Olabisi Oladipo

Experience

• 

  Littlewoods Group. United Kingdom

  Jan 1995 - Aug 1997

  Human Resources Manager responsible For Policy Development & Equal Opportunities

  Responsible for policy development, equal opportunities, appraisal & feedback, competences, handling & managing difficult situations, self development, recruitment and training.¨ Researched into various new legislations and its effects on company policy and premises e.g. Disability regulations, equal opportunities, paternity leave. This led to a change in company policy and practice. ¨ Reviewed existing company's HR practices such as age discrimination, bullying & harassment, flexible working patterns. My suggested recommendations led to changes in company policies.¨ Reviewed under performing stores, identified reasons for the underperformance and suggested appropriate changes to increase performance. Show less

• 

  Department for Work and Pensions (DWP)

  Oct 1997 - Aug 2008

  Job vacancy manager/Job Adviser

  Liaising with our stakeholders to improve relations and increase referrals.¨ Initiated and managed team building exercises.¨ Monitoring of performance and progress to work of customer’s ages 18-24 and 25+ job seekers.¨ Developed, managed and monitored the performance of a team of 12 through monthly reviews.¨ Responsible for attendance management including monitoring sickness levels¨ Conducting continuous performance of team and writing end of year staff appraisal report.¨ Assessing the teams’ future staffing requirements over the short, medium and long-term. ¨ Handling of all complaints from both external and internal stakeholders.¨ Delivering presentations on various current issues / legislations and its effect on working practices and policy. ¨ Carried out a staff survey on reward and recognition. My findings were implemented resulting in a significant increase in performance improvement. Managed the recruitment process from advertising to selection for both internal employees and external stakeholders.¨ Handled all queries and complaints from external organisations such as Employers, Providers, District office, customers and recruitment agencies.¨ Improved employers outcome performance targets by providing regular updates to all sections of 'easy to fill' vacancies.¨ Responsible for managing staff welfare of a team of 3.¨ Monitored ongoing progress of employer’s vacancies, advising and providing support on all stages of their recruitment process.¨ Developed and maintained effective relationships with Contact Centres, colleges, and other providers. ¨ Conducted health & safety assessments of employers and providers premises. Show less

• 

  Pan Ocean Oil Corporation (Nigeria) Limited

  Sept 2008 - now

  Purpose: • Ensure appropriate ER/IR strategies and tactics are developed and deployed to support business delivery and comply with employment law and industry best practices.• Ensure that HR policies are “business fit for purpose”.• Ensure appropriate compensation strategies and tactics are developed and deployed to support business delivery• Oversea the welfare/medical delivery of the corporationKey Roles & Responsibilities: • Prepare benefits and cost related information to be used in the collective agreement negotiations as well anticipate the salary, benefits and remuneration trends in the industry and advise management.• Ensure compliance and consistency with the implementation and maintenance of local and HR policies and processes.• Oversee, coordinate and conduct job evaluation, communicate outcome, make recommedation to mgt and realignment as required.• Intervention in any dispute resolutions to avoid costly litigations, strikes or other disruptions.• Anticipate the salary, benefits and remunerations trends in the industry and advise management• Conduct Employee engagement, employee satisfaction survey and employee index survey and use result for implementation of processes and procedure. Accountabilities:Conduct industry benchmarking with JV/OPTS member companies• Interprets and administer the contractual stipulations of the collective agreement• Coordinate and handle grievance procedures, complaints and dispute from either unionized employees or management• Verification and part processing of employees expense reports• Manage the HR function’s contribution to business service processes and Group HR processes and systems related projects.• Attend National union meetings/conference, NECA, OPTS, Chamber of Commerce and host representatives visits to the corporation• Develop Framework for contract staffing implementation, HR Process Manual on Pan Ocean web, deliver a compensation strategy, a “unions” engagement plan and strategy Show less Provide guidance and support to HRBP’s on timely & cost effective staff resourcing, planning and learning development across their various segments. • To improve and implement the effectiveness of staffing practices proactively, on need-based & tailored to address specific user needs. • Direct the needs assessment for training and staff development to enhance the effectiveness of employee performance in achieving the goals and objectives of Pan Ocean • Responsible for the effective coordination, collation and implementation of learning and development programs.Key Roles & Responsibilities: To develop, implement various tools/templates to ease and capture data on staffing resourcing and learning development for management and HR report.. Conduct follow-up studies of all completed training to evaluate and measure results; modify programs as needed; develop effective training materials utilizing a variety of media.. Cash Call and monitor spending against the Learning and resourcing budget.. Exemplify the desired culture and philosophies of the organization. • Identify/incorporates best practices and lessons learned into program plans.• Assess property-wide developmental needs to drive training initiatives, identify and arrange suitable training solutions for employees. Actively search, creatively design and implement effective methods to educate, enhance performance and recognize performance.• Develops recruitment strategies to achieve required staffing levels. • Develop frame works and guidance to improve resourcing and learning processesAccountabilities: • Support HR Business Partner to deliver HR into the Business• Develop and monitor implementation of agreed resourcing, learning & development guidelines, template, policies for staff and HRBP’s • Deliver resourcing on Manpower planning, align skill gap with learning delivery cost effectively and establish control. Show less

  • Lead HR Advisor – Policy, Compensation & Benefit and IR/ER

    Jan 2012 - now

  • Resourcing, Learning & Development Lead

    Sept 2008 - Dec 2011