Nkemdilim Ilo

Key Contributions: ❑ HR Strategy & Change Management Initiatives: Partner with the executive team in formulating and implementing HR strategies and initiatives that have facilitated the achievement of set business objectives. ❑ Continuous Process Improvement: Champion HR processes improvement by informing the strategic direction and stablishing structures and metrics, increasing overall efficiency by 30%. ❑ Staff Retention: Formulate and roll out strategic staff welfare programs that minimised staff turnover, achieving an over 80% staff retention rate. ❑ Employee Engagement: Achieved 21% improvement in employee engagement through a rich blend of initiatives that included improving communication, giving recognition, encouraging interaction, focusing on employee wellbeing, and encouraging feedback. ❑ Talent Acquisition: Implement a robust talent acquisition process that improved the quality of hires by 20%, as evidenced by performance metrics and reduced time-to-productivity by 30%.

Key Contributions: ❑ Provided expert guidance to senior leadership on workforce planning, talent acquisition, and employee engagement, leading to more effective resource allocation and team performance. ❑ Partnered with the business to ensure colleagues received a consistent and value-driven experience through the implementation of people-led initiatives that enhanced employee engagement and alignment with organizational goals. ❑ Collaborated with cross-functional teams to ensure that COE (Center of Expertise) teams developed and delivered products, tools, and services aligned with business strategies and the overall People Roadmap. ❑ Advised, coached, and guided leadership teams to ensure they had the right talent in the right roles, strengthening workforce capabilities and enhancing organizational performance. ❑ Served as an escalation point for HR Business Partners, making critical decisions on behalf of the HR Director, ensuring alignment with company HR policies and promoting consistent resolutions across the region. ❑ Led change initiatives by applying organizational design principles to support structure redesigns, reorganizations, ensuring seamless transitions and minimal disruption. ❑ Ensured senior hires were recruited against defined competency frameworks, holding business leaders accountable for transparent and fair hiring, promotion, and internal movement processes securing the right talent. ❑ Acted as a key strategic partner by leveraging HR and business acumen to support organizational objectives, ensuring that people strategies aligned with the organisations broader goals and drove measurable business outcomes.

Key Contributions: ❑ Diversity & Inclusion. Championed a diversity and inclusion program that increased the representation of underrepresented groups in the workforce by 35%. ❑ Staff Training: Designed and facilitated targeted training programs that addressed skill gaps, resulting in a 30% increase in team efficiency and a 50% reduction in external training costs ❑ Policy Review: Conducted a comprehensive review and overhaul of HR policies and procedures, ensuring 100% compliance with changing labor laws and mitigating potential legal risks ❑ HR Analytics: Utilized HR analytics to provide data-driven insights to senior management, influencing strategic decisions that led to a 10% improvement in overall organizational performance