilitation act

I reviewed the HR manual, Code of Ethics document, and Fleet Management policy. These were adopted for use.

Since the commencement of the grant in 2019, there had been no group life insurance coverage for employees, I ensured the procurement of the insurance policy.

I prepared the HR budget and ensured that allocated funds were prudently and appropriately utilized.

I developed several HR templates (Position Description, Organogram, orientation/onboarding template)

As the PSEA Focal Person, I introduced safeguarding as an important organizational policy to be adhered to.

I led a team of 5 to unpack all policy manuals, had them reviewed and approved by the Donor for our use PERFORMANCE MANAGEMENT SYSTEM

I developed a Performance Management system to enable a transparent and unbiased assessment of employees by ensuring that feedback was frequent.

I acted as a guide to Managers and direct reports on conducting performance reviews which encouraged development and motivated employees to work towards attaining and possibly surpassing set objectives.

I developed a check-in template to support managers and direct reports to accurately document performance on a consistent basis.

COMPENSATION MANAGEMENT

I ensured we were compliant with all statutory deductions in line with the labour act and tax policy (Finance Act 2020) recently introduced by the Federal Government of Nigeria

On my resumption, I took over payroll and ensured salaries were paid within the same month of work as against the old order of the second week in a new month.

Every month, I ensured payroll reconciliation against General Ledger was carried out. This was to ensure that there were no wrong postings.

RECRUITMENT & SELECTION

I ensured that our recruitment processes were transparent and objective. I regularly conduct debriefing sessions with hiring managers on how interviews are conducted, and communications are clear and unambiguous.

I ensured that all necessary documentation for new hires was in place.

I ensured that the shortlisting process was transparent and without bias.

I introduced the process of preparing Interview folders for Panel members which contained all the necessary documents required for the sessions.

I designed the interviewing terms of reference for Panel members.

Sound knowledge of using social media handles like ZOOM, MICROSOFT TEAMS, GOOGLE MEET & SPARK HIRE for interviewing

Negotiates compensation with potential hires.

Good knowledge of ICIMS, Sound knowledge of Workday, Cascade, Microsoft dynamics, and Seamless HR ERPs

Have very sound knowledge of USAID and GF recruitment processes and requirements. TALENT MANAGEMENT

I advocated for Diversity, Equity, Inclusion, and belonging in our recruitment processes as well as for building the capacity of our employees.

I introduced facilitation for employees every year during the commemoration of World Mental Health Day (Oct 10th every year)

I worked with the in-house Fiduciary Agent to introduce a remote work policy to allow for to have the option of working from home.

I included in the manual the need for employee upskilling programmes to promote agility and competitiveness in business.

ADMINISTRATIVE FUNCTIONS

Managing the operations of the unit, I updated the asset register and ensured all assets were insured.

I ensured that a Fleet policy was developed to guide the use of official vehicles.

I have ensured that assets get routine services when due.

Coordinated the successful relocation of the programme to a new office space.

I was responsible for the efficient running of the office by ensuring assets were in good working condition, bills were settled as at when due, and reported any malfunction to the property owner for repairs

I designed an Asset Maintenance Schedule to ensure assets are regularly maintained accordingly.

I led a team of 12 persons to conduct capacity building for state programmes on Asset Management.

I acted as the Security Focal person as I was a member of the PLSO mailing list where I received security advisory across the country.

I liaised with the Donor security team (PLSO) to generate security advisory for my organization regarding travel plans. MALARIA CONSORTIUM• Abuja • 2020

SENIOR HUMAN RESOURCES OFFICER-RESOURCING (July 2020 – February 2021)

I coordinated the resourcing process as I ensured compliance with the recruitment policy while promoting transparency and fairness.

I ensured open positions are advertised on our website and other free websites like reliefweb and Indeed.

I ensured longlists were sent within 3 days after adverts had closed.

I guided hiring managers by providing recruitment plans to address gaps in the system pending when a position is filled.

I coordinated pre-interview tests and interviews and submitted assessments and reports in a timely manner.

I oversaw new hire onboarding programs.

As an advocate of the digitization of HR, all employee documents are regularly uploaded to employee profiles.

I work with SHRO Data and Support to create dashboards to guide management in decision-making.

I ensure all performance objectives are filled to reflect the S.M.A.R.T model and validated by the line manager and direct report.

I encouraged line managers to conduct check-ins with direct reports to ensure they are working towards set objectives.

I was able to streamline resumptions to twice a month as against uncoordinated practice.

I improved the due diligence process as I added two more layers of profiling.

