Adebayo Akinloye - Assc.Cipd, Mcipm Email & Phone Number

Lagos State, Nigeria

When it comes to contextual, flexible and integrated talent-succession and organisational development solutions, ASA Talent & Succession Management Solutions is a trusted go-to partner. As a delivery partner to some niche world class talent assessments and capability development organisations, we provide talent assessment solutions using a range of best-in-class products and technology-driven platforms to deliver fit-for-purpose solutions.In this current world of work, integrating evidence-based talent assessments and psychometric instruments to talent management process has become key strategic and integral part of decision making. Be it for recruitment, ability testing, succession planning, internal talent pool identification, talent development, emotional intelligence profiling, potential identification, and talent review process, we are experienced, equipped and ready to partner with you all the way.I am responsible for providing the strategic direction and leading the design and delivery of talent & organisation development interventions to meet specific client's needs. Our key focus areas include:#Talent Assessment#Succession Planning#Learning Management#Psychometric Assessment#Performance Management#High Potential Identification#Assessment/Development Centre#Graduate Development Programme#Career, Coaching & Psychological Services#HR & Organisation Development ConsultancyDriving business value profitably is a key part of my strategic mandates; providing insights to business leaders on how to link organisational talent to value, setting up effective talent infrastructure that delivers the right skill in the right place at the right time, empowering internal talent custodians with tools and knowledge to nurture talents to drive growth and organisational transformation while mitigating talent/succession risks.

Nigeria

Century Group (CG) – www.ceslintlgroup.com - is one of Nigeria's foremost indigenous industrial groups operating in the energy and non-energy sectors through seven (7) main subsidiaries. CG carries out Operation and Maintenance of Offshore Production and Storage Facilities; Offshore and Onshore Logistics Support Services; EPCI of Oil and Gas Facilities; Mooring and Installation; Chartering and Management of Offshore Support Vessels; Procurement and Materials Supply services; Training and Manpower Development; Bunkering Services; Tank Farm Operations, Liquefied Petroleum Gas etc.The incumbent provides strategic leadership including, ensuring effectiveness in the management of the Company’s Human Capital while driving the implementation of policies, processes, and programs through the organisation’s resources. Originates and leads HR practices that provide an employee-oriented and high-performance culture that emphasises empowerment, quality, safety, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.HR Strategy:• Strategic HR initiatives in line with organisational objectives. Performance of CG’s HR function while providing strategic counsel on all people matters. Implementation of HR programs through HR staff, Line Managers and Subsidiary Heads.• Learning & Talent Development, Talent Attraction, Organisational Design/Development, Retention and Engagement.Performance Management:• Institutionalisation of a high-performance culture to drive accountability.Rewards & Benefits: • Total reward strategy implementation in line with CG’s rewards and benefits philosophy. Employee/Industrial Relations: • Facilitates a harmonious relationship between CG and relevant employee/employers’ associations.• Leads the discussion and agreement of mutually beneficial Collective Bargaining Agreement (CBA) between relevant labour unions and applicable business entities in CG.

Nigeria

As the Head, Global Talent Solutions I play a key role in ensuring the overall strategy design, effective execution and people development interventions meet specific customer needs. The role includes leading and managing global teams of professionals and consultants (including clinical & work psychologists) working with the organisation’s clients on various Human Resources consultancy projects and talent solutions to ensure that the proposed solution, structure & delivery meet acceptable standards, ensuring continuous engagement and improvement in clients’ relationships. This role drives the revenue streams & revenue optimisation for ASA Talent & Succession Management Solutions, ensuring that clients’ requests are converted to executable solutions with optimum value while partnering with clients for the long-term business growth and “win-win” benefits.The role also focuses on sourcing for the right partnership (local & global), talent tools and solutions to meet specific business & clients’ demands. Also, ensuring people capacity building through the required trainings and project assignments across the business value-chain in order to meet service standards, speed of execution and quality expectations of the business’ clients.

Lagos, Nigeria

ASA Talent & Succession Management Solutions Ltd is focused on providing the right tools and Human Resources services that help our clients to understand, promote and enhance the right choice, development, deployment and promotion of talents within and across their organisations.We are a duly registered and professionally licensed HR Solutions provider with extensive experience in designing and delivering of fit-for purpose Human Resources consultancy services including; Organisational Development, Performance Management, Talent Assessments & Development, Succession Planning, Competency Framework, Assessment & Development Centres, Executive Coaching & Mentoring and Leadership Development. Our expertise also includes the deployment and interpretation of Psychometric instruments (using reliable & validated tools). With a team of professionals who have over the years garnered both educational and relevant practical experiences working with various organisations at different levels on several Human Resources consultancy projects and, our partnerships with reputable HR & Talent solutions organisations (locally & abroad), we guarantee you a range of timely, highly contextual, flexible, integrated and cost-effective solutions that will address your organisation’s strategic Human Capital agenda and business needs. The hallmark of our success is the ability to leverage on a pool of expertise within our faculty in delivering bespoke, fit-for-purpose and on-time solutions to our clients. Consequently, our services range from a one-off project assignment to the provision of an ongoing Human Resources consultancy and outsourcing support to organisations. Contact Us: asa@talentsuccession.com;+234 803 200 9413; www.talentsuccession.com

