People Advisory
Ejiro’s HR advisory and people management experience spans multiple industries including Telecommunications, Financial Services, Digital Technology, Non-Profit and Consulting. During her time in Consulting, she supported clients across Oil and Gas, Integrated Marketing Communications, Health Care, International NGOs, Manufacturing, Financial Services among others, working with clients like Prime Atlantic, MediaReach OMD, phd media, Lily Hospitals Limited, SOS Children Villages, Procter and Gamble, GZI, Africa Reinsurance, and many others.
Some specific projects she has handled include:
HR Strategy And Advisory
Experience Summary: I have successfully developed and executed people strategy, policies, processes and practices to drive strategic business operatives leveraging my HR subject matter expertise both as an external consultant and advisor and as an internal HR Consultant and HR practice leader
Key Achievements: Member of the Strategic Blueprint team which developed the organizations 3-year strategic plan. Developed and championed a People Management Strategy to complement and amplify the organization strategy which increased budget performance from 64% in 2020 to 85% in 2021 while navigating the great resignation. Championed people management initiatives to deliver the organizations digital transformation strategy as the organization continued the transformation from a Capital Market Business to a Financial Services and Digital Solutions Technology Company growing revenue contribution from Digital Technology by 58% (FY 2020 Vrs FY 2021). Developed and executed the People Management Integration Strategy for integrating the Capital Market and Digital Technology businesses. Heirs Holding Group onboarding program revamp into a culture embedding program that has received over 95% positive rating from inductees and facilitators. Grew our perception as a great place to work by employees by 26% (baseline data from the last external survey) through creative engagement and development solutions with minimal cost impact. Delivered innovative people management strategies that grew our revenue per employee (Data Source: Quarterly HR metrics). Provided business specific strategic HR business partnering for 4 business divisions and multiple technology products leading to proactive and faster TAT on people drivers evidenced by the Departments Service Rating of over 80% across all 6 data points of Quality of Support, Value Provided, Customer Service, Timeliness, Knowledge and Expertise and Communication. Developed the Framework for the introduction of an HR Center of Expertise Framework for the Group (Heirs Holding Group) office. HR project manager for key organizational projects such as the Nigeria Data Protection Regulation (NDPR) compliance, Airtel Africa Information Security Policy implementation, Business Continuity and Information Security (BCIS) project led by KPMG India among others. Part of the 3-Man team at Airtel Nigeria that developed the organizations Business Continuity and Work From Home Plan for Nigeria when the pandemic hit which was templated by Africa and has seen the organization work from successfully from March 2020 till date. This process also led to the organization winning the Best Organization Award at the CIPM People First Safety Award. Developed a data driven template to operationalize the organizations Talent Retention Policy which led to a clear and consistent process for retaining top talent and mitigated Key Man Risk in several departments. Improved engagement by over 12% within 6 months of joining (measured using an anonymous mentimeter dipstick) by developing and implementing function specific engagement plans. Member of the organizations strategy team responsible for periodic and special project Corporate and Business strategy planning, execution and tracking at Africa Prudential and CIPM
HR Business Partnering And Operations
Experience Summary: Deliver effective and efficient HR solutions to drive bottom line and top line impact Key Achievements: I Introduced tools and templates to standardize operations which led to a 3% saving on staffing expenses despite an 8% increase in staff numbers with the majority of the resourcing at a higher-grade level. I managed an Organization Restructuring that led to the exit of 7% of employees with no employee relations issues. I managed the migration of an International NGO’s exit from its gratuity scheme without any recorded employee relations incidence despite the exit being based on staggered payments. I introduced the use of HR metrics and analysis in driving HR initiatives which yielded tremendous return on expectation (ROE) on training and engagement programs. Introduced the HR Business Partner Model to bring HR closer to the line managers and function heads which supported our cost management initiatives. Effectively managed HR vendor relationships and contracts such as the Health Maintenance Organization (HMO) Service Provider, Outsourcing Contractor for Outsourced staff, etc. introducing annual service reviews and effecting changes as necessary for best value. Drive Health, Safety and Diversity initiatives across the organization. Championed the development and documentation of Organizational Level Agreements (OLAs) towards entrenching excellent internal customer service to enable the organization meet documented Service Level Agreements (SLAs) to customers. Supported and coached line managers to have difficult conversations around performance and other work-related gaps evidenced by the absence of any Employee Relations issue in my over 12 years HR career despite managing several exits and high-tension situations. Having difficult conversations with People Managers on observed negative behavior towards preventing dissatisfaction related exits. Connect and partner with employees including C-suite executives from multi-cultural backgrounds such as CEO, Chief Technical Officer (Telecommunications), Chief Technology Officer, Chief Information Officer, Chief Financial Officer, etc to distill departmental objectives and champion HR initiatives to drive achievement.
