Lilian Mimi Iyortim

• HR Business Partnering
• Improved employee onboarding to encourage employee inclusion satisfaction, reducing staff turnover
• Manage and evaluate the HR Life Cycle calendar.
• Lead Performance Improvement initiatives across the organisation
• Provide support to Line Managers and executives on implementing HR initiatives.
• Provide coaching and support to Line Managers and executives on people management.
• HR Center of Excellence.
• Align the organisational structure with the business model and strategic goals.
• Design, develop, and improve People Policies throughout all stages of the employee lifecycle.
• Develop HR solutions, tools, and frameworks aligned with policies and organisational goals and strategy.
• Oversee activities related to Organisational Learning programs.
• Drive organisational culture initiatives.
• Provide high-level insights and advice on critical HR issues to the Company’s Management.
• Engaging in Thought Leadership programs and sharing expertise as a Thought Leader both within and outside the organisation.
• HR Operations
• Managing the HR Information Systems.
• Managing Payroll with support from Finance Department.
• Managing Staff Welfare.
• Providing Reports on HR Activities
• Managing HR Data, Metrics and Analytics.
• Manage HR Compliance Issues (Pensions, NHF, etc)
• Supported team by demonstrating respect and willingness to help.

• Liaise with Regional Unit Heads to determine their staffing requirements for organizational management and performance delivery.
• Identify performance issues at the end of each assessment phrase and provide feedback.
• Support HR practices that encourage employee engagement and involvement.
• Championed a safety-first culture by implementing a near-miss reporting system, resulting in a 40% decrease in workplace accidents.
• Shortlist and participate in interviews and interview panels for potential candidates for the selection of appropriate hires that match job requirements.
• Provide information and guidance to employees and managers on the Company's HR Policies
• Ensure all employee personal data is managed professionally and confidentially.
• Support the rollout of a company-wide performance management system that is objective, fair, transparent, and merit-based.
• Encourage employees to participate in the company’s events to enhance their engagement levels.
• Manage all leave matters, redeployments, and re-designations of staff within the region.
• Oversee internal posting and welfare of all NYSC & Industrial Attachment Students.

• As the Regional Operations Support Coordinator, I am responsible for supervising the management, maintenance, and day-to-day operations of the organisation as well as overseeing 36 Service Centres with a total of 380 staff.

General Admin

• Planning and coordinating administrative procedures and systems while identifying ways to streamline processes.
• Oversee office supply procurement and inventory management, ensuring adherence to budget limits while maintaining proper control over vendor relationships.
• Ensure a smooth, adequate flow of information within the region to support other business operations.
• Ensure that maintenance is performed and offer recommendations on fleet utilization, while supervising quality assurance for all fleet operations to guarantee safety, serviceability, and optimal performance.

Human Resource Support Responsibilities:

• Coordinate with department heads to identify their staffing needs for effective organizational management and performance.
• Oversee the development and successful execution of recruitment strategies to identify, select, hire, and retain staff with the appropriate technical skills and personal qualities.
• Shortlist and participate in interviews and interview panels to select suitable candidates who meet the business requirements.
• Provide specialist information and guidance to employees and managers on HR policy and practice and employment laws.
• Ensure that all employee personal data is handled professionally and confidentially.
• Oversee the implementation of the organisation’s performance management system to ensure it is objective, equitable, transparent, and merit-based.
• Identify performance issues at the conclusion of each performance appraisal and provide feedback in a professional manner.
• Support and implement HR practices that encourage employee engagement and involvement.
• Engage employees and plan regular events or activities to sustain and improve employee engagement.
• Manage all leave-related issues, redeployments, and re-designations of staff within the Region. Also, supervise the posting and welfare of all NYSC and Industrial Attachment Students.

Performance/Reward Management

• Development and implementation of a company-wide performance appraisal program, reports analysis and provides advice/recommendations.
• Provides support to over 600 staff to ensure that performance measures are being used to effectively manage operations, identify and manage risks, and effect organisational change.
• Provide training to staff on performance management and systems.
• Design and implement appropriate rewards and sanctions on performance.
• Provide effective performance feedback through employee recognition and rewards.
• Manpower Analysis and Succession Planning
• Conduct assessments and gap analysis on employee skills and training while conducting an employee skills audit.
• Regularly ask staff about their career aspirations and help them identify areas for improvement or growth.
• Ensure each employee has a clearly defined job description and understands the skills and competencies required for their career advancement.

