Chris O. Kulajolu

 Chris O. Kulajolu Phone: - Email:- LinkedIn: https://www.linkedin.com/in/chris-o-kulajolu-05a31937/ Profile: Experienced HR Business Partner and HR Services professional with detailed competences in the fast-moving consumer goods (FMCG) industry. Demonstrated expertise in talent management, organizational development, and employee engagement strategies and shared services. Proven ability to align HR initiatives with business goals to drive growth, create positive work cultures and a high-performance team. Adept at building strong relationships with stakeholders at all levels of the organization to foster collaboration and achieve optimal results. Passionate about cultivating a diverse and inclusive workforce, alongside 100% employee engagement that fosters innovation and drives business success. With these competencies, I am able to deliver good value in the areas of human resources business partnering, transactions and support. Alongside these, is my hands-on experience in data analysis, industrial relations, employee development and HRIS management, has given me good people management, organizational skills and an understanding of people-machine interaction which is critical in any production and service environment. Competencies and Business Skills: Project HeRacles: skilled in HR Online Self-Service ESS / MSS; HR Workspace SAP HCM: Extensively skilled expertise in SAP HR 6.0 HCM: Skilled expertise on Human Manager 4.30 (Human Resources, Payroll & Pension System) (Dev by System Specs) HRIS: Skilled expertise in Human Resources Information Systems. Manpower Development: Experienced manpower and human resources management in an FMCG environment. Database Management: Extensive hands-on technical and administrative experience including data integrations. Microsoft Office Suites – (MS Word/Excel/PowerPoint) – Advance Levels SQL, JAVA, Web Programming Data Processing & Analysis in a Fast-Moving Consumer Goods (FMCG) and Enterprise Resource Planning (ERP) environment. creating a positive work environment: empowering employees, fostering growth, driving organizational success through effective HR practices. Personality: Great team player and people’s person Good inter-personal and effective communication skills Good analysis and presentation skills. Education: Chartered Institute of Personnel Management Nigeria (ACIPM) B.Sc. (Hons) Mathematics (Lagos State University, 2004) Web Programming Certificate (e-Commerce); NIIT Education & Training Centre, Ikeja Employment History: Fossil Exchange & Agro-Allied Service Ltd [ HR Business Partner – (Mar 2019 – Till Date) Responsible for all HR end-2-end process for the Agro Allied and Procurement Business of Fossil-Fuel Group  Programming experience with advanced capability to build dashboards, manipulate large datasets and create complex metrics to drive positive behavioural change (SQL, Python, Scripting capabilities). Thought leadership in the talent space with the ability to influence best practice, bringing a solid point of how to build a high-performance organisation Experience of running and providing stakeholder training on behavioural, competency-based interviews. Building and driving deep dive analytics that impact the decisions when assessing talents. Compensation & Benefits planning for all workforce in the Agro Allied Business. Employee on-boarding/Off-boarding for the Agro Allied Business HR Metrics & Analytics for the Agro Allied Business Employee engagement / retention and skill matrix/Role Mapping. Deploy Lean 6-Sigma (IL6S) agenda by implementing Organization Pillar frame work processes in the Plant. (New to IL6S) Deployment of High-Performance Work System (HPWS) framework creating a high-performance workforce. Execution of LMS (Learning Management System) activities across the business. Performance Development Management: Review exercise (Half-Yr. / Full Year), PIP overviews etc OPM (Organization Performance Model) deployment for the Agro Allied Business. Design and implement Rewards & Recognition (R&R) framework for the Agro Allied Business. Drive cultures change and engagement process for the Agro Allied Business Drive people and non–people cost for the Agro Allied Business. Drive Output/FTE for the Plant and Zero Loss Mentality. Drive zero industrial relations and people issues. Maintain compliance with federal, state, and local employment laws and regulations and recommended best practices; review policies and