Oluseye Ayoola Komolafe

Experience

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  International Institute of Tropical Agriculture Ibadan

  Jan 2002 - Dec 2002

  NYSC (Asst. Water Analyst and Quality Control Officer)

  • Analyzed, treated and conducted quality control of portable water, swimming pool water, sewage water and industrial effluent and operated water treatment plants

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  Watercom Konsult

  Jan 2003 - Dec 2006

  Assistant Project Coordinator.

  • Assisted the Project Coordinator in project planning and implementation, including assessing needs, setting goals and objectives• Organizing public workshops, seminars and enlightenment programs independently and in conjunction with government, NGOs and consulting firms.• Recruited, trained and supervised field staff and conducted annual evaluation of technical staff to recommend them for promotion or enhancement courses.• Providing professional advice to participants; serving as a liaison; acting as a resource person by performing research, analyzing information, providing documentation, and preparing reports.• Establishing project work plan and calendar/schedules; monitoring, reviewing, and evaluating progress.• Assessing ongoing operations of environmental monitoring team to improve performance, reduce risks, and improve efficiency.• Manpower planning, Monitoring record keeping and file maintenance for project staff.• Designing training and development programmes in other to develop workers to undertake higher-grade tasks; provide the conventional training of new and young workers; and Raise efficiency and standards of performance.• Conduct Performance appraisals through evaluation of technical staff to recommend for promotion or enhancement courses. Show less

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  Talent & Dexterity

  Jan 2007 - Oct 2009

  Training Consultant

  Duties /Responsibilities:1. Designs suitable learning solutions for the various identified needs of clients2. Identifies individual and group training needs and aligns them with business and group objectives3. Communicates clearly the training plan for each individual and group with the aim of securing buy-in and commitment to the plan.4. Learning events are tuned to fit changing business needs and specific trainee job outputs5. Ensure that all supporting material for learning events is balanced to suit each individual learner’s learning preference.6. Ensure that use of blended learning solutions is incorporated to drive down training costs and encourage trainee driven learning.7. Sorts out non human skill deficiencies that may hamper effective training deployment and facilitates resolution.8. Ensures that proffered interventions leads to recognizable improvement in trainee’s output. 9. Facilitates management of group dynamics amongst a diverse team of individuals with the same learning needs.10. Communicates in a manner that encourages individual learners to own the learning experience and commit to a plan for change in the targeted domain of learning.11. Post Implementation Analysis and reporting of all training interventions.12. Ensuring that learning events not only meet the functional requirements of the learners but also aesthetically pleasing and captures the learner’s interest. Show less

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  Leading Edge Consultancy Ltd

  Nov 2009 - Sept 2010

  Senior Consultant

  1. Ensures clients receives a coordinated service from the firm2. Assesses and plans for clients service needs, designs the appropriate approach and supervises the service, assuring full support to staff and exercising quality control;3. Supervises the progress of field work, discusses problems experienced by staff and decides on appropriate and timely action;4. Carry out full and timely review of work done, ensures that the technical quality of the documentation complies with the standard required;5. Ensures the enhancement of competence and the awareness of developments in the functional area through: the development of training material and programmes for identified training needs designed to provide a familiarity with the Firm’s technical standards.6. Assists the Director in the monitoring of the achievement of the departmental plans and communicates ways for improvement. Show less

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  Michael Stevens Consulting

  Jan 2011 - Jan 2013

  Supervisory Consultant - HR Consulting

  Executive Search, Recruitment and Selection:1. Regularly in charge and involved in the execution of Executive Search & Selection and recruitment assignments 2. Involved in the design and execution of bulk recruitment, interview procedures and competency assessment for positions ranging from entry-level to top-management for organizations.Training and Development:1. Identifies individual and group training needs and aligns them with business and group objectives2. Communicates clearly the training plan for each individual and group with the aim of securing buy-in and commitment to the plan.3. Ensures learning events are tuned to fit changing business needs and specific trainee job outputs4. Ensure that all supporting material for learning events is balanced to suit each individual learner’s learning preference.5. Sorts out non human skill deficiencies that may hamper effective training deployment and facilitates resolution.6. Ensures that proffered interventions leads to recognizable improvement in trainee’s output. 7. Communicates in a manner that encourages individual learners to own the learning experience and commit to a plan for change in the targeted domain of learning.8. Ensuring that learning events not only meet the functional requirements of the learners but also aesthetically pleasing and captures the learner’s interest.HR Advisory/Project Management/HR Solutions: 1. Provision of advisory services to clients on restructuring, competency assessments, HR and organizational audits, job analysis, compensation and benefits survey, employee attitude surveys and skills audit for multinationals, public and private sector institutions.2. Design and development of HR policies, procedures and structures in line with best practice and legal provisions for various organization.3. Conduct remuneration surveys to determine compensation strategy for business optimization and competitive advantage Show less

