Executive Assistant
Resume:
SHINA OLUSEGUN, MIHRSM, ACIPM
Email: adkjcw@r.postjobfree.com
Mobile Phone:090********
I am a human resource professional, confident, pro-active, a self-starter with a proven ability to positively influence and persuade across all levels. My expertise cuts across human resource operations and human resource shared services with broad experience across all facets of human resource –business management, learning and development, talent management, compensation and benefits/total rewards, employee and labour relations, conversant with the labour law, transformation and organizational change management. Successful career in partnering business for growth and contributing to the bottom line. Creative approach with expertise in driving initiatives, leading center human resource team to deliver human resource engagements to impact positively on the business. Creative problem-solver with expertise in both, the strategic planning and execution of business solutions. Expertise in coming up with creative solutions to meet dynamic business needs to ensure seamless Change Management. 10+ years’ rich experience, in FMCG/Banking/Telecom/BPO services/Manufacturing/Health Care services.
RELEVANT WORK EXPERIENCE
Human Resource/Admin Manager - January 2020 – to date.
Wellcare Home Medicals Ltd
First and leading professionally run health and homecare Company in Nigeria. A 24/7 health and homecare service provider with over 200 trained and certified Caregivers and other professionals providing care to hundreds of individuals and families across Nigeria in the comfort of their homes.
Responsibilities
Investigate and determine employee needs
Develop a sustainable talent acquisition and hiring plans and strategies
Design, plan and execute employer branding activities
Encourage employees to be brand ambassadors
Plan employee referral programs
Source and find candidates qualified for open positions
perform analysis of hiring needs and provide employee hiring forecast
Design, plan and execute selection processes (conduct interviews and
screening calls, administer psychological tests etc.)
Reviews employment applications and background check reports
Drive the business human resource strategies
Partner with the heads of units in strategy conceptualization, formulation and execution
Partner with heads of units to continuously transform, shape processes and develop a culture that collaboratively improve the organisation’s capacity for change.
Supervise and provide consultation to management on strategic staffing plans, compensation, benefits, learning and development.
Develop efficient systems for collection of information on performance
Gather and analyse cross-functional performance data
Present statistical performance analysis and recommend solutions
Design and review policies related to employee performance
Lead, develop and inspires teams
Provide training and development to Supervisors on best practices
Identify report and resolve work place or interpersonal barriers to performance
Setting performance objectives and updating as necessary
Define specific initiatives that align rewards systems with business goals and practices
Accomplishments:
Designed and implemented a weekly staff performance check-in form to capture field staff performance from Supervisors with respect to their team’s weekly performance and promptly addressed gaps identified through coaching and trainings. This improved set Key result areas of field staff by 20%.
Designed a customer satisfaction feedback questionnaire to elicit complaints and addressed such complaints promptly. This increased customer satisfaction by an estimated 15% quarterly.
Achieved 80% reporting compliance and improved reporting accuracy through a training designed to address the gaps on poor documenting and reporting for 200 Caregivers .
Achieved 90% positive induction feedback from new hires by redesigning the orientation programme to include learning outcomes, relevant visuals, story boards and quizzes to enhance learning and development.
Implemented a bi-weekly meeting with 5 other department heads to discuss goals, updates, and challenges, increasing productivity across departments by 5% on a bi-monthly basis.
Lead the team that successfully bided and secured a grant/support from LSETF/USADF to the tune of thirty six million Naira to improve the Company’s Financial Portfolio
Lead, Human Resource and Administration
June 7, 2018 – November 29, 2019 (1 year, 5 months)
IO Furniture Ltd
A Furniture manufacturing and Architectural firm renowned for bespoke home, office furniture and accessories with over 130 local talents and Architects.
Responsibilities
Address staffing needs through concrete analysis of organizational needs and labour market development and coordinate with departments, Identifies job descriptions and manages the interview process, using standardized screening techniques, assesses the skills, qualifications and experience of potential candidates.
Adequately provides feedback and advice to management about details regarding applications, working closely with management on all diversity initiatives involving recruitment to ensure fairness in hiring practices Ensures proper on-boarding for new hires and the necessary administrative work is completed promptly and accurately
Use various methods to recruit and network with potential candidates including social media platforms, networking events and job fairs
Fosters long-term relationships with past applicants and potential candidates screening calls, assessments and in-person interviews
Coordinates with stakeholders to incorporate all metrics into all talent acquisition systems
Take leadership role in developing culture that enables employees to perform in accordance to the organization’s objectives
Responsible for effectively planning, designing, developing and evaluating human resource initiatives that support organizational strategic goals
Implementation of policies and procedures, safety of the workforce, recruiting and hiring high performing employees, and labor legislative and other human resource issues
Provides advice and guidance on all aspects of performance management including leadership development, coaching and dismissals
Ensures compliance with general HR best practices and employment legislation
Responsible for planning and overseeing the human resource department budget.