This role involves accountabilities across the following: Talent Management Executive Talent Acquisition Learning & Development Leadership Development Graduate Trainee Programme Career Development Performance ManagementTalent/Critical Positions Identification:Partner with BUs management and use approved methodology to ensure the identification of critical positions and high potentials pool.Talent Assessment:Provide a set of integrated tools and assessment processes, including psychometrics' tools, assessment and development centres to support the assessment and calibration of the identified talent.Talents Career Plan:Design and implement career development interventions based on the results of the assessments and needs of the business in order to close the identified gaps.Career Path: Design flexible career path across the group to ensure that the identified talents can pursue different options throughout their career. .Talent Review:Design appropriate process & conduct talent reviews in order to track the status of the talent portfolio.Leadership Development:Formulate, gain approval, and provide total development solutions to the identified HiPos in order build the organizational leadership pipeline and bench-strength.Identify, develop leaders across all levels of employees in order to achieve sustainable leadership pipeline.Learning & Development Strategy:Design & implement a holistic development strategy across the Engineering Division. Learning Solutions:Design and implement Personal Development Plan (PDP) across Engineering Division based on outcomes of LNAs. Knowledge Improvement:Create and drive a knowledge based work force/environment to improve knowledge, skills and behaviours for driving business results. Graduate Trainee Program:Manage and transform the Young Professionals Development Program to ensure that it supplies DAL Group with the right talents to achieve its business objectives.

Talent/Critical Position Identification• Partner with Business Units Management and use approved methodology to ensure the identification of Critical positions and High Potentials pool.Talent Assessment• Provide a set of integrated tools and assessment processes including psychometrics’ tools, assessment and development centers to support the assessment and calibration of the identified talent.Talents Career Plan• Design and implement Career development interventions based on the results of the assessments and needs of the Business in order to close the identified gaps.Career Path• Design flexible career path across the Group to ensure that the identified talents can pursue different options throughout their career progression within the Group. Talent Calibration & Review• Assist in the conduct of Group-wide talent calibration & review in order to track the status of talent portfolio and formulate an action plan according to the reviews outcomes.Talent Development• Formulate, gain approval and partner with Learning & Development in providing total development solutions to the identified HiPos in order to build the Organisational talent pipeline and bench-strength. .

Ikoyi-Lagos

Leadership Talent Management and Development• Act as National Talent Custodian for MTN Leadership Talent Management Programme• Develop policies and guidelines around talent management/ talent development • Advise business units on policies and processes that guide career management• Facilitate annual Talent review sessions and deploy succession and retention plans• Coordinate MTN Leadership Talent Management Programme viz Talent Accounting, Talent Demand and Supply Planning and Succession Readiness Management• Advice individuals and divisions on cross posting/secondment requirements.• Alignment of the Leadership Talent Management Programme with the local and talent pool managementLocal Talent Pool Management• Identification of critical jobs for optimal business performance• Work together with the line to identify possible successors• Conduct annual talent review sessions and translate to talent development plans• Assess talent readiness and translate to talent development plans• Implement talent development plansCareer Management• Implement Specialist Career Paths• Manage the MTN Career portal • Develop and implement career management paths for MTNN• Develop and manage MTN Career Center• Responsible for career planning and career development tools roll out• Manage career development tools and ensure update from time to time• Creation of an internal mobility programme / opportunities in MTNNDevelopment Planning and Execution• Identification of key and critical skills required in MTNN and generation of a talent pool of current employees with identical skills and aspirations..• Execute development frameworks such as project participation, Job rotation and Secondment that enhance the skills of employees to align with strategy of the business.

Competency Planning and Development• Design curriculum and develop programmes • Ensure all role competencies in MTN Nigeria have appropriate curriculum cover • Develop competency-based training/development plan for organization • Provide 100% curriculum covering MTN Nigeria Competency framework • Update learning directories periodically to respond to business needs Learning Solution Management• Make input into the development of training strategy and approach • Manage training needs assessment for individual staff and organization in consultation with departmental heads and managers • Determine micro training requirements across the organization and source relevant local and international courses to meet such requirements for internal delivery • Identify, select and manage external training and accreditation bodies, agencies and providers necessary to deliver required training to appropriate standards • Develop assessment methods and systems required for training needs assessment • Manage accredited learning process using education as a development intervention • Manage training evaluation procedure using the Kirk Patrick evaluation methodology • Conduct periodic training effectiveness survey Learning Management• Ensure quality assurance on content development • Allocate training resources for different training needs based on analysis of need, capacity, experience and knowledge of trainer • Manage the Corporate Induction programme • Conduct annual training effectiveness survey • Provide input for the Learning and Development budget • Manage Industrial Training Fund compliance process

This roles provides and manages both systems and products trainings to all MTN Nigeria stakeholders. I have responsibilities over a team of trainers of over eight members.

IN CHARGE OF ALL EMPLOYEE RELATIONS ISSUES IN THE COMPANY INCLUDING DISCIPLINARY MATTERS.

The was an HR Business Partner role which provides support to the Network Group Division of MTN NIgeria in the areas of tansactional role, performance management and recruitment.

MANAGED ALL HR RELATED FUNCTIONS IN THE COMPANY INCLUDING; RECRUITMENT, EMPLOYEE RELATIONS, TRAINING & DEVELOPMENT, PAYROLL MANAGEMENT AND WELFARE ISSUES.

Responsible for Strategic implementation of HR Processes in areas of:• Manage the HR budget allocation and implementation • Company-wide Recruitment and Selection• Manpower Development and Training including relationship with statutory bodies • Employee Services & Welfare• Payroll Administration• Medical Administration• HR Operations Management.• Loans administration, Pension Funds remittances• Industrial Relations: Union-Management Relationship Management• Performances & Reporting• New Employees Induction programme

Phd - Business School

Research Degree with a focus on: New post-pandemic conceptualisations of "work" and "workplace" and their implications for careers.

Msc, International Hrm

Cranfield provides a first class international HR education in a multi-dimentional way. It is one of the leading post-graduate.

Pgdip Psychology Of Work, Psychology

Bachelor Of Science, Management Science, Second Class - Upper Division