I managed the headhunting process for hard-to-fill positions using referrals and platforms like LinkedIn. Other Work Experience

• HR Officer (Full Term) – FHI 360 – Jul 2015 – Apr 2020

• HR Assistant (Full Term) -FHI 360 – Oct 2013 – Jul 2015

• HR Assistant (Temp Position) – FHI 360 – Oct 2011 – Aug 2012 PROJECTS UNDERTAKEN

Reviewed Programme Management Unit Staffing Plan and Executed the PMU 1st Successful Recruitment The National TB Programme has presence in 35 states and the Federal Capital Territory, the Programme Management Unit

(PMU) is the strategic unit that oversees the implementation of project plan. Since 2019, Deloitte has been handling all recruitment for the PMU, with my resumption I have successfully completed the first batch of recruitments for the unit and approved by the donor (GF), with this achievement I was able to save the PMU about N3m recruitment cost. Rightsizing Staff Strength Preparatory to SIDHAS Project Closeout, Abuja. As the Strengthening Integrated Delivery of HIV/AIDS Services (SIDHAS) Project gradually approaches closeout in March 2019, I was an active player in the rightsizing of a Staff strength of over 500 to 169. I introduced measures like digitalizing the interview process thereby reducing cost and improving efficiency. I was responsible for ensuring the recruitment of all Senior Technical Officer Positions across the implementing states. Importantly, I ensured that the process was transparent to avoid conflicts and the HR team received commendation from our Headquarters. Rapid Response Recruitment for our Humanitarian Project, Borno State. I was actively involved in recruiting about 100 staff for the commencement of our humanitarian project in Borno State. I have also visited the location to provide oversight and technical assistance functions from February 2016 to April 2020. We received a commendation for the swift recruitment of quality staff that contained the Cholera outbreak in Dikwa LGA in Sept 2017. Akwa Ibom AIDS Indicator Survey, Uyo, Akwa Ibom State. Provided HR support for the recruitment of over 500 field staff for the execution of a survey in Akwa Ibom State as requested by our donor, USAID.

Overhauling the HR Documentation for NTBLCP 2021 - NTBLCP: Before my resumption, the organization had no documentation checklist, so it was a difficult process updating staff files. I designed the filing checklist which enables one to file a document in the appropriate place.

Conducting a salary survey on the ACE grant and creation of a new local compensation plan – HSCL: After a salary survey was conducted on implementing partners on the USAID-funded ACE grant, I managed the conceptualization, design, and creation of a new local compensation plan which significantly positioned the company to attract high potential candidates. EDUCATION

Master of Business Administration, Valar Institute (September 2024) Master of Public Administration, National Open University of Nigeria (NOUN), Abuja. B.Sc. Public Administration & Local Government Studies (2.1), University of Nigeria, Nsukka (UNN), Nsukka. Associate, Chartered Institute of Personnel (CIPM) Associate, Nigeria Institute of Public Relations (NIPR) Professional Certificate in Sustainability & Business Innovation (SAP) Strategic Innovation (Verified Certificate)

Vanderbilt University (Coursera)

Human Resource Masterclass (Verified Certificate)

University of Minnesota

*Recruiting, Hiring & Onboarding)

*Managing Performance Management

*Preparing to Manage Human Resources

*Managing Employee Compensation

People Analytics (Verified Certificate)

Wharton School of the University of Pennsylvania (Coursera) University of Michigan (Verified Certificate)

Managing Talent

KNOWLEDGE OF HR SOFTWARE

Workday (Human Resources Management System) (Professional Knowledge) Deltek (Time & Leave Management) (Professional Knowledge) Cascade (Human Resources Management System) (Professional Knowledge) Saviom (Time Management System) (Professional Knowledge) Microsoft Dynamics Navision (Human Resources Management System) (Professional Knowledge) ICIMS (Beginner)

SAP (Intermediate knowledge)

Seamless HR (Human Resources Management System) (Professional Knowledge) Zoho People (Human Resources Management System) (Professional Knowledge) TRAINING, WEBINARS/WEBCASTS & CONFERENCES

Prevention of Sexual Exploitation and Abuse 2019

Leading HR in the New World of Work (Online Conference) organized by Hacking HR Sep 2019. LinkedIn Talent Connect Conference Sep 2019

Hacking HR 2020 Conference

HR Leaders Online Workshop 2021

People Analytics Summit 2021

Strategic HR Leadership Summit 2023

HR Congress World Summit 2023

AFFILIATIONS

Associate Member, Nigeria Institute of Public Relations, Associate Member, Chartered Institute of Personnel Management ONUOHA EMEKA OBILOM ACIPM, MPA, ANIPR