Direct the development and implementation of organizational development programs, employee orientation and trainng programs, benefit plans, policies and guidelines, data base management procedures, equal opportunity employment programs and records and documentation policies.
Act as a Single point of contact for business units in relation to compensation strategy, policies and procedures
Ensure a company-wide understanding group benefits and employee value proposition through constant communication and stakeholder engagement
Handle HR Analytics and keep custody of the same
Prepare yearly departmental budget and monitor monthly expenses
Prepare and administer computation and presentation of accurate terminal benefits of employees where applicable
Develop efficient systems for collection of information on performance
Gather and analyse cross-functional performance data
Present statistical performance analysis and recommend solutions
Design and review policies related to employee performance
Lead, develop and inspires teams
Provide training and development to Supervisors on best practices
Identify report and resolve work place or interpersonal barriers to performance
Setting performance objectives and updating as necessary
Define specific initiatives that align rewards systems with business goals and practices
Accomplishments:
Developed and introduced the first generic training programme on the fundamentals of Modular Funiture installation as part of the induction programme for new hires improving new hires overall experience, knowledge and understanding of the furniture manufacturing industry.
Slashed payroll input cycle time from 6 days to 4 days for preparation and submission of inputs via Sage to Finance and Accounts Department.
Increased factory efficiency, decreased waste and increased production from an estimated 50% to 80% by hiring competent talents into key positions in the factory within three (3) months of joining the organisation hence covering positions opened in the last two years.
Reduced the Cost of hiring through vendors by an estimated 60% by head hunting for critical talents.
Achieved 10% employee retention by providing ongoing education and clear paths to advancement, connecting to staff through one-on-one meetings, promoting conversations on the big picture, offering the right benefits, promoting transparency and openness and pairing new employees with mentors to offer guidance and sound onboarding.
Systemized the joining formalities process of new joiners i.e. Welcome announcement, Introduction, Gadgets, employee code, identity and access cards, Stationery and Bank account.
Designed and implemented a quarterly rewards and recognition program with focus on the core values of the organization which brought consistency to the business unit and increased participation 100% from prior year.
Managed organization-wide development of job descriptions.
Implemented new performance management program improving program participation by 70%.
Conducted management training improving organizational effectiveness.
Improved communications, processing timelines and reduced errors through process redesign.
Site Human Resources Lead: Jan 21, 2016 – May 31, 2018 (2 years 4 months)
ISONBPO Limited (MTN ACCOUNT), Ilorin, Kwara State. Nigeria
24/7 Call Center Conglomerate with over 500 local talents in Ilorin, Kwara State Nigeria.
Reports to the DGM, Human Resource, Africa.
Responsibilities
Develop efficient systems for collection of information on performance
Gather and analyse cross-functional performance data
Present statistical performance analysis and recommend solutions
Design and review policies related to employee performance
Lead, develop and inspires teams
Provide training and development to Supervisors on best practices
Identify report and resolve work place or interpersonal barriers to performance
Setting performance objectives and updating as necessary
Define specific initiatives that align rewards systems with business goals and practices
Develop programs that support the company’s ability to attract, retain, and reward high performance/potential employees
Oversee payroll in the administration of compensation activities and ensure the correct implementation of company procedures
Ensure a company-wide understanding group benefits and employee value proposition through constant communication and stakeholder engagement
Handle HR Analytics and keep custody of the same
Prepare yearly departmental budget and monitor monthly expenses
Prepare and administer computation and presentation of accurate terminal benefits of employees where
applicable Design and deliver bespoke solutions to improve the overall performance of employees in a sustainable manner
Review and redesign the annual appraisal process, moving to agile goals and objectives
Responsible for the development of talent within the business with a broad understanding of the business objectives and what talent is required to hit business goals
Implement all employment contract and performance related activities in line with company policy and procedures, typically tied to a fixed term employees on site. Perform in the role as the interface between the employees and Service Provide, managing the transfer of information and requests.
Assure timely resolution of issues and keep the employee advised of the progress of the project, and negotiate changes and variations and solutions to any issue arising. Responsible for adherence to contract service, operations, and performance specifications, ·
Directly manage fixed term contract employee; such responsibilities include staffing and performance
development. Utilizes in-depth knowledge of the dynamics and discipline of the project, analytical thinking
and technical experience to execute policy/strategy.