Talent Acquisition And Resourcing
Experience Summary: Lead a team of consultants to deliver high quality strategic sourcing for clients through creating and implementing effective recruitment strategies based on unique role requirements
Key Achievements: Successfully attracted A Players, reduced time to hire and created an informal pool for critical roles thus reducing disruption to business due to vacancies for multiple roles. Revamped technical sourcing for internal, project based and commercial roles towards a 3-day TAT for shortlisting with a 95% uptake. Technical Recruiter for the organizations bodyshop Tech Recruitment service line where I source for Tech Talent for organizations like United Bank for Africa (UBA), Interswitch (a FinTech) and other organizations. Roles sourced include Developers, Product Managers, Product Designers, Technical leads, Engineering Managers, IT Auditor, Project Managers, Chief Technology Officer (CTO), Chief Information Officer (CIO), etc. As HR Business Partner for IT, Finance and Networks at Airtel, I also sourced Mid-Senior Level candidates for Finance, Networks and Information Technology roles. Ideated and led Talent pipeline projects including the organizations Technical Trainee Program for Developers and Technical Talent and the Group Graduate Trainee Program for central Graduate Trainee Development to serve the 16 companies within the Heirs Holding Group towards building a sustainable early-career group talent pipeline and mid-career talent bench strength. The initial cohort of 54 saved early career expenses within the group by 50% and has maintained an over 95% retention rate. Developed the organizations Technical Trainee Program for Software Developers called the i-Academy in strategic alignment to business direction. The Academy launched in January to over 5,000 applicants from which we selected 30 for the 9-month program. The academy currently runs as a standalone organization for which I seat on the Board. Post program conclusion, the expected outcomes include a reduction of our recruitment TAT to 48 hours and a 60% cost saving on early career technical resources.
Business Transformation, Culture And Change Management
Experience Summary: Provide Organization Design, Culture and Change Management Support to external clients and for the organizations in alignment with Business Transformation objectives
Key Achievements: Organizational design advisory services to a client looking to divest operations from a sole entity to a holding company with 3 major subsidiaries; Job Analysis, design of Job Descriptions and Person Specifications and a Job Evaluation exercise as part of the devolving of the single entity into a holding company with 3 major subsidiaries; Introduced and managed the change management process for the Balanced Scorecard Performance Management Tool; Change Management Support for an International NGO discontinuing gratuity payout; Provided Organization Design support to CIPM during 2 iterations of an organizational alignment to strategic imperatives including conducting an extensive review of the organization structure. Job analysis, designing job descriptions and person specifications and managing the change management and alignment to the new structure. Developed several initiatives to bring core values to life, create top-of-mind awareness for our core values and ensure that our culture as an organization mirrors our core values through learning interventions, culture immersion programs and culture specific reward and recognition programs. Redesigned the employee journey map towards creating an inviting and cohesive employee experience leveraging learnings on Psychological Safety. Design and deliver targeted solutions with a focus on scale and growth, including strategy development & deployment, strategic organization design planning, people & culture alignment, visioning, disruption, innovation and digitization, change management and team building; Championed strategy blueprint development for 4 years across 2 organizations and worked with cross functional teams to ensure all aspects of the strategy, people impact and change management.