• Managed all operational matters, including IT, human resources, and office management.
• Provided executive support through billing, invoicing, and payroll administration.
• Coordinated recruitment and employee engagement initiatives to enhance workplace culture.
• Oversaw customer care and account management to maintain client satisfaction.
• Administered databases and prepared documents with a proper filing system.
• Facilitated travel and meeting arrangements while supporting project management efforts.
• Developed solutions for complex business challenges to drive company progress.
• Delivered timely performance reports to Board, Managing Director, and management staff.

• Reporting to the Head of Department Corporate Culture;
• Support Strategic Planning processes, Reporting and Presentations of ongoing projects.
• Benchmarked Code of Conduct and made drafts to aligning it to be ‘State of the Art’.
• Research on Diversity Management and Guidelines(Women Networking, LGBT, Mentoring).
• Benchmark and Reviewed the Corporate Diversity Policies.
• Benchmark Diversity Council; Creating as framework for Roles of a Diversity Council Officer, Structure and growth impact of the Council.

Reporting to the Global Head - HR, Global Consulting Practice;

Talent Management

• Successfully managed the International Mentoring Program called the HIPO Program, consisting of 28 Mentees and Mentors. Coordinating and facilitating their meetings, followed up on assignments and trainings, while providing solutions to challenges.
• Designed, administered, collate and tracked Mentees Developmental Plan.
• At the end of the Program, I conducted an evaluation to determine whether the program's objectives were met. Analyzed and recommended solutions for improvement.

Performance Management and Succession Planning

• Track raise performance disagreements and conduct Trend Analysis of Associates‘ Band (grade) Disagreement.
• Support Succession planning programs by identifying key positions and selecting suitable successors. Provided support for preparations of development plans for each successor and monitoring the plans.
• Data analysis and periodic report presentation.

Rewards and Recognition

• Created a framework of guidelines and processes for the selection committee for the Reward and Recognition program (GEMS).
• Data Collation, Analysis of responses to ascertain the trend and decided on the cluster method to allocate the award.
• Role Definition and Recruitment
• Provided support for the preparation of role definitions for associates at various levels, for current and new positions.
• Supported ongoing campus recruitment during awareness workshops and interview sessions.
• Maintained a dashboard for recruitment, Associates budget and its compliance for the entire financial year.
• Attrition Analysis
• Consolidated a dashboard to track data of Associates who have resigned on a quarterly basis.
• Making an overall attrition analysis to include causes and trends of those associates on a quarterly basis.

Successfully organised and coordinated a conference to launch the onboarding of the first set of mentees for the WISCAR Mentoring programme.Report to the Executive Secretary and Founder of the Organisation.

• Support recruitment, assessment, selection, administration of tests, and onboarding for successful mentees.
• Schedule Board Members' meetings; prepare agendas, take minutes, and write weekly reports.
• Handle logistics of Seminars, Workshops, Conferences and Board Meetings.
• Finances of the NGO; Comprehensive recording, reporting, balancing the record books, accounting for expenditures and Monthly Salary Schedule. Also participated in the External Audit.
• Coordinated the WISCAR Mentoring programme; managed mentee selections, paired mentees with mentors, tracked their progress, and addressed any challenges faced by mentees or mentors.
• Created and maintained a proper database of sponsors and mentors and daily running of the NGO’s activities.
• Successful selection and short listing of 50 candidates out of 284 applications, streamlining to 20 through assessment and finally to 10 Mentees through a one-on-one interview.
• Successfully organized and coordinated a Conference to launch the on-boarding of the first-set of mentees for the WISCAR Mentoring program.

• Effectively managed the CEO’s diary and appointments, Prioritizing his meetings and workflow.
• Check and draft mail replies.
• Manage meetings, events and social club registrations.
• Served as a contact person and enhanced effective communication between Externals and staff of the company.
• Managed staff salary schedule and maintain a comprehensive filing system.
• Book and managed the CEO’s travel itinerary and undertook any other duties as required by the CEO.

• Designed strategies to drive growth in Projects, Exchange and membership strength.
• Coordinated and followed up teams responsible for development, implementation and evaluation of exchange growth.
• Organization and restructuring of the committee, Capacity building and sustainable leadership, Members trainings and certifications.
• Obtained School approval, organized trainings, workshops and career fairs for the members.
• Added 2 Members to the Board Members and Improved communications.
• Established Partnership with Kano State Government to strengthen the on-going project and involve Government participation.
• Hosted National Congress 2007. Brought together over 270 delegates from 14 Universities.
• Best performing Local Committee President 2006/2007.
• Best performing Local Committee in Exchange Program 2006/2007.