My CV - LATEST 2015 - EOO

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<ol><li> 1. Page | 1 EMMANUEL OBAR OGOL Telephone Contacts Jordan: +962 79990 5776 (Current contact) Kenya: +254 721 762036 Permanent Address P.O. Box 26305 - 00504 Nairobi, Kenya Electronic Addresses; Skype: emmanuel.ogol CORE COMPETENCIES Strong professional background in employee relations, recruitment, labour law interpretation and adherence; Policy development, advancement and implementation; Multi-site HR support provision; HR business partnership approach to work; Change management expertise; Financial management, including budgeting, monitoring and reporting; Conflict management, disciplinary, grievance and separation handling; Performance management, follow-up and review; Learning and development champion; General administration including operational decision making; Promotion of best practice, legal and institutional compliance; Working with and managing multicultural teams, cultural sensitivity; Emergency/conflict/post-conflict state context experience; Dealing with various Government institutions to include Labour, Immigration, Transport and Health Ministries; Sound communication, interpersonal, consultative &amp; influencing skills; Familiarity with various donor working regulations, including but not limited to USAID, DFID, IAPF, BOI, IOM, UNICEF and ECHO. WORK EXPERIENCE 11+ Years in HR &amp; Administration Position Held Human Resources Manager Name of employer International Medical Corps (IMC) Yemen Programme Dates July 2015 - Present Date Project Type Multi-Donor Funded Emergency Response Reason for leaving Still in position Managing and overseeing the National and International Human Resources in-country function as follows; Ensuring IMCs undertakings in-country are in compliance with the local labour practices laws of Yemen, its statutes and protocols. Where required, reviewing policies within the confines of guiding laws/principles and HR best practices. As part of the Senior Management Team, providing informed guidance on key processes; Regularly representing IMC at the HR Working Groups and coordination meetings, subsequently sharing relevant information with the rest of the management team; Working in coordination with IMCs HQ in facilitating recruitment of international staff, ensuring rapid deployment of critically needed international staff; Acting as a main counterpart to International HR based at the Head Office, ensuring that all HR paperwork, to include but not limited to timesheets, leave records, change of status notification, staff movement tracking, separation reports are submitted in a timely manner; Ensuring adequate orientation/induction sessions and support to all incoming national and international employees; </li><li> 2. Page | 2 Ensuring national employee compensation package (salaries, medical/life cover, leave etc.) remain competitive and in line with the provisions of the labour laws; Overseeing the accurate documentation of all Human Resources undertakings and subsequent filings; Collecting weekly HR Metrics, subsequently reporting on these for weekly management meetings; Proactively seeking skills gap that exists within my department and putting measures in place to fill these through on-the-job training, mentoring/coaching and keeping open lines of communication at all times; In coordination with supervisory staff, advocating and planning for professional development activities and trainings for national and international staff; Counselling staff on work and personal matters, ensuring such remain confidential; Position Held Human Resources Manager Name of employer Concern Worldwide - Liberia Programme Dates January 2015 - June 2015 Project Type USAID-Funded EBOLA Response Reason for leaving End of Fixed-Term Contract Promoting and ensuring compliance with the requirements of Concerns Programme Participant Protection Policy, Code of Conduct, HAP and human resource emergency accountability framework; Ensuring compliance with labour laws and related procedures and protocols whilst effectively managing large staff recruitment required for Ebola response; Preparing and reviewing monthly HR Budget as required, including payroll forecasting and preparation; Providing informed and confidential advice to staff on diverse topics, including collective and individual staff grievances; Ensuring the implementation of Performance Development Review, overseeing staff development plans and providing managers with technical guidance on best practice; Actively prompting HR Business Partnership - supporting management by providing general and informed human resources advice/counsel; Providing technical guidance and developing capacities of national HR Officers and HR Assistants though on-job training, job swaps, cross-learning; Overseeing general human resources administration and implementation of related policies; Working with the Labour and Immigration Ministries in processing statutory documentation (residence, work permits and re-entry permits) required for all international staff. Position held Human Resources &amp; Administration Manager Name of employer Concern Worldwide - Somalia/Somaliland Programme Dates August 2012 - December 2014 Project Type Education - IAPF, WASH IAPF Nutrition - DFID, FIM - IAPF Emergency Response ECHO, NMFA, DFID/IRF Reason for leaving Secured a new position with Concern Maintaining knowledge of and ensuring compliance with labour laws and regulations of the land; Providing technical guidance, coaching and supporting on HR and Administrative activities (including policies and procedures, T&amp;Cs of employment, absence management, performance management etc.); Providing advice and guidance, in line with Concern policies, best practice and employment legislation on individual employee relations cases; Overseeing the full circle recruitment and selection processes, including budget verification and authorization, TOR/JD development and induction; Developing, implementing and maintaining HR and Administrative policies and procedures; Developing and maintaining effective partnership with the staff forum, ensuring consultation and communication practices are routinely adopted to enable management to make effective decisions; Following up individual staff development needs, ensuring such needs (where committed), are fulfilled; Maintaining best practice with regards to personnel information management; Producing monthly reports on HR activities, priorities and success areas; Drafting general service contracts/terms for varied service providers; </li><li> 3. Page | 3 As part of the Security Focal Group (SFG), conducting security briefing for all incoming international staff, arranging transport and security escorts for where necessary, liaising with other agencies on matters related, regularly sharing information and updating staff and key stakeholders on security matters as and when they arise; Actively contributing in the monthly inter-agency HR working group, including hosting and chairing such meetings. Position held Senior Human Resource Officer - Kenya &amp; Somalia Programme Ag. Human Resource &amp; Administration Manager (Feb - May 2012) Name of employer Medical Emergency Relief International (MERLIN) Dates June 2011 - August 2012 Reason for leaving Secured new role with Concern Worldwide In collaboration with the Senior Management Team, ensuring Merlins work is carried out as per the organisations policies, procedures and the Employment Laws of Kenya and Somalia; Regularly updating the Country Management Team on Human Resource statutory requirements, ensuring Merlins status in country remains within these requirements; Liaising with external parties (i.e. agents, immigration, advisors, NGