•Derived HR Strategies from the analysis of business needs and provided HR advisory services.•Proactively assessed the fitness of talent with targeted development using talent calibration meetings (after team potential assessment and 9-box placements) as part of succession planning efforts.•Formulated a National Office Training Plan from the analysis of learning needs using the 70-20-10 IDPs •Led successful staff layoffs and transitions as part of new Field Office Redesign Efforts •Communicated and implemented new staff career paths and slotted all employees into the appropriate job functions, grades and compensation package•Completed the filling of vacancies under the various buckets including the National Director position•Trained staff on the new Performance Development Process and corrected access problems to the portal to monitor the progress of agreed performance goals•Utilized an innovative communication strategy to motivate staff to adopt the right Fortune 500 behavior leading to Ghana earning the accolade of one of the most successful TCPT Training Events.•Led the staff readiness efforts under a change agenda and this included role mapping functions to the right skill mix as part of organisational development •Updated the HRIS to ensure the accuracy of metrics for management decision-making•Revised the employee handbook to include important information relating to discipline,work-life balance etc.•Oriented new staff on crucial human resource information and coordinated departmental involvement to ensure effective on-boarding•Played a key role in a severance/revision project as part of a global total rewards revamp•Collaborated with National and Regional Leadership and the Assistant General Counsel to resolve a number of workplace incidents •Coordinated initiatives with the Finance Team to approve payroll processes and comply with legal requirements •Administered employee benefit programs including the EAP and Wellness.

•Saved the company from costly lawsuits by providing business service advice and facilitating a smooth redundancy programme.•Built the operational capacity of field HR Specialists and acted as subject matter expert on HR/Leadership & Management topics for Country Management Teams.•Provided key support in strategic planning, talent management, staff recruitment and selection, orientation, compensation and benefits, information systems and staff development tools.•Resolved conflict in field offices resulting in a congenial working environment•Rolled out a number of Harassment Awareness initiatives •Piloted a leadership development initiative dubbed “Leadership Upper Room 101” for new Managers•Developed and facilitated a Performance Management System for Project Committees and Teams. •Introduced the Birches Salary Survey to establish a benchmark to determine market competitiveness•Enlightened staff in the Gallup Employee Engagement tools and created a report that formed the basis of Employee Awards•Played a crucial role in a Global Benefits Revision Project that accomplished key milestones.•Launched “The Way of the Shepherd” Project as a Management Development Initiative across Country Management Teams and created a library of leadership/management books for all 3 Field Offices•Organised and facilitated the Leading Manager Philosophy Forum and a team-building training session with the Ghana Communications Department •Launched and promoted the use of a Learning Management System (Sum Total) as well as a Performance Management System (Cornerstone on Demand)•A key member of a Global Orientation Revision Project that produced the minimum orientation standards •Familiar with the use of Web-based HRIS systems - Ultipro, Sum Total, Grote, Cornerstone on Demand as well as SharePoint sites for Global Collaboration.•Involved in a transformation agenda with a focus on reorganization of the Regional Structure to allow for increased efficiencies and effectiveness

•Recruited high caliber staff in all staff groups to meet the Company’s objectives and changing requirements.•Retained and motivated high achieving staff at all levels and reduce staff turnover.•Attracted and retained the right skills by developing and implementing a fair and transparent reward model that ensured that all staff are paid a fair and competitive salary, receive appropriate benefits and are rewarded and recognized for high performance.•Developed continuously the Company’s capacity to deliver its mission effectively and provide a positive working environment in which equality of opportunity, and the appreciation of diversity and dignity at work, are respected values.•Equipped employees to carry out their roles effectively and develop to their full potential. •As Senior management official, piloted and drove HR strategy & issues in Africa Online's Operations in West Africa•Handled the people management aspect of a transformation agenda that focused on a consolidation strategy•Reviewed and implemented group-wide HR policies and procedures.•Built strong relationships and provided invaluable HR support to the Corporate Office in Kenya and the Country Office in Cote d'Ivoire.•Solved employee relations problems in Cote d'Ivoire and worked with leadership to reorganise staff in both Ghana and Cote d'Ivoire to introduce efficiencies.•Reviewed policies including employment contracts to bring them in sync with Ghana's Act 651.•Created and/or reviewed job descriptions, key performance indicators and other deliverables as part of the implementation of the new performance management system.•Conducted a leave audit and introduced a more efficient leave administration system to avoid backlogs in both Ghana and Cote d'Ivoire.•Reorganised the HR Unit including the filing system.•Introduced registers to track attendance and monitor employee productivity.•Initiated work on a Policy on Staff in Positions.