Accomplishments:
Part of the Management team that coordinated the successful negotiation with Union representatives at 2017/2018 Collective Bargaining agreement (CBA), all demands from Union was successfully negotiated with zero cost to business hence prevented revenue-loss to the organisation.
20% increase in center performance YoY by aligning HR team to employees on the floor to adequately address performance and behavioral gaps through the HR TEAM BAROMETER. A shift-wise display of the highs and lows of the performance of teams and a prompt intervention to mitigate future occurrence.
Implemented a training intervention Plan for employees in bottom performance quartile who fall below set performance benchmark in Conjunction with Skill and Development department. This was an intervention training programme that upskilled 60 employees from bottom quartile to 80% improvement in quality performance and increased customer satisfaction for the Center based on NPS reports conducted by the parent organisation.
Accomplished a 100% batch fill rate by timely selection of the right talents for the right jobs.
Center HR achieved 90% Audit Score during quarterly ISO Audit. An indication of HR Center compliance with policies, processes and procedures, relevant local laws and ethical standards.
Recommends and instituted schemes to promote a peaceful and conducive employee/industrial relations atmosphere in the location. Via Weekly consultative meetings, and one-on-one with Union Leaders with zero cases of picketing or center disruption YoY. Also served as a guide to business Heads within the location on appropriate strategies and tactics for Industrial/employee relations.
Drives communication on corporate culture and values for the organization through skip level meetings, baobab meetings one on one meetings and daily briefings to ensure employees imbibe the company’s corporate culture and values. Moreso was a key Leader in driving the Company’s capability framework at Center level.
Rebadged 100 employees from CNSSL to ISONBPO and worked closely with transformation Head on managing changes, work activities, performance management, compensation and benefits for these local talents at Center level
Estimated 20% in employee retention by Implementing the organisation’s talent Management pipeline at the center level for HIPOs to job-shadow critical talents and handle projects within different teams on the floor. This also localized current expatriate positions by 2%
Business Associate – Human Resource Lead
Tech Mahindra Nigeria Ltd
July 2015 till December 2015 (6 months)
24/7 Call Center with 850 Local Talents providing holistic Human Resource to over 900 employees at Abeokuta Call Center. (Telecom BPO for Airtel).
Accomplishments:
Implemented the following process improvement initiatives – Employee Town hall meeting and coffee with Site Head and Monthly quality Champs to promote better communication, increase local talents participation in business further fostering goodwill, cooperation and proactively addressed salient issues that would have skipped management’s Radar.
Successful drive of Rewards and Recognition programme aimed at awarding outstanding performance by ensuring a minimum of 60% of eligible employee attain a minimum of 50% eligible pay-out at the Center quarterly.
Successfully hired over a 1000 local talents through partnering with various recruitment agencies and government parastatals to source for the right fits and ensure timelines and deliverables are achieved with Zero hiring Cost.
Handled and resolved employee relations issues: addressing shift timings with the labour union to ensure a win-win for both parties without having any negative impact on the business.
On board the team that negotiated the annual pre-CBA meetings ensuring all management concerns are addressed hence a Smooth CBA was achieved.
Continuously engaged the Labour union to address issues bordering on members discipline and performance.
Reduced remuneration complaints by 90% through internal Customer service/Monthly HR Salary Help-desk, answering employees concerns on remuneration matters promptly.
Business Coordinator – Human Resource Tech Mahindra Nigeria Ltd
July 2014 till June 2015 (1 year)
24/7 Call Center with 850 Local Talents providing holistic Human Resource to over 900 employees at Abeokuta Call Center. (Telecom BPO for Airtel).
Accomplishments:
Ensured 100% batch fill rate by timely selection of the right fits for Call center service roles thus enabling appropriate workforce planning through development; implementation and continuous review of robust recruitment and selection strategies; process and procedures.
Prepared monthly Payroll Inputs for over 800 employees with zero error rate on a monthly basis
Prepared and implemented Pensions and Schedules on a monthly basis with zero error rate on a monthly basis
Facilitated town-hall meetings within the location. Achieved resolutions and action-points that were implemented within 3-months. Feedback from employees reflected renewed trust in the organization.
Implemented internal job postings for supervisory roles in the Call Center
Provide counselling to all levels of employees regarding conflicts/problems that arise in the workplace.
Provide support as needed for grievance cases.
Receive and track all open employee complaints.
Advice and support line managers and supervisors as required in the review of work practices and/or conditions of employment.
