HR Business Partner at CHARLES PROTECT KONCEPT (2024-01 – Present)
CHARLES PROTECT KONCEPT is a private security company, established by experienced and dedicated team of security professionals to tackle and provide total security service for the private, corporate and government organizations with a workforce of over 2000+ employees
- Partner with management to determine manpower needs for guards, supervisors, and admin staff
- Develop fast and cost-effective hiring processes for high volume roles
- Design onboarding programs for new security operatives [e.g. security protocols, emergency response and customer service]
- Design organizational structure for operations and client sites
- Implemented training programs that improved guard performance and incident response
HR Business Partner & Performance Manager at Asset Management Corporation of Nigeria (ICS Outsourcing) (2020-02 – 2025-01)
AMCON is a Federal Government of Nigeria entity established to stabilize the banking sector by acquiring non-performing loan assets. HR Business Partner to four directorates covering 500+ employees.
- Serve as the strategic HR Business Partner to the Chief Supply Chain Officer, Chief Risk Officer, Chief Operating Officer, and Chief Legal Officer directorates, providing end-to-end people advisory that aligns workforce capability with AMCON's mandate and the Federal Government's asset recovery objectives
- Co-developed AMCON's 5-Year HR Strategy (2022–2026) in collaboration with the MD/CEO and Executive Management Team, covering talent pipeline development, succession planning, workforce rationalization, and culture transformation
- Advise senior leadership on complex employee relations matters, including grievances, disciplinary proceedings, redundancy processes, and employment contract disputes, ensuring full compliance with the Nigerian Labour Act, AMCON Act, and CBN guidelines
- Lead the annual manpower planning and workforce analytics process, delivering quarterly HR dashboards to the Board HR & Remuneration Committee on headcount, attrition, engagement scores, and organizational health metrics
- Champion a structured employee engagement programme including pulse surveys, townhall sessions, and action planning cycles that drove AMCON's employee engagement index from 61% (2020) to 79% (2025)
- Oversee full-cycle talent acquisition for specialist and senior management roles, partnering with executive search firms and applying competency-based assessment methodologies that reduced time-to-hire by 32%
- Manage the design and review of HR policies, employment frameworks, and the Employee Handbook to ensure regulatory alignment and contemporary best practice
- Drive AMCON's Diversity, Equity & Inclusion (DEI) agenda, leading to a 17% increase in women in management roles between 2020 and 2024
- Architect and lead AMCON's enterprise Performance Management System (PMS), covering the full performance cycle — goal setting, mid-year reviews, year-end appraisals, calibration, and outcome-linked reward for all 500+ staff
- Designed a Balanced Scorecard-aligned KPI framework cascading from AMCON's corporate scorecard to directorate, departmental, and individual level, achieving a 35% improvement in goal clarity scores in the 2023 staff survey
- Led the digitalization of the appraisal process — transitioning from a fully manual paper process to an automated PMS platform — reducing cycle time by 48% and eliminating rating inconsistencies across 14 departments
- Developed Behavioral Anchored Rating Scales (BARS) and competency dictionaries for nine job families, providing legally defensible, objective, and consistent appraisal standards across all directorates
- Translate performance data into actionable workforce insights — identifying high-potential employees, critical capability gaps, and at-risk performers — presented in quarterly C-suite HR analytics reports
- Coordinate performance improvement plans (PIPs) with line managers, providing structured coaching and monitoring support to ensure fair, documented, and legally sound performance management processes
- Link performance outcomes to compensation reviews, promotions, training nominations, and succession decisions, creating a fully integrated performance-reward-development ecosystem
HR Officer at Makon Engineering and Technical Services (2019-01 – 2019-12)
Makon Engineering is a leading indigenous engineering and technical services company operating across Nigeria's oil & gas, energy, and infrastructure sectors with a workforce of 350+ technical and professional staff.
- Served as embedded HRBP for the Engineering, Projects, HSE, and Commercial divisions, providing HR advisory to 7 departmental heads and direct partnership to the COO on workforce planning and people risk management
- Partnered with divisional heads to develop workforce plans, conduct skills gap analyses, and build talent pipelines for mission-critical technical and engineering roles in a competitive oil & gas labour market
- Jointly Managed full-lifecycle recruitment for technical, engineering, and professional roles, conducting structured competency-based interviews and psychometric assessments — delivering 30+ hires in a year
- Assisted in administering all employee relations cases including disciplinary hearings, grievance procedures, redundancy consultations, and contractual negotiations in strict compliance with Nigerian Labour Law and Makon's HR policy framework
- Facilitated onboarding, induction, and probation review processes for all new joiners, embedding role-specific KPIs, HSE obligations, and organisational values from day one
- Reported monthly HR metrics — attrition, absenteeism, headcount, training hours, and appraisal completion rates — to the HR Director and Senior Management Team
- Assisted in the joint teamwork of Designing and implementing Makon Engineering's first formal Performance Appraisal System, building role-specific KPI libraries for 12 job grades across engineering, technical, project management, HSE, and administrative functions
- Assisted in the joint teamwork of Introducing a quarterly review cycle (replacing an annual-only model), increasing manager-employee dialogue frequency and reducing year-end performance surprises by an estimated 55%
- Co-Managed end-to-end appraisal administration including timeline planning, stakeholder communication, rating moderation, and management reporting for 150+ employees across multiple project sites
- Co assisted and facilitated line manager capability workshops on delivering effective appraisal conversations, constructive feedback, and performance improvement plans — improving manager confidence scores by 40% in internal surveys
- Assisted in administering performance-linked discretionary pay reviews, supporting the HR Director in ensuring equitable, data-driven reward outcomes aligned to individual performance ratings