- Consulted with the company's clients to listen, understand and identify their HR challenges.- Proposed and assisted to find HR solutions to client's pain points.- Implemented HR solutions and evaluate as agreed with client - Involved in executive search consulting for key clients including Japan Motors- Key resource person for a graduate recruitment fair- Successfully designed and facilitated a Managerial Leadership Skills Learning Intervention for officials of Zenith Bank Ghana Ltd.- Spearheaded aptitude tests for the selection of Management Trainees for Guinness Ghana Breweries Ltd and Zain Ghana Ltd- Involved in the sale of training and outsourcing solutions

- Delivered an effective and efficient HR strategy and plan.- Promoted and disseminated the organization’s values in line with HR best practice.- Developed and monitored relevant and high-quality learning and development plans for staff in line with the company strategy.- Facilitated the administration of employee pay and benefits.- Coordinated recruitment procedures, performance management systems and exit procedures in line with the bank’s HR policies.- Maintained a dynamic and accurate personnel filing system. -Reorganised, retrained and refocused the human resource team-Introduced, communicated and enforced the implementation of a new human capital policy in line with the business strategy -Introduced a more reliable aptitude test for new entrants-Actively involved in employee resourcing and headhunting-Administered the new bi-annual performance-based appraisal system-Pioneered a comprehensive two-tiered employee induction programme-Facilitated the implementation of in-house learning program-Initiated a new provident fund scheme and rules-Ensured the implementation of staff welfare benefits as contained in the policies-Reviewed the remuneration package, managed the payroll and introduced the distribution of payslips-Used the intramail effectively to communicate with staff to save time and cost-Embarked on a human resource outreach programme to explain policies and provide a platform for employees to voice out their concerns and contributions.-Commenced the creation of a more detailed HR information system to facilitate the generation of vital management reports

- Apprised oneself of current trends in the banking industry.- Designed, delivered and facilitated relevant programs and courses as assigned by the Principal of the Training School and in line with identified training needs and objectives.- Coordinated the delivery of in-house, external and overseas training programmes- Managed the Bank’s club house and restaurant - Designed training programmes to meet identified training needs- Facilitated banking and management-related courses (Supervisory skills, HR management, cheques and negotiable instruments, international trade finance, current account operations, cashiering, etc.)- Coordinated both in-house and out-of-house training programmes- Introduced and successfully launched a modular management development programme covering key learning areas for bank managers- Organised and coordinated international training programmes jointly in association with Euromoney, UK- Submitted regular monthly status reports on training and other activities- Involved in a transformation of the GCB Training School from a cost centre to a profit centre.- Effectively managed the School’s Club House and Canteen to increase patronage and eliminate losses.

- Coordinated the delivery of external and overseas training programs.- Undertook job documentation and determination of staff levels and evolved and maintained an effective establishment for the bank.- Reviewed and conducted the bank’s performance appraisal and promotion programmes in line with policies.- Assisted line managers apply appropriate appraisal practices.- Studied, reviewed CBAs and advised on staff welfare schemes such as processing/approval of staff loans, leave and medical claims- Advised line managers on manpower planning and development- Conducted a knowledge and skills audit as part of succession planning. - Initiated, implemented and reviewed action plans on Recruitment and Selection, Induction, Performance and Promotion Appraisals, Training and Development, Industrial Relations and Staff Welfare functions.- Prepared counter proposals and negotiated the Collective Bargaining Agreements (CBAs) of unionised staff on behalf of Management.- Launched the Assessment Centre approach to identify high flyers and those employees ready to assume higher responsibility.- Designed an improved interview assessment format based on behavioural interviewing covering technical, personality and managerial competencies thus reducing the element of subjectivity.- Conducted learning needs analysis for the entire bank- Prepared training programmes and budget based on business needs- Introduced an incentive package for employees undertaking self-development to encourage individual learning