Responsible for strategyformulating and implementation ofCountry HR plans, objectives and processes in line with the overall Novartis business strategyat country level:
Manage the recruitment and staff function in the country group, ensuring consistency with the changing needs of the business as well as the industry as a whole. Successfully resourced roles with strong candidates currently making contributions to the business. Recruitment strategies deployed have achieved significant visibility for Novartis as a brand and a local partner of choice in the pharma industry.
Ensure adherence to the orientation/on boarding program for new hires to foster proper integration into business model.
Work closely with the business leaders in theperformance management process. Support their development in managing talent and having meaningful discussions in line with individual developmental plans.
Act in my capacity as the Diversity and Inclusion Champion in the country group to ensure D&I is embedded in the talent management and business performance process (Inclusive Leadership, Generational Mentoring, LWI, etc)
Maintain competitive compensation and benefits practices (annual survey participation) to ensure that salaries and incentive programs are locally competitive
Ensure that compensation strategies support the retention of emerging talent and are linked to the Novartis Pay for Performance philosophy (differentiate, reward and recognise individuals, commensurate with their value and their contribution to the business)
Monitor the internal climate and advice management on appropriate actions to be taken. Playing a hands-on and leading role in all employee consultations, putting in place avenues to listen and deal with employee matters as they arise .
Promote Employee engagement strategies via effective communication at all levels in the organization. Drove the Global Employee Surveys for 2011/2013 and theimplementation of theaction plans agreed upon from focus group discussions.
Manage the Talent Management Database (TMS) to ensure data integrity and up to date information on key talents for development and succession planning purpose.
Ensure all local human resources procedures and practices are aligned to global guidelines, implementing changes where necessary
Ensure compliance with government, regulatory and ethical requirements in line with Corporate Ethics & Compliance.
Ensure that all employees related policies are rolled out, communicated and understood as appropriate. Support the conduct of annual certification of the business code of conduct and conflict of interest and maintain record of each employee’s certification
An 8 months transitional role set up to provide support to the Go Africa Project in cluster countries(English West Africa and English East Africa). 100% achievement on recruitment plan
Sourced & recruited Managerial & Executive talents through e-recruitment, headhunting, social media, agencies and local adverts in Nigeria and Kenya Country Groups.
Successfully deployed best practice recruitment processes, tools, and solutions in line with the Novartis model. Conversant with use of Brassring in the recruitment process.
Promoted sound practice and knowledge sharing in recruitment to attract the right talent. Coached line/hiring managers in HR recruitment policy and practice and development of best practice to embrace diversity in the workforce and complex employee relations issues.
Managed the induction and onboarding process, to foster a seamless integration ofnew hires into the organization.
Encouraged open resourcing and internal promotions within the organization with the objective of reducing recruitment costs and boosting morale of internal employees.
Supported the development and execution of Novartis Global Talent Exchange programmes at Global level
Managed the HR Function at country level. Major Achievement being the setup of the HR department in local organization
Implemented the country HR strategies, objectives and processes in collaboration with the regional HR Head. Set up HR processes and systems related to Employee Talent Management process (Attraction, development, retention and exit).
Promoted and implemented the Novartis performance management / reward and recognition model to support and maintain a high performance culture.
Drove and implemented the roll out of the first ever Employee Handbook ,thereby contributing to the development of a value based organisational culture to inspire employee commitment and promote a winning spirit.
Assessed regularly, customer needs relating to the HR function; relating with employees on significant human resource matters and acting as the employee champion when the need arose.
Identified needs/ opportunities for HR process changes, participated in projects driving HR process improvements as well as in projects tailoring global new processes to local needs.
Responsible for coordinating back end office operations for field staff to ensure alignment with global business strategy (field data input, report generation and HR service desk delivery)
Worked as Executive Assistant to the Legal Adviser/Company Secretary, providing administrative support for the all bank board meetings, AGMs, legal matters, etc.
I am a very focused, result-oriented individual/HR professional who is passionate about people development and employee engagement in an organization.
I seek a challenging role in HR, where I can contribute to an organization by way of strategic and practical HR initiatives, designed to motivate employees and foster a strong high performance work culture.