Director - Human Resources and Administration
Alliance for a Green Revolution in Africa
Total years of experience :21 years, 6 months
Developed a coherent 6 Pillar People Strategy for AGRA across 12 African Countries with a 200+ Staff Headcount; and made recommendations to AGRA’s strategic direction and thinking.
Executed system-wide and expansive talent recruitment and retention initiatives that was onboarding on average 60 employees per year over a 24-month period.
Developed a talent management framework where high-potential talent is identified through a disciplined calibration process with 30+ Members of the Management Team having a Successor.
Initiated and drove a Values Project initiative with Project Team of 12 Members from across the entire institution to come up with refreshed institutional values that came up with 5 Institutional.
Designed and executed an HR Automation plan to maximize remote workforces and championing the use of technology like the online Performance Management System to engage agile workers and provide real-time performance information for 200+ employees spread across 12 African countries.
Drove culture change across the institution by reviewing 25+ institutional policies to ensure the policies were relevant and met the needs of our 25-Nationality workforce based in multiple locations.
Managed a $600, 000 Learning & Development Budget and Plan which that facilitated the leadership development of 25 executives and was linked to the strategic priorities of the organization.
Provided HR leadership in developing and executing Human Resources Strategy for an employee workforce of 800+ and guiding people-centered business initiatives.
Led Culture integration activities during the acquisition and integration of Zamanita Limited, a soybean crushing and oil refining company, and onboarded 330 additional staff to the Cargill Brand.
Revamped the company’s Talent Acquisition Philosophy by rolling out the 2 biggest single-company job fairs where 900 candidates attended to enhance our employer brand and attract the best talent.
Engaged and work with the Board and Regional and Global Teams to establish country priorities and aligning the global agenda with specific country nuances for our 600+ staff.
Implemented a range of performance and remuneration-related change programmes including 2 world-class salary surveys, and a robust succession plan with 100% successors for our Executive Team.
Refined recognition programs that rewarded up to 30 best performing employees per quarter.
Recruited, developed and led a team of 10 HR Shared Services Administrators across the Airtel Africa English speaking operations to implement the Shared Services Project in 10 countries.
Carried out feasibility analysis of HR systems that enabled the new HR Business Partnering Model to transform HR functions across 10 African Countries and make Airtel the Employer of Choice.
Integrated and built HR Shared Services Centres across Airtel Africa Operations to provide HR support to 500+ Airtel staff via HR Helpdesks, e-Learning, Payroll Management, Mobility Support.
Coordinated the rollout of an online performance management system across 15 African countries.
Provided professional and strategic consultative services to over 30 Line Managers in the implementation of HR solutions in alignment with the company strategy.
Carried out an ongoing investigation and implementation of best practice in Talent development practices and processes according to the company’s strategy while managing an over $2m L&D budget.
Coordinated closely with the IT Unit to ensure that the online Performance Management System was always available and tracked usage of this system by over 300 employees and line managers.
Managed Employee Engagement activities and Team building initiatives across the organization which ensured that the 6 organizational departments were engaging and aligning on departmental priorities.
Helped in the design and creation of the HR Analysis & Management Information Systems that generated about 5 key Management Reports monthly.
Designed and deployed rewards to drive and sustain performance across the organization as well as implementing quarterly rewards for at least 1 outstanding staff per department.
- To put in place all the L&D processes as well as make sure that the ideal structure is put in place,
- Identify ddevelopment needs of the rest of the training team and plans put in place to cover the development gaps,
- To conduct an assessment of the current state of the Talent Development & Engagement function in DRC,
- To develop an action plan based on the needs identified,
- To implement all actions and report to all stakeholders,
- To implement all TDE initiatives,
- To assess capabilities of current TDE team and provide development plans and on the job coaching
- To investigate, implement and maintain best practice in Talent development practices and processes according to the company’s strategy
- Availability of Organizational Training and Development needs analysis reports
- Availability of Training and Development Plans
- Training provision & succession planning
- Performance management system availability & execution
- Employee Engagement and Communication Initiatives
- People development
• Manage, monitor and troubleshoot networks, intranet and internet connectivity throughout the organization. This also includes administering network workstations, maintaining LAN user documentation, researching and recommending network and server hardware and software
• Provide IT support to staff and consultants by providing end-user support and issue resolution.
• Analyze user requirements, procedures, and problems to automate or improve existing systems; and review computer system capabilities, workflow, and tasks and meetings scheduling limitations.
• Troubleshoot networks, systems, and applications to identify and correct malfunctions and other operational difficulties.
• Develop and implement a strategy for backup and security system for electronic files. This also includes assisting in developing, implementing, testing and maintaining server level disaster recovery plans; perform regular and on-demand system backups and recoveries. Plan and implement network security, including managing the firewall, applying cryptography to network applications, managing host security, file permissions, file system integrity, and adding and deleting users. .
• Interface with vendors for procurement & maintenance of all IT infrastructures. Researches and evaluates new technologies related to computer networking; assists in planning, coordinating and consulting with vendors and clients for hardware/software purchases, product services and support; recommend and specify the purchase of related products and services.
• Develop and conduct various training and instruction for system users by researching and analyzing user-training needs to develop computer-based training on operating systems, relational databases, and other applications.
• Providing necessary support and assistance in the development and implementation of the country-wide computerization of the national supply chains for public health commodities.
• Implementation of company I.T. policy and vision.
• Installation, configuration, maintenance and troubleshooting of company computer infrastructure.
• Recommendation of computer system enhancements and purchasing of I.T equipment.
• Maintenance of current local area network and Exchange Server enabling optimal availability of network to local users. Testing and verification of network security and general administration of backups and disaster recovery programmes.
• Training and increasing computer literacy of users and potential users within the organisation.
• Competent and currently dealing with both IBM and Microsoft products and applications.
Organization Behavior Economics Project Management Marketing Accounting Finance Strategic Planning Strategic Risk Management Leadership Corporate Governance Making Strategies Work