• Build a reputation as a knowledgeable and trusted advisor to leaders in the business on the full employee life cycle to increase the strategic profile of the HR function and to ensure that the best decisions are taken concerning people in the business.• Provide specialist advice on the interpretation and application of policies and procedures, resolving complex or contentious queries and issues and enabling others to take appropriate actions.• Interrogate the business strategy to identify the headcount and development actions required to enable the business to meet its objectives. Investigate complex hypotheses, using a wide range of HR data to diagnose underlying causes of key business issues and identify opportunities to enhance employee engagement and/or improve business performance• Investigate, and propose solutions for, very complex and/or contentious Employee Relations cases in liaison with line managers; coordinate the organization's response to legal cases brought by individuals; contribute to the preparation of legal submissions and ensure all parties complete casework accurately and within deadlines.• Gather and analyze data relating to key people metrics (Regrettable loss, build/ buy/borrow/bounce, employee engagement, attrition etc.) to enable the business and HR to make data-driven people decisions. Specify, develop, and test HR data collection procedures and tools within an area of HR practice to meet defined key principles and ensure compliance with external requirements.

Crafted Winning concepts and enterprise ecosystem development models in Human Resources, and Automotive business case modelling, Agriculture value chains and Income generating skills development.  Supported the Country Manager on Strategic Engagements to grow Organizational Value and ensure CMC is the Benchmark preferred to go to organization for private sector representation Automotive sectoral engagements.  Leading the strategic team on Private Public partnerships as well as development partners.  Ensured quality assurance to ISO standards 9001: 45001, 14001, to keep the organization efficient and compliant.  Supported development of Membership Engagements Strategies and Plans  Manage and retain relationships with defined Stakeholders  Ensured Building positive public image of the organization while Increasing membership / Partnership base.  Scouted and proposed interesting and relevant networking engagements and fully represent the different public and private sector engagements.  Crafted business proposals and develop strategic Concepts for growth of the company.  Drove the Identifying and mapping business strengths and Member needs which involved researching business opportunities and viable income streams for the Company.  Developed TV PR strategies and campaigns & make strategic decisions around the best way to communicate

>Successfully managed writing and implementing the company policies and procedures.>Provided professional advice to the Senior Executive Management on Employee Relations, Performance Management, Training, and Development.>Participated in meetings in the Head Office with the Senior Management, reporting on Target Recruitment and Selection and retention of talent at all levels of the Corporate structure.

-Recruited to direct HR for US and newly launched international operations. Partner with other directors and senior executives to develop new business initiatives, foster employee engagement, and mobilise talent. Manage $135K budget.-HR Organisation Leadership: directed 4 HR professionals in staffing,recruitment, benefits, executive compensation, training, leadership development, succession planning, HRIS, and regulatory compliance. Heavy emphasis on leading Sama through rapid HR change and transformation programs.-HR Launch: Created HR organisation – recruitment, staffing, onboarding, training – for both expatriates and local national hires -Organisation Transformation: Enabled operational change essential to a ugx 35M reduction in HR costs. Helped to facilitate redesign of core business operations, including 2 site closures and 1 fast-track expansion.-Post-Acquisition HR Integration: Streamlined integration of Systems. Ensured strategic alignment of HR with new business objectives and minimised business interruptions through execution of workforce integration plans.-M&A Due Diligence: Contributed to senior-level M&A decisions, supporting initial analysis through due diligence and subsequent integration. Enabled business growth by assessing HR cultural compatibility and talent impacts.

-Managed staffing and onboarding for administrative, customer service, sales, and warehousing personnel. -Consulted with major online retailers to help them build both on-site and remote workforces. Created staffing models and recruiting strategies to meet each client’s unique requirements.