Formulate, interpret, and administer HR policies and procedures on MSC1. Responsible for developing and improving people management strategies to ensure greatemployee experience for over 300 MSC1 employees. Ensure statutory compliance by regular engagement with key stakeholders. Recruit talents smarter via digital and virtual tools and provide 5-star candidate experience. Develop and implement Human Resource Management plans. Collaborate with functional and business leaders to design effective organizational structuresand job profiles. Responsible for all employee relations issues and ensure a duty of care towards employees. Industrial relations - engage regularly with community and unions, to maintain industrialharmony by preventing Down tools crisis.•. Provide HR consultation services to Line Managers in 21 departments.

Ensure great employee experience for all Dover employees on MSC1Develop procedures and policies based on best fit for Dover MSC1Provide guideline to Line Managers on all HR policies and processes.Support all employees in achieving Organization's business objectivemaintain industrial harmony by ensuring employees do not down tools

Major achievements:• Coordinated Start up for Stockgap Fuels & Stockgas Ltd. (Shorelink’s sister companies), provided direction and guidance in all HR functions: Manpower planning and recruitment, policy and process Formulation. This facilitated a smooth start up.• Grievance Management / Conflict resolution: Constituted a Disciplinary Committee to give staff fair hearing on all issues relating to serious deviance from the company’s norms and employee conflicts . This increased our Employee experience by 50%Responsibilities:•Developed and co-ordinated the implementation and upgrading of comprehensive people management strategy and plans while ensuring alignment with the company’s business strategy and key business objectives• As a key driver of all HR functions, i provided guidance and support for department heads and line managers to determine key performance requirements, this helped manage incentives and remuneration• Communicated HR strategy and operating plan to all business units and other functional areas to ensure understanding, engagement and commitment• Facilitated and monitored industrial peace and harmony within the organization by interfacing with community stakeholders.

MAJOR ACHIEVEMENTS:• Grew and managed a work force of over 300 staff comprising of permanent and temporary staff in the office and construction workers at the project site.• Absence management: Instituted a robust absence management policy at the project site which reduced truancy by 50%.• Performance Appraisal: Implemented target-based performance appraisal by setting SSMART (Stretchy SMART) targets with line managers, trained evaluators. Instituted regular feedback and quarterly performance reviews which became a culture. Acted as the secretary of the Appraisal Moderation Committee.Responsibilities:•Assisted the Head of Human Resources in coming up with initiatives that built and improved company’s processes, capabilities and structures if implemented• Responsible for the day-to-day HR operations and processes, including employee benefits administration, Health Maintenance Organisation, Pension Remittance and handling of the Employee Compensation Act with NSITF • Effectively managed all employees relationship by resolving employees’ enquiries and employees health, safety and welfare issues promptly thereby improving work relationships and productivity.• Built and maintained a good relationship with line managers and worked with them to Identify talent pipeline requirements, knowledge gaps and training needs • Maintained an in-depth knowledge of legal requirements related to day-to-day management of employees, reducing litigations and ensuring regulatory compliance• Provided regular expert advice / HR guidance to line managers / team members (through coaching, counseling, mentoring, trainings, discussions).• Acted as HR Business Partner to other locations of the company

MAJOR ACHIEVEMENTS:• Learning & Development: Successfully designed, implemented and evaluated bi-monthly in-house trainings and e-learning for employees. One of the Returns On Investment (ROI) was the bridging of identified gaps in knowledge and was able to contain training cost by 50% from the approved budget.• Exit process: Designed exit forms and instituted exit interviews which takes place with all resignees; this gave us a flair into reasons for voluntary exits and helped to reduce attrition rate by 60% as some of the reasons for exits were escalated to top management for action. • Recruitment & Selection: Introduced strategies such as having a database of talents through sourcing from unsolicited CVs, Universities and NYSC camps, conducting aptitude tests, pre-interview chats, assessment centres and panel interviews which ensured a 60% improvement in the quality of talents hired.Responsibilities:Policy formulationChange managementManpower planningTalent managementTraining and development planningPerformance Development planningRecruitment and SelectionOn-boarding and orientation of employees

Implementation consultant in a project• Configured Structures in HR including Enterprise, Personnel, and Organization Structure according to customer requirement.• Creation of Personnel Actions such as Hiring, Termination, Rehiring, Transfer• Configuration of wage type in payroll for IT0008, IT0014, IT0015• Implementation of entire Hire To Retire Process.• Implementation of client’s organization structure in the SAP system.• Participated in UAT testing.• Generation of Test results.

• Investigated and analysed Learning/Knowledge sharing across the four contracts managing Highcross Leicester and made recommendations on developing a learning culture in order to become a Learning Organisation• Communicated effectively with a wide range of clients and colleagues, by showing interest and carefully listening to needs appropriately • Researched and proffered effective L&D solutions to management of Highcross Leicester on acquiring a learning culture and becoming a Learning organisation thereby contributing towards their been awarded an IIP rating.• Coordinated my team effectively and ensured reports and presentations met deadlines.

Customer Service Representative; Business Development, Relationship Officer, Operations Teller and Operations Supervisor.Sales/Customer service• Managed over 100 bank customers’ queries via telephone and one-on-one • My team improved sale of one of the banks product (Diamond Kiddies) in the branch and this earned me a recommendation letter from head office• Developed / delivered high impact sales presentations to potential customers which accounted for 30% increase in customer base.• Built and maintained long standing business relationships with clients through excellent interpersonal and customer service skills.HR / Operations Management roles:• Recruited and managed the branch vendors and ensured their service delivery met the banks standards• Got an off cycle promotion to a banking officer after seven months of assumption of duty as customer service manager due to superior work performance• Handled early morning trainings at the branch as well as regularly held brain storming sessions with my team members on improving service delivery Management of multi – function team roles:• Teamlead that managed the branch Risk asset portfolio • Supervised and supported up to 10 team members in achieving set goals as their supervisor.