practices to maintain compliance Build key relationships with global Hiring Leadership stakeholders to drive our hiring agenda. Be seen as a thought leader on talent initiatives with an inherent belief that past performance predicts future success. Review our assessment effectiveness to drive continuous improvement. Ensure our Employer branding and DEI initiatives support and drive an inclusive environment for our people. Cadbury Nig. Plc, Ikeja, Lagos, Nigeria HR Business Partner & Organization Pillar Lead (Ondo Plant) – (Dec 2016 – Feb 2019) Responsible for all HR end-2-end process in the Cocoa based Plant in Ondo town (Ondo State). ER/IR oversight for Plant Headcount of 210 FTE HR Metrics/Analysis – (Focus Dashboard: - Headcount. Retention, Performance, FTE Productivity, KPI etc) Cost Centre Management (HR/Security/Fleet Admin Costs). Drive and deliver efficient people and non-people costs. Manning Levels across the Plant (Updates & discussions, employee requisitions approvals). Headcount Reporting, employee on-boarding/retention and skill matrix. Review of job descriptions with Line Managers/Job holders. Drive Integrated Lean 6-Sigma (IL6S) agenda by implementing Organization Pillar framework processes in the Plant. Accelerate implementation of all SWPs in Org Pillar for the Plant. Drive the High-Performance Work System (HPWS) framework creating a high-performance workforce & workspace. Implements all actions points on HPO Surveys. Responsible for business audit on Education & Trainings for the Plant. Deploy the Organization Performance Model OPM) work process to ensure the organization and people systems supports and the deliver the Company’s CBN (Compelling Business Needs) Structure a robust R&R (Rewards & Recognition) program for organization. Drive culture engagement/change actions points for Unleashment index to foster a better working environment. Drive people and non–people cost for the Plant. Implement zero based budgeting for the Plant Drive Output/FTE for the Plant and Zero Loss Mentality. Drive Performance Management exercises (Mid-year & Full Year). Consolidate with Line Mgrs/Line Leads on all PIP overviews. Inspire colleagues to a lifelong learning culture using the available learning framework in the Business. Drive zero industrial relations and people issues. Trade Union consultations and relationship management (NUFBTE / FOBTOB) Community relations Management for the Business. HR Coor’d, Compensation & Benefits – (Jan 2015 – Dec 2016) Direct responsibility for the HRIS Database Management, SAP HR Super User in Nigeria. (Ikeja & Ondo Plants) Employee profiling on Human Manager Payroll System Management of Employees Pension Fund Administration (PFA) remittance and related issues. HR Information Services Manager – (Sept 2013- Dec 2014) Direct responsibility for the HRIS Database Management, and also in a support role to the Compensation & Benefits Manager. SHARP (SAP HR) Super User in Nigeria. (Ikeja & Ondo Plants) Responsible for employee upload (Profiling) on Human Manager Payroll System HR Officer, Shared Services – (Feb 2010 – Sept 2013) HRIS Data Management (SAP HR) Super User in Nigeria. (Ikeja & Ondo Sites) Responsible for employee upload (Profiling) on Human Manager Payroll System. Provide support to the Compensation & Benefit Manager on data upload and other transactional changes on the payroll soft-ware (Human Manager 4.3) Pension Fund Administration. Management of Pension Fund Administration (PFA) related issues. Ensures prompt remittance of monthly pension deductions from payroll to registered PFAs, & PFCs Liaison personnel between employees and PFAs on all pension related activities – (Under-remittances, details changes, RSA Account withdrawals, etc). Headcount Reporting Responsible for all headcount reporting across functions. Job position updates across functions. Company-wide Org charts. Vacancies Reports and Monthly Reports on Employee attrition rate.HR Transaction Activities Payroll Administration & Management. Processing of final entitlements/computation of Retirement Benefit Schemes / gratuity benefits for employees (at all levels). Provide support for coordination of the annual salary review and implementation of Collective Agreements. Provide support to HRBPs in generating factual HR statistics. Support the conduct of annual certification of the business code of conduct and conflict of interest and maintains record of each employee certification. Backfill