Talent Management and Leadership Development
Experience Summary: Provided expertise and guidance to clients in all areas of organization support including: HR & business strategy alignment, organization design, workforce planning, culture and change management, leadership development and coaching, pipeline development, and succession planning
Key Achievements: I have supported clients in the design and implementation of a Talent Attraction, Retention, Development and Engagement Strategy in line with business needs and to drive organizational objectives in the following industries: Integrated Marketing Communications, Non- Profit and Health. Development of Competency Framework and Directory to drive Leadership Development, Deployment of an Assessment Center to identify Leadership pipeline. Aligning Performance Management and the 9 Box-grid to the Competency Framework and Leadership Development initiatives to drive Succession Planning and Talent bench-strength. Facilitating development and career management discussions for identified key talent (both Technical and Leadership). Developed the first draft of the Talent Strategy for the local entity of multinational telecom company and worked with the Talent team and HRD to close; Designed the framework for a functional graduate trainee program; Recommend Career Management Interventions for Talent Retention; Developed and deployed the Critical Talent Mapping process for the local entity of a multinational telecom company. Developed the identification matrix for the Talent Retention Scheme of the local entity of a multinational telecom company. Developed the framework for the Heirs Holding Professional Program for Functional and Executive leadership pipeline across the over 16 companies within the group. Developed in-house Management Development Program to support First Line/First Time Managers with People Management skills in response to observed competency gaps and data from people survey. Developed the business case and execution framework for the delivery of a Technical Trainee Program for Software Engineering called the i-Academy in line with our Talent Grow model to build a sustainable Technical Talent pipeline for Software Engineering to drive our Digital Technology business. The project has been scaled as a standalone academy with a CSR outlook, an independent board (on which I seat as a Technical Advisor) and the call for applications launched with over 5,000 applicants in 3 weeks; impact expected in 9 months.
HR Consulting Services
Experience Summary: Design, develop and deploy bespoke HR solutions to organizations while taking into consideration key organization nuances such as Organizational Life Cycle Positioning, Organizations Strategy and Business Objectives, Current Reality/Obstructions and Clients Look of Success
Key Achievements: Successfully led HR advisory engagements such as Performance Management Review and Redesign; Design and deployment of Employee Satisfaction Surveys; Human Resource Review (HR Audit) of clients in the Finance, Marketing Communications and Oil Services industry; Design of a Talent Management System (Financial Services and Integrated Marketing Communications); Member of the Job Evaluation Team for a Professional Institute following an Organization Redesign Project; Job Evaluation and Integration of Evaluated Jobs with Reward System (Pan-African Organization); Development of Staff Placement Reports containing a summary of the qualification, skill and experience of the employees which was eventually used to asses Job Fit/Gap for a client in the Public Sector; Development and deployment of HR structure, policies and procedures for a medium scale enterprise; Team Lead on a Total Rewards and remuneration Survey for a Hospital Group, Professional Institute, Manufacturing Company, Cleaning and Dry Cleaning Industry, Marketing and Distribution Industry, Financial Services Firm, International NGO and Integrated Marketing Communication Company and Sole consultant on a project to design and implement a Grade and Salary Structure for a Health NGO in Abuja. Provided HR advisory for a Sexual Harassment case for Seed 1 Tech Company.
Learning and Development
Experience Summary: Develop and facilitate learning and development programs including management development sessions, leadership development engagements, strategic retreats and team building engagements.
Key Achievements: Introduced learning interventions to drive Digital Transformation agenda by upskilling staff on Digital Technology skills required per function through alignment of learning needs analysis with organizational priorities leveraging platforms like Udemy, Udacity and other Digital Technology learning providers. Developed and implemented development planning, including all learning and development related plans in alignment with Organizational and HR Strategy. Developed and deployed a competency framework for the organization and partnered with team leads post deployment to identify and close individual and business-related development needs. Built strategic relationships innovatively with external partners to commission/develop appropriate learning interventions at best value to the organization. Designed, developed and delivered a range of integrated learning and development solutions. Led conversations with team leads on operational needs and identifying planned solutions around succession planning, talent management and development to bridge middle management gap. Creatively increased staff participation and involvement with corporate development activities through engagement and promotional activities. Managed learning resources to ensure maximum effectiveness of expenditure and return on investment and expectation.