Iminyene Mark Ibanga

PORTFOLIO Iminyene Ibanga 2 0 2 4 1 Hello, I’m Iminyene Ibanga 2 HR/Business Consultant 3 With over four years of experience in Human Resources Management, I have developed 4 a strong skill set focused on delivering excellent service. I have successfully handled high- 5 level projects such as Organizational structuring, policy development and enforcement, 6 others include, recruitment, employee onboarding, and performance reviews, all within set timelines, demonstrating my ability to multitask effectively. 7 8 My expertise spans across conflict resolution, data collection and confidentiality, payroll 9 management, as well as coaching and mentoring. I hold a Postgraduate Diploma in Human Resources Management and possess excellent communication, time management, and organizational skills. Additionally, I am proficient in SeamlessHR, PeopleHum, and Microsoft Office software. 1 2 3 4 5 Education May 2020-Oct. 2020 Chartered Institute of Human Resources Management Post Graduate Diploma - Human Resources Management 6 7 8 9 - Imo State University, Owerri, Nigeria Bachelor of Science Degree - Biochemistry Experiences 1 2 3 4 5 6 IN-MOTION BUSINESS LTD. Dec. 2021 - Sept. 2024 I joined In-Motion Business Ltd., a real estate development firm based in Uyo, Akwa Ibom State, Nigeria (www.in-motion.ng), in December 2021 as the pioneer HR Manager. At that time, the company had just been registered and was preparing to commence operations. As a Chartered Human Resources professional, I was tasked with designing the organization's structure, developing administrative processes, and overseeing the recruitment, onboarding, and supervision of all staff. Between December 2021 and January 2024, as a result of my efforts and leadership, the company expanded significantly, opening branches in three major cities in Nigeria—Port Harcourt, Lagos, and Abuja—with plans to establish a presence in Calabar. During this period, the company accumulated assets and revenue exceeding $6 million. Due to my contributions and demonstrated effectiveness, I was promoted to Director of HR and Administration. 7 8 9 Other Experiences; 2012 - 2021 Redemption 101.FM Dec. 2020 - Dec. 2021 (Part-Time) TimGreen Resources Sept. 2019 - November 2021 National Youth Service Corp Nov. 2015 - Nov 2016 Megamind Tutorials Nov. 2014 - August 2019 Champion Brewery Plc. July 2012 - Dec. 2012 Project 1 Employee Handbook Design 1 2 3 As part of my responsibilities, I was tasked with designing the Employee Handbook—a comprehensive document that outlines key information about the company's policies, procedures, expectations, and values. The handbook serves as a critical guide for employees to understand their rights and responsibilities within the workplace. The handbook I developed includes the following table of contents: 4 5 6 7 8 9 Table of Contents Introduction Our Operational Values: Describes the company’s mission to provide value, create premium living environments, and maintain strong, responsive relationships with partners while embodying a forward-thinking operational approach. Chapter 1: General Overview Chapter 2: General Conditions of Employment Chapter 3: Other Terms and Conditions of Employment Chapter 4: Code of Conduct Chapter 5: Disciplinary Procedures Project 2: Career Path Design 1 2 3 4 5 6 7 8 9 To foster employee fulfilment and development, I implemented a Career Path Design, an advanced roadmap with clearly defined short- and long-term benchmarks. This roadmap outlines the progression an employee can take, moving from entry-level positions through successive roles ultimately reaching their career aspirations within the organization. By providing this structured career path, employees gain a clear sense of direction, a framework for assessing career progress, and tangible opportunities to achieve their professional goals and milestones along the way. Key Elements of the Career Path Design: 1. Sense of Direction and Progress: The career path offers employees a well-defined trajectory, enabling them to assess their progress over time. It helps individuals set measurable career goals, track their achievements, and provide motivation by outlining the specific steps required for advancement. 2. Career Paths vs. Career Ladders: The design incorporates two traditional methods of career progression: Career Ladders: A structured progression within a specific occupational field, where roles are ranked from lowest to highest based on levels of responsibility and, compensation. Employees advance vertically up the ladder as they gain experience and assume greater responsibilities. Career Paths: A more flexible approach that encompasses both vertical and lateral movements, recognizing that career growth can occur in various ways—whether through acquiring new skills, transitioning into different departments, or taking on leadership roles. At In-Motion Business Limited, the career ladder and career path operate in tandem, enabling employees to advance within their specialized fields or explore broader organizational opportunities. Project 3 Onboarding Procedure- 8 9 I developed a comprehensive onboarding model for the organization, designed to effectively integrate new hires into the company. This model ensures that new employees undergo a structured process that introduces them to the company’s structure, culture, vision, mission, and values. The onboarding process includes formal orientation and other activities that support the new hire’s adjustment and engagement. Upon joining the company, all employees are required to complete this onboarding process, which includes the following key components: 1. Signing of Basic Documentation: New employees will complete all required paperwork, including contracts, confidentiality agreements, and other relevant documents. 2. Integration Process: To prevent overwhelming new hires with too much information at once, the integration process will be conducted over several days or a week. Wherever possible, the onboarding will be broken down by department: Human Resources Administration Operations Marketing/Sales (including product knowledge) 3. Reboarding: This is designed for employees returning from extended absences (e.g., medical leave, layoff) or those undergoing internal transfers or promotions. 4.Onboarding Remote Workers: For employees working remotely, the onboarding process includes guidance on regular check-ins, expectations for the use of company equipment, time management, maintaining privacy at home, and addressing communication challenges associated with remote work. 1 2 3 4 Thank you Contact Details 5 6 7 Phone : - Address : Uyo, Akwa Ibom State, Nigeria Email : - 8 9