SEASONED HUMAN RESOURCES GENERALIST

Plot 76, District Center Estate, Phase 4, Kubwa, Abuja, FCT January 11, 2024

Population Services International Nigeria (PSIN),

House 8, Patrick .O. Bokkor Crescent, Jabi, Abuja. Dear Hiring Manager,

I am excited to submit my application for the position of a Head of Human Resources, Administration and Security in PSI Nigeria. I found this job advert through Hot Nigerian Jobs, (a popular online job board) and after comparing the responsibilities to my skills and interests, I jumped at the chance to apply. I believe that my more than 12 years of core HR and Admin experience spanning the NGO, Public, and Private sectors of the Nigerian economy have allowed me to develop the critical skills needed to excel at this role. In my resume as well as the sections below, I have taken the time to highlight some of my specific experiences that have prepared me to be a strong contributor to your team in this position. HR Planning: In my previous role as HR & Admin Manager; being the first time the firm was hiring an HR professional; I created the HR strategy document for the organization and the project. This document provided guidance on major aspects of HR which include performance management, recruitment & selection, compensation and benefits as well as the annual HR workplan on a year-by-year basis. I also developed SOPs for the engagement of consultants and temp employees

Hiring and Recruitment: I see this aspect of HR operations as an area of strength. I was the pioneer SHRO – Resourcing for a reputable British NGO, Malaria Consortium. I have designed recruitment and selection strategies and had also ensured that candidate experience was pleasurable. At my resumption I observed internal inequities in the placement of staff, for instance M&E professionals were placed at Officer levels but required the same level of experience and qualification like their medical science colleagues who were Advisors. I conducted a skill analysis exercise and presented a report which recommended the upgrading of the M&E Officers to Advisors. This action reduced attrition by almost 30%. I recommended the expansion of the onboarding programme from a week-long activity to last throughout the probationary period of the new hire. This approach has proved to be successful in improving our retention rates and employee experience. I updated the offboarding activity by making sure exited employees after completing all documentation and retirements gets paid within 5 working days of completing exit process.

Human Resource Administration: The war for talent is raging on and companies that lack effective Human resource management issues will lose. I ensured that our processes and operations are in line with organizational policies and donor requirements. I have approached the people management process by effectively responding to their enquiries and needs. I have also ensured that communications about organizational procedure is effectively delivered. Importantly I collaborated with management to ensure that employees are physically and psychologically safe to do their job by regularly interfacing with employees and explaining the relevance of a safe work environment.

Compensation and Benefits Management: Before I resumed at NTBLCP salaries were paid on the second week of a new month. When I resumed, I ensured payroll was submitted by the 16th of every month to enable finance process for payment on or before the 26th of that month. I reviewed the benefits plan and noted that health insurance coverage was inadequate and life insurance was non-existent. I submitted a report recommending for a higher cadre of coverage for employees; the report also ensured that provisions were made for life insurance coverage as these were statutory requirements. I ensured that the backlog of pension remittances was cleared. Performance Management: Before my recruitment, my last employer had never conducted a performance appraisal/assessment as there hadn’t no prior experience or system to drive it. After I conducted a firm-wide audit, I created a system that reduced rater bias, improved business outcomes and was able to institute a check-in system that ensured feedback to given frequently. A major milestone achieved was the opportunity to ascertain the skill gap within the organization and recommended appropriate learning and development initiatives to address the gaps. Administration and Office Management: I designed the asset register and ensured that all project assets were insured against any risk. I collaborated with the Compliance Director to develop several tools and like Vehicle Inspection form, Fuel and Diesel purchase and consumption tracker, asset maintenance tracker amongst others. I ensured that all office consumables were tracked and specifically utilized for the purposes they were purchased for. I coordinated the World AIDS day and World TB Day events and ensured that all funds disbursed for the event were appropriately retired.

Safety and Security: While working for NTBLCP, the project did not provide for a security professional, I assumed that role. I signed up with the PLSO platform where I shared weekly security reports/updates. I also provided advisory of planned travels by employees. I ensured that project drivers were enrolled on defensive driving trainings organized by PLSO and INSO. At my last employment, I recommended the quarterly assessment of our security system and ascertain that it is in compliance with donor and local requirements. Summarily, I am thrilled at the prospect of joining an organization like PSIN that has achieved major milestones in the public health subsector and shares the values and ideals that I hold dear. I will be most grateful for the chance to contribute to your future successes.

Thank you very much for reviewing my application and I look forward to further communication. Sincerely,

Onuoha Emeka Obilom ACIPM

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