for HR Manager, Shared Services (during absence). HR Assistant, Info Systems– (March 2008 – Feb 2010) Direct responsibility for the HRIS Database Management, and also collating information and materials as required for performance management and reward purposes Responsible for monthly HR reports to MEA, CN Head Count report and People Process data submission Report. Collating information and materials as required for performance management and reward purposes. Bear responsibility for ongoing Update of CN HRIS, including full annual update of employee’s details. Coordinating the controls of biometric access and assignment of staff numbers conducting surveys and analyzing same. responsibility for interfacing with the IT team as appropriate. Communicate employee exits to IS team for removal from IS resource. Coordinate the IT policy sign-off process. Learning & Development Assistant (Manpower Development) – (March 2007 – Feb 2008) Responsible for training and development functions in a support role to the Learning & development Manager Liaison with corporate training companies and the training regulatory bodies in Nigeria: ITF, NECA; NITAD: CMD Compilation and calculations of reimbursement activities with Industrial Training Fund. Preparation of periodic training updates Talent resourcing and recruitment activities Competency Framework. Human Resources Assistant (Industrial Relations Unit – (Jan 2007 – March 2007) Responsible for and providing support to Head, Industrial Relations unit on human resourcing activities via; Management of employee data in all units across the Company. Investigation and collation of reports on disciplinary issues. Electronic documentation of all HR documents. Provision of support on HR issues Design and provision of staff access controls (Biometrics) Preparation of contractor’s/Supplier’s expense & invoices to facilitate payments. Implementation of company welfare policies for non-Mgt employees. Production Assistant (Confectionery Business Unit)–(Sept 2002–Dec 2006) Responsible for documentation, and reconciliation of production volumes, and employee welfare activities and providing assistance to the Production Head; and Shift Operations Managers Collation and inputs of production figures into Operations application spreadsheets. Preparation of daily / weekly QCDSM reports Preparation of weekly report, weekly updates on volume monitor spreadsheet, and preparation of Business Unit’s periodic reports. Preparation of periodic MCC report (Manufacturing Cost Control), submission of MCC by technology data and updates on periodic perfection prices Reconciliation of production volumes with Finished Good Depot, Finance and Audit Teams. Tracks on production export orders, track on daily / weekly waste analysis. Served as liaison personnel between department’s employees (staff strength of five hundred and sixty-five) of the team with HR, Finance, Administration teams and all Unit’s administrative activities. Trainings: Excel Analysis & Dashboards – Coursera Data Visualization with R-programming Data Visualization - Coursera Content Writing/Contextual Marketing - HubSpot Google Digital Garage (Digital Marketing) Human Resources Mgt Training – IBMI Digital Marketing - Future Learn QMS Auditor Training (ISO 9001) – DNV GL DNV- GL FSSC 22000 (revised ISO 22000) - 2018 Integrated Lean 6-Sigma Training (Organization Pillar Lead) - 2017 Presentation Skills Project – Human Capital Partners (Sept 2012) Human Resources Management Training – NECA (Sept 2010) CIPMN / PENCOM sensitization Workshop on Contributory Pension Scheme – Lagos (Nov. 2009) SAP HR 6.0 Training (Northgate Arinso) – Cadbury West Africa - Oct, 2009 HR-Online ESS / MSS; HR-Workspace (HRW) NECA/PENCOM Interactive Forum on transfer of Legacy fund (NSITF) under Pension Reform Act 2004; NECA June 2009 Human Manager Payroll Systems 4.3v : Systems Specs Nigeria (13-15th May 2009) Project Management - - (2008) : Procepts Training Institute, Lagos. SAP ECC 6.0 (Hobie Cat) Training: Sept 2007 - Cadbury Schweppes (Cadbury Nig Plc). Grants & Reimbursement Seminar: August 2007 - Industrial Training Fund (ITF), Lagos Jaunipier Time & Attendance System (JanTech) Jan 2007 - JanTech IntergratedSystems. Quality Occupational Health & Safety ( QHSE): 2004 - Cadbury Nig Plc, Ikeja. Good Manufacturing Practices (GMP): 2004; 2006 - Cadbury Nig Plc, Ikeja. STC (Sharpening the Culture) Workshop: 2002 – Cadbury Nig Plc, Ikeja. References: