Lagos State, Nigeria
I don’t just manage human resources; I architect high-performance cultures designed for growth. As the GM of HR at one one the leading Technology company in Nigeria, my mission is centered on a single mandate: EVOLVE. I believe that for an organization to scale, its people and structures must undergo intentional, strategic transformation. I specialize in moving businesses from "growth mode" to "operational maturity" by aligning human capital with commercial objectives. With a background spanning HR outsourcing, recruitment, and comprehensive workforce planning, I have spent my career building efficient, cost-effective teams that deliver measurable value. My expertise lies in bridging the gap between high-level corporate strategy and the human experience—ensuring that governance and empathy coexist. Core Expertise: Strategic Leadership | Workforce Planning | Compensation & Benefits | Organizational Design | Corporate Strategy & Governance My Philosophy: I am a person of high integrity who stands by what is right. I don't just fill roles; I GIVE VALUE. This commitment to excellence is paired with a deep-seated empathy for the human condition. Beyond the boardroom, I am a dedicated advocate for humanity, regularly volunteering with NGOs and IDP support initiatives. I believe that circumstance is the only thing separating us, and it is our responsibility to lift others as we climb. I thrive in conversations around business growth, negotiations, and government policy. If you’re looking to discuss the future of work or building a resilient organization, let’s connect.
Strategic HR & Talent Management Led the development and execution of forward-thinking HR strategies, including succession planning and workforce forecasting, to align talent with organizational needs. Partnered with department heads to define key competencies and drive employee development, engagement, and retention. Consistently improved HR systems, policies, and procedures to boost efficiency and impact. Performance Management & Talent Development Introduced a data-driven performance management framework that aligned KPIs with business goals, enhancing productivity and accountability. Used performance analytics to identify skill gaps and deploy targeted training programs. Drove succession planning through structured reviews and individualized development plans for future leaders. Employee Relations & Workplace Culture Managed employee relations, acting as the key liaison between staff and leadership to resolve grievances and maintain workplace harmony. Advised management on complex HR matters, including investigations and disciplinary actions. Fostered an inclusive, diverse, and collaborative culture across all levels of the organization. Recruitment & Onboarding Excellence Oversaw end-to-end recruitment processes, securing high-caliber talent through strategic sourcing and rigorous assessments. Streamlined onboarding programs, reducing ramp-up time and ensuring cultural alignment for new hires. Compensation, Benefits & Compliance Developed competitive compensation and benefits structures based on market insights to attract and retain top talent. Ensured full compliance with Nigerian labor laws and internal policies, regularly updating HR practices to mitigate risks. Maintained accurate, confidential employee records and delivered key metrics to inform executive decisions.
Partner leadership team to understand and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning. • Provide support and guidance to management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations. • Manage talent acquisition process, which include recruitment, interviewing, and hiring and onboarding of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings. • Analyze trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent. • Create learning and development programs and initiatives that provide internal development opportunities for employees. • Conduct employee disciplinary meetings, terminations, and investigations. • Maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. • Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law
Source candidates using a variety of search methods to build a robust candidate pipeline ● Screen candidates by reviewing resumes and job applications, and performing virtual and in person interviews. ● Take ownership of candidate experience by designing and managing job postings, job descriptions, and position requirements ● Perform reference checks as needs arise. ● Facilitate and negotiate remuneration. ● Manage onboarding and new hire process ● Manage the overall interview, selection, and closing process ● Improved paper work processing by 70% by streamlining submission process. ● Improved personnel record maintenance by 50% through applying Access database software for updated and precise information. ● Conducted trainigs for employees that had turnover by 25% on work output and delivery. ● Improved and fast track employment processes in recruitment, selection and placement. ● Ensure all screening, hiring, and selection is done in accordance with employment laws and regulations
Recruitment, Selection, Training and Development, Onboarding
• Supporting with absence management cases by maintaining regular communication with employees and liaising with the Company Occupational Health Provider. • Identify adhoc and core crew recruitment requirements. • Recruitment and selection procedure for onshore and offshore employees including: Pre-screening candidates; Arranging recruitment days; Support with skills tests and interviews; Arrange and conduct Company inductions; Ensure that HR database is updated and maintained as required to ensure efficient record of relevant data. • Participate in emergency manager rota.
• Produced accurate office files, updated spreadsheets and crafted presentations to support executives and boost team efficiency. • Responded to emails and other correspondence to facilitate communication and enhance business processes. • Sorted, opened/routed incoming correspondence and deliveries to help senior leaders respond quickly to business and customer requirements. • Establish application protocols that increased new applicant quality thereby ensuring the right fit for positions are hired. • Provides up to date records of employees to reduce plagiarism. • Slashed payroll/benefits administration 10% by negotiating pricing and fees, while ensuring the continuation and enhancement of service. • Improved managerial performance 23% through benchmarking and employee-feedback collection and analysis. • Presided over a 28% morale boost. Worked to improve morale through increasing employee input in the managerial decision-making process.