Successful drive of rewards and recognition programme aimed at awarding outstanding performance by ensuring a minimum of 60% of eligible employee attain a minimum of 50% eligible pay-out at each location each month.
Promoted employee experience through continuous emphasis on staff communication, creating innovative and sustainable employee engagement initiatives to foster motivation and retention and ensure a minimum of 70% score in the yearly employee attitude survey. Conducting one Baobab meeting in a month, one town hall meeting within each quarter of a year and ER activities each month as per the Calendar shared at the beginning of each Quarter/year.
Business Executive – Human Resource Tech Mahindra Nigeria Ltd
July 5, 2012 till June 2014 (2 years)
24/7 Call Center with 850 Local Talents providing holistic Human Resource to over 900 employees at Abeokuta Call Center. (Telecom BPO for Airtel).
Performed diverse Human Resources functions: administered benefits, initiated and implemented team member special project which entails driving policies. Prepared monthly Payroll Inputs for over 800 employees with zero error rate on a monthly basis.
Undertake all other human resources functions as assigned by the Human Resource Manager.
Proactively addressed payroll matters and ensured monthly payroll error rate is maintained at 0% each month
Ensured that salaries are paid by 25th of each month and payslips shared with employees within the respective Month.
Monitored and evaluated employee wellbeing initiatives through implementation; enforcement and undertaking of yearly audit at the location’s employee well-being program and ensure timely implementation of areas of improvement ensuring achievement of 2% absenteeism due to sickness the location.
Admin Officer – Oceanic Securities ( a subsidiary of Oceanic Bank int’l Plc)
September 1, 2006 - February 15, 2012 ( 5 years 5 Months)
With over 21 Branches in the West Region involved in commercial retail and personal Banking
Accomplishments
Achieved 90% success rate by ensuring seconded employees comply with company values, policies and procedures through constantly
Interacting with them through one-on-one meetings, skip level meetings and baobab engagements
Monthly assets and verification, equipment audits, checks and ensuring that staff conforms to standard operating procedure as per equipment use.
Branch support for SAP TEAM in facilitating the training of New Administrative officers on SAP (ERP) hands-on for Back end office processes.
Prepared, monthly audits, asset verification and submits employee data for the administration of benefits and quarterly HR audits.
Prepare, record, check over and proofread correspondence, invoices, presentations, brochures, publications, reports and relevant material record and prepare minutes of meetings.
Determine Branch's Manpower requirements as regards support staff and assist in recruitment as required.
Monitoring the Bank's support staffing requirement.
Preparation of Management reports and budget for the Branch
Ensure proper maintenance of the bank's assets and properties Effective supervision of the Branch motor fleet interfacing with major contractors and Vendor of the Bank. Prepares monthly payroll inputs for salary processing.
Core Competencies
Accountability
Adaptability
Communication
Customer/Quality Focus
Inclusiveness
Leadership
Occupational Knowledge/Technology Orientation
Team Focus
Educational and Professional trainings attended with Certificates:
Secretarial Administration -Higher National Diploma (HND) – Oct 2004 (Distinction)
Professional Member Institute of Local Government and Public Administration.
Success for Self (SFS) (Leadership) - IsonBpo - 2016 Certificate of Participation
Health &Safety in Work Place Level III- Award Chartered institute of Health and Safety -2015 CIEH
Chartered institute of Local Government and Public Administration (CILPAN)
Member, Institute of Human Resource and Strategic Management – Institute of Human Resource and Strategic Management 2017 M(IHRSM)
Learning and Development Management – Intermediate Program Chartered institute of Personnel Management (CIPM) 2019
Developing Competency frameworks – Chartered institute of personnel Management (CIPM) 2019
Target Setting in Performance Management for line Managers 2019 – Chartered institute of Personnel Management 2019 (CIPM)
Change Management - Organizational Capacity for Change – Revised May 2020 – Alison Learning Centres 2020 (ALCs)
Instructional Systems Design for E-learning – Udemy 2020
Introduction to Training of Trainers – Alison Learning Centres 2020 (ALCs)
Post Graduate Diploma, Education (PGDE) (in view)
Strategic HR Management Master Class – Chartered institute of personnel Management (CIPM) October 2020
Chartered institute of personnel Management - Institute’s Mandatory HR Practitioner’s Route Course October 2020
Associate Member Chartered institute of Personnel Management (ACIPM) 2020
REFERENCES
Ayodeji Maku
AGM Human Resource
ISON BPO INTL
Ogun State
Nigeria
Adebayo Bakare
Deputy General Manager
ISON BPO INTL
Lagos State
Nigeria
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