Oyegoke Oyebanji Omole

OYEGOKE OMOLE TALENT MANAGER CONTACT PROFILE - I have consistently delivered values around employee development, employee relations, engagement, customer service, communications and the entire talent management value chain. -SKILLS Relationship Building and Networking Career Coaching and Mentoring Analytics Communication Strategic thinking Consulting Employee Relations EXPERIENCE Ikeja Electric Plc Lead, Learning & Development 2023- Date • Develop and manage the implementation of a clearly defined learning strategy in line with annual corporate goals. • Create learning and development experiences and solutions for employees adopting best practice instructional design methodology – ADDDIE. EDUCATION Obafemi Awolowo University, Ile Ife 2007 Masters in Managerial Psychology Ekiti State University, Ado-Ekiti 2003 BSc Political Science • Develop and manage the entire learning budget for the organization to ensure that the best quality intervention is provided within the approved budget. • Conduct organization-wide skills assessment working with the L&D team to identify skills gaps and training needs across the business. • Work with HODs, Business Managers to determine competency requirements of their teams and design programs to address these requirements. • Identify and onboard top quality learning providers within and outside the country in line with the approved vendor enlisting process. • Be available as coach and mentor for the L&D team and other members of Obokun High School, Ilesa 1998 Senior School Certificate CERTIFICATE COURSES/ CERTIFICATIONS CIPM, Nigeria Associate, Chartered Institute of Personnel Management Cornell University Internal Consulting Skills for HR Professionals Aligning HR Strategy with Organizational Strategy Mckinsey Academy McKinsey Forward: Foundational Level Completed McKinsey Forward: Advanced Level- Completed the wider HR team. • Create, Update and review training policies of all classes of employees based on changing business realities and ongoing feedback from training participants. • Identify opportunities within the business for quality leadership development programs to support the pool of leaders in achieving business goals. • Effective management and administration of the Learning Management System to drive organizational learning across the business. • Comply with Quality Management System / Occupational Health & Safety requirements including objectives and applicable regulations relating to assigned jobs. • Contribute to the capacity development of employees in the organization in line with corporate strategy and within available resources provided by the organization. • Ensure that strategies defined and implemented for accomplishment of the department’s objectives relating to day-to-day monitoring of controls in the Business Units. Lagos Business School Building a Strategic Learning Organization Maersk Training Train the Trainer Course Credit Direct Ltd Lead, Performance and People Development 2022 - 2023 Performance Management: • Develop and implement approved Performance Management strategies, frameworks, and programmes • Create and oversee the implementation of the procedures that support and enhance employee performance as per the company’s objectives • Facilitate and monitor employee performance management system and cycles, and ensures the attainment of a high-performance culture within the company • Oversee execution of full cycle performance management process to include communications, coaching, training, etc. for all levels of employees to support the Company’s performance process including for annual goal setting, mid-year check-ins and year-end reviews. • Manage and analyze the outcomes of the performance management process, identify gaps and recommend solutions including skills upgrading. • Conduct management reporting on employee performance, progress/completion of process milestones such as goal setting completion, mid-year check-in completion and year-end review completion and conducting goal audits. • Support HRBPs in implementing performance programs including Performance Improvement Plans (PIPs), high performers and probation reviews, ensuring these are well executed and monitored. • Establish a two-way communication channel to receive employee feedback and modify development policies and standards accordingly • Gather and assess business intelligence and the necessary data to assess employee performance and identify individual and departmental workplace issues and development barriers • Draft research-based performance efficiency reports, present them to senior leadership, and suggest performance management changes as necessary • Determine and resolve workplace issues that prevent optimal performance, such as individual grievances or poor departmental structures. • Explain to employees the methodology of current or upcoming performance practices thoroughly and professionally and follow up with them to ensure organization-wide understanding. Learning and Development: • Develop and implement Learning and Development strategies and programmes in line with business objectives • Establish a system of knowledge management to capture, store, transfer and retrieve work done within the department for posterity and business continuity. • Partners with line managers to develop annual training and development plans and budgets tailored to employee and organisation needs • Monitor training delivery and conduct post-training assessments, providing improvement recommendations • Develop and manage a competency framework for the company and conduct companywide skills assessment to identify skills gap and developmental needs • Design and execute talent development / feeder frameworks strategies and programs to maintain a healthy pipeline of talent (Graduate Programs, Internship, leadership etc.). • Measure effectiveness and advise on adjustments/improvements to scholars and internship programs. • Engage and partner subject matter experts including/where required HRBP’s through the designs of developmental programmes • Conduct organizational needs analysis and create training plans to ensure identified competency gaps required to succeed in each role are bridged through bespoke programmes • Coordinate the review of programme curriculums to ensure they are in line with business needs and realities • Deliver training to various parts of the business and work with various stakeholders to coordinate /facilitate/organize internal training sessions including induction programmes for new hires and newly promoted employees Blockchain & Climate Institute, United Kingdom Human Manager & Recruitment Lead (Volunteer) 2023 • Coordinate Recruitment and provide administrative support • Liaise with BCI members regarding Human Capital/Recruitment policies • Manage the application of GDPR compliance • Oversee the Recruitment team and BCI Operations with administrative inputs Food Concepts Plc Senior Manager, Training and Development- Strategy Development, Planning & Reporting • Develop, refine and secure the buy-in of management, operators and all partners into an effective learning and development strategy and employee development plan. Such strategy/plan shall cover and be adapted to all markets/locations in which the company operates. • Promote, develop and implement effective result orientation, learning and feedback mechanisms to provide input for the continuous development of the company’s People management strategy and employee development plan. • Building strong relationships with all the company divisions, franchisee and external companies, establish clear accountabilities and create value adding business opportunities. • Ensure a learning system in place that assures every participant the desired proficiency level in the QSR business • Develop leadership and management workshops that emphasize