Busola Funmilayo Olanigan

🔹Talent Management & Development
Stayed updated on talent management best practices and trends to continuously refine employee development strategies.
Created and managed career development planning processes, promoting a culture of continuous learning and growth.
Designed customized employee development plans based on individual needs, increasing job satisfaction.
Provided guidance on professional growth opportunities, empowering employees to own their career paths.
Implemented succession planning strategies to ensure smooth leadership transitions during promotions or organizational changes.
Analyzed employee data to identify skill gaps and delivered targeted coaching to improve team performance.
🔹 Diversity, Inclusion & Culture
Promoted diversity and inclusion through tailored talent management strategies, fostering a supportive work environment.
Improved retention by proactively addressing concerns through regular check-ins and open communication.
🔹 Recruitment & Onboarding
Designed and executed targeted recruitment campaigns to attract top-tier talent.
Pre-screened resumes before forwarding them to hiring managers for consideration.
Assisted in writing job postings and job descriptions for various job boards.
Coordinated and streamlined talent acquisition processes, enhancing the overall candidate experience.
Developed and implemented onboarding and orientation programs, significantly reducing time-to-productivity for new hires.
🔹 Performance & Workforce Planning
Streamlined performance management processes to ensure consistent feedback, goal setting, and productivity.
Conducted performance reviews and advised managers on employee performance and development needs.
Implemented workforce planning initiatives that aligned staffing levels with business goals.
🔹 Stakeholder Collaboration
Established strong relationships with external partners for joint talent management programs and resource sharing.
Collaborated with HR teams and business managers to identify and resolve employee relations issues.

Audit and Quality Assurance:
• Conduct comprehensive audits of 20 training services across England locations to ensure compliance with quality standards.
• Evaluate training program effectiveness through data analysis and feedback collection.
• Develop and implement quality improvement strategies based on audit findings.
• Monitor and report on training service performance metrics
Training Program Development and Delivery:
• Design and implement comprehensive training workshops and learning programs aligned with organisational objectives.
• Identify training needs through systematic assessment and stakeholder consultation.
• Create engaging training materials and resources.
• Facilitate training sessions across multiple locations.
Performance Development and Coaching:
• Support managers in creating and implementing effective Performance Development Plans (PDPs)
• Provide coaching and guidance to employees including managers throughout their development journey.
• Track and evaluate employee progress against development objectives.
• Recommend interventions for performance improvement. Onboarding and Staff Development:
• Oversee end-to-end induction and probation processes and continuous supervision of staff.
• Design and maintain comprehensive onboarding programs.
• Manage supervision frameworks for new employees.
• Ensure successful integration of new hires through structured support systems.
Training Administration and Compliance:
• Manage training-related inquiries and complaint resolution processes.
• Review and update training policies and procedures
• Verify and maintain records of staff qualifications.
• Monitor and track qualification progress for all employees.
• Maintain accurate training documentation and records.

Evaluate, develop, and design training interventions for all employees in line with the Bank’s Business objectives so as to provide realistic solutions to equip staff with knowledge and skills to perform optimally to meet the Business mandate of the Bank.
• Plan, organise, and coordinate training programs.
• Develop personal development and leadership programs for senior management staff.
• Coaching and mentorship program for junior and mid-senior management staff in order to facilitate career development and succession planning.
• Coordinate and jointly plan Career acceleration program for top performers in the bank.
• Coordinate the Polaris Bank Graduate Intensive Program which is the 6-weeks induction
program for entry-level officers in the Bank.
• Produce knowledge Sharing materials weekly for all Bank personnel.
• Evaluate training and development programs and prepare monthly/annual reports for appraisal and performance management.
• Ensure that mandatory training requirements are met.
• Identifying employee training and development needs

• Transformed employee performance feedback into actionable development plans, promoting individual and organizational growth.
• Coordinated with external vendors to bring in specialized training programs, addressing niche skill needs efficiently.
• Created detailed reports outlining the impacts of learning initiatives on overall business performance showcasing tangible results from L&D efforts.
• Supported organizational change initiatives through thorough communication and effective training strategies.

• Designed a high impact employee induction program, garnering an exceptional 90% positive feedback
  Authored and maintained HR Standard Operation Procedures
• (SOP) boosting team autonomy and reducing audit exceptions by 30%
• Spearheaded the successful recruitment of 10 key positions within 6 months following an acquisition/restructuring initiative and while facilitating compensation alignment with employee representatives
• Offered advice to managers and staff on the varying roles, contract types, working schedules and terms of employment
  Held 1-on-meeting with underperforming staff, improving productivity by 40% and retention rate by 25%
• Advised and supporting managers in resolving employment-related queries, flexible working requests, managing absence, and ensuring timely grievances resolution while maintaining confidentiality and preserving all records.
• Facilitated team-building activities and initiatives, improving collaboration and engagement.
  Partnered with legal counsel to ensure compliance with employment regulations, reducing potential liability risks for the organisation.
• Resolved understaffing issues, disputes, employee terminations, and disciplinary procedures.

• Create and periodic update of the Job role library and spearhead performance review
• Design compensation and benefit package and monitor HR department budget
• Develop and update HR processes and policies and ensure employees understand and comply with them
• Streamlined HR efficiencies, coordinated new hire orientation, provided onboarding and training for new employees
• Effectively monitor metrics such as absenteeism rate, turnover, retention rate, employee net promoter score, employee wellness, etc
• Through periodic surveys
• Work closely with HR Manager to coordinate and supervise activities such as recruitment and onboarding, promotions, labor relations, staff misconducts, employee safety, and compensation
• Delivering excellent HR support service to HR Team, and the entire employees of the company
• As well as creating a positive employee experience for all employees
• Organising and maintaining staff records and update internal databases (e.g
• Record sick or maternity leave)
• Oversight of payroll administration by ensuring accurate employee information
• Review of total benefits and rewards to improve employee engagement
• (e.g
• Leaves of absence, sick days, and work schedules).

• Earned the 'Best Employee in Training' award post 6 weeks of intensive training for new employees
• Picked an average of 160 calls per day, attended to customer requests, and de-escalated complaints professionally resulting to 95% customer satisfaction.
• Liaised with sales, marketing, and management teams to develop solutions and accomplish shared objectives.