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  MTN Nigeria

  Jan 2013 - Feb 2021

  1. Drive the design, planning and implementation of culture management programs aligned to the overall strategic HR plan and vision of becoming an employer of choice.2. Drive the implementation and adoption of culture initiatives including participation in employee engagement, implementation of annual Culture Audit action plans and manage yearly performance of all Culture Audit dimensions.3. Review pulse on internal and external market trends with a view to incorporating best practices on employee engagement and organizational effectiveness that aligns with the business culture and values.4. Develop and drive the implementation of the organisation’s ‘Diversity & Inclusion strategies and activities.5. Conducts organizational diagnoses using defined methodologies & project management techniques to identify critical issues and root causes, provide an objective, data-driven perspective on relevant organizational and HR issues, implement appropriate interventions to address organizational findings, and measure the results.6. Develop and manage employee engagement surveys including planning, execution and implementation of action plans thereof.7. Apply a structured change management approach and methodology to lead change management activities and regularly conduct change impact assessments to determine effectiveness of change programs8. Assess impact of changes in organization structure and coordinate change management process for all organizational changes in relation to organization structures.9. Identify potential people-side risks and anticipated points of resistance, and develop specific plans to mitigate or address the concerns.10. Work with project teams and stakeholders to integrate change management activities into the overall project plan.11. Collaborate with learning management to build organizational capabilities geared towards improving organizational growth12. Support the culture of innovation across the organization. Show less 1. Engage Line Executives and other key stakeholders in determining business needs and proactively contribute to the development of strategic HR solutions in collaboration with the Centre of Excellence (COE). 2. Provide effective business partnering services to the line, ensuring clear and efficient business processes are operated and communicated to the line, as well as ensuring periodical review of defined service level targets.3. Review employee performance issues in conjunction with line management, investigate related issues and challenges, socialize mitigating options with HR Management and offer pragmatic solution to line management.4. Provide guidance to line managers on HR policies, ensuring the right interpretation of the policies are applied in managing human resources in the division and champion the implementation of new HR policies.5. Facilitate the resolution of grievance, conflict and complex relational issues within assigned Division in line with HR policies and guidelines.6. Collaborate with the Talent Team and Business to identify, engage and retain talents within the organization and provide input into career development plans for employees.7. Manage departmental level Talent sourcing and acculturation processes in conjunction with the Attraction & Recruitment team to ensure adequate, available talent pipeline and timely resourcing.8. Manage headcount of assigned division to ensure optimal staffing and provide input on business unit restructuring.9. Review and analyse information and data with respect to human resources activities within the division and collate activity reports for submission to HR senior management.10. Liaise with Divisional Executives to analyse trends using HR metrics to develop interventions to enhance, recognize and reward employee performance. 11. Identify training requirements of team members, develop programs to address knowledge gaps and to enrich knowledge repository within the department. Show less 1. Apply a structured change management approach and methodology to lead change management activities and regularly conduct change impact assessments to determine effectiveness of change programs2. Collaborate with Business Partners and Line Management in development, implementation and adoption of change initiatives3. Assess impact of changes in organization structure and coordinate change management process for all organizational changes in relation to organization structures.4. Source information from employees on impact of change initiatives and provide customised solutions5. Assess change impact on the current organization and measure organization readiness to embrace and accept the change initiatives6. Identify potential people-side risks and anticipated points of resistance, and develop specific plans to mitigate or address the concerns.7. Work with project teams and stakeholders to integrate change management activities into the overall project plan.8. Review pulse on internal and external market trends with a view to incorporating best practices on employee engagement and organizational effectiveness that aligns with the business culture and values.9. Drive the implementation and adoption of culture initiatives including participation in employee engagement, implementation of annual GCA action plans and manage yearly performance of all Group Culture Audit dimensions10. Conducts organizational diagnoses using defined methodologies & project management techniques to identify critical issues and root causes, provide an objective, data-driven perspective on relevant organizational and HR issues, implement appropriate interventions to address organizational findings, and measure the results.11. Develop and manage employee engagement surveys including planning, execution and implementation of action plans thereof.12. Support the culture of innovation across the organization. Show less 1. Manage the MTNN Job Competency directory.2. Liaise with Line Managers to develop Competencies when one or more of the following arises – creation of a new job, after a restructuring exercise, change in business direction.3. Liaise with the learning team in identifying and developing training interventions based on the identification of new competencies.4. Assist in the planning and management of organization change programmes.5. Support the review of organization effectiveness with regards to structure and job design.6. Advice the OD Specialist and Senior Manager on the nature and progress of all change initiatives.7. Establish relationships across the various divisions, monitor organisation performance and identify problems/ opportunities for interventions.8. Participate in HR projects relating to organization effectiveness and change.9. Support the change management process for all organizational change with regards to structures10. Assist in the design of organisational effectiveness interventions. Show less

  • Manager, Culture & Change

    Mar 2020 - Feb 2021

  • Manager, HR Business Partner

    May 2019 - Mar 2020

  • Manager, Organisation Change Management

    Jun 2015 - Mar 2020

  • HR Advisor, Competency & Change Management

    Jan 2013 - May 2015
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  United Capital Plc

  Apr 2021 - now

  Director of Resources - Human Resources & Corporate Services

  1. Design and implement an HR strategy that supports each business unit and ensures alignment with the corporate strategy2. Provide HR advisory service to the Executive Management team.3. Adequately forecast and plan for future HR business needs4. Work closely with the Group HR office to implement effective HR Systems and Processes5. Design, implement and update Human Resource policies as required6. Conduct periodic Compensation and Benefits survey to ensure that the company’s pay structure remains competitive7. Manage the recruitment process which includes sourcing and attracting desirable candidates through various means like Head- Hunting, strategic advert placements, and other means8. Drive the Implementation of the Performance Management framework ensuring that goals are properly set to drive the business objectives, line managers and staff hold periodic performance checks, timelines are kept, and outcomes of the performance management are implemented at the end of each cycle9. Maintain accurate and up-to-date employee records and ensuring all HR records are held securely10. Conduct a regular audit to verify and complete the missing information in the staff file11. Interpret and advising on employment legislation12. Deal with grievances and implementing disciplinary procedures13. Onboard and induction of new hires14. Analyze staff training needs in conjunction with division/line managers15. Handle the Exit Management process to ensure that the organization is properly protected, and that exiting staff received their entitlements as due16. Where applicable, represent the HR team at internal and external meetings17. Participate in ad-hoc projects and performs other activities as assigned Show less