entrepreneurial spirit, empowerment and corporate governance. Policy Development • Manage the development, implementation and regular review of a comprehensive; relevant and up to date framework of training policies and procedures which are in line with best practices, meet the needs of the business, adequately customized to all markets/locations the company operates in and that enables the company to manage its employees/participants in a consistent and fair manner. • Define, develop and implement operational manual and training workshops that meet world – class benchmarks for the business and ensure periodic review as defined • Identify industry trend and update of the business operational processes and procedures in line with best practice • Liaise with other managers i.e. Business Control and process managers, Internal Auditor, Restaurant Managers, Area Managers, Regional Operations Manager etc. and staff throughout the organisation to ensure that the Company policies, processes and procedures system is functioning properly Operations • Develop, communicate and manage periodic training newsletter, calendars and brochures that attract the right participants / companies to ensure value added activities at the centre. • Identify internal and external training programs to address competency gaps of employees in the business brands, franchisee and other external companies. • Evaluate and make recommendations on training material and methodology and establish training relationship with external trainers / suppliers / training organization as applicable • Establish affiliations with related government agencies both home and abroad e.g. NITAD, Universities etc. • Ensure a training report/tracker and efficient feedback mechanism for management and the board • Responsible for the asset and facility management of the training centers. Ensuring that the centers run at an optimal efficiency level. Promasidor Nigeria Limited (PNG) Coordinator, Training & Industrial Relations 2018 - 2019 Training • Developed and implements learning strategies, policies, programs and procedures for PNG • Developed the PNG Manager’s Academy • Developed PNG Competency Framework • Developed a consolidated training plan for PNG • Implemented an e-learning strategy for PNG • Implemented various learning initiatives companywide (coaching, Jobshadowing, etc) • Prepared annual training plan for Promasidor based on skills gaps identified by appraisals and develop training needs analysis • Responsible for the internal learning policy and tracks internal learning interventions including new employee orientation & onboarding, departmental learning sessions, employee developmental plans and crossdepartmental training • Supervised the daily activities of learning interventions when they arise • Ensured the filing of all training with Industrial Training Fund (ITF) for approvals and the ITF reimbursement process • Managed the training budget for PNG and ensure cost savings Industrial Relations • Implemented employee relations strategies to foster good employee relations • Responsible for the development of HR Policies • Monitored and advises line managers in the employee disciplinary process • Engaged with union representatives on matters arising • Managed Union negotiations and proactively respond to requests up • Managed PNG's relationship Health Management service providers • Managed employee wellness programmes at PNG Admin • Expatriate documentation and immigration matters management • Facility Management • Facility cleaning • Pest control • Facility maintenance • PNG Guest House management • Management of official accommodations • Fleet registration • Coordination of employee free products Flour Mills of Nigeria Plc Internal Communications and Employee Engagement Manager (Group) 2014 - 2018 Internal Communications Responsible for employee communications across FMN and 17 subsidiaries • Developed and Implement the Group’s internal communications strategy • Managed internal communications channels • Developed and deployed internal campaigns for initiatives • Advised Management on communications’ contents • Highlighted and communicated FMN spotlights, recent wins, press hits etc • Promoted company’s online media platform to employee Employee Engagement/ Relations • Responsible for employee engagement strategy to implementation across FMN and 17 subsidiaries. • Developed and deployed companywide Employee Engagement and other people- based Surveys • Successfully managed the 1st employee engagement survey across the FMN Group. (Deployment to implementation of outcomes) • Developed and deployed the Group’s employee engagement strategy • Built a culture of employee brand ambassadors • Developed and managed programs to entrench the FMN Core Values Content Development and Publications • Developed and edited communications materials for both internal employee communications and corporate initiatives • Developed materials for press release • Developed high-level communications materials like position papers for Management • Developed contents for the company’s online media platforms Media Relations • Acted as advisor to Management on external communications • Prepared articles and press releases for the media • Ensured the company protects and promote its image in a proper, coordinated, and consistent manner • Cultivated and enhanced collaborative working relationships within the press and publicity community Training • Facilitate on boarding sessions for new employees and refreshers for existing employees • Organization’s values communication and develop programs to support FMN core values • Facilitate training sessions on core values for all categories of employees • Facilitate specialized trainings for newly promoted and first level managers AP Moller Terminals, Apapa (Member AP Moller-Maersk Group) Learning and Development Business Partner 2008 - 2014 Learning and Development • Assessed learning and development arrangements. Conduct and document a detailed SWOT and Cost Benefit Analysis, and influence development activities throughout the organization to compliment the learning and development strategy • Assisted to update and maintain the learning and development strategy, and develop the competency framework to support the direction of the strategy and new ways of working in the organization • Responded to the constant demand for learning input to the organization in the areas of managing performance and developing individual careers. • Liaised with external training providers building positive working relationships at all levels • Managed, formulated and developed the delivery of a comprehensive training program for all staff • Evaluated L&D solutions (including external benchmarking). • Conducted leadership training for senior managers and mid- level managers • Design learning solutions for identified learning gaps Consulting and Advisory • Support the leadership development, and change management agenda of the organization, specifically promoting new ways of working • Design and deliver development interventions as appropriate • Build a strong relationship with Managers at all levels to facilitate the Learning and Development agenda for the business • Conduct needs analysis which articulate the current state and end state, and gap to which the intervention is targeted • Continually evaluated the effectiveness of training by developing and implementing post-instruction evaluation such as focus group sessions and classroom observations • Identified opportunities improvements for between continuous training, process training and materials relationship fulfillment, documentation and technical writing Core Values • Facilitated on boarding sessions for new employees and refreshers for existing employees • Organization’s values communication and develop programs to support MAERSK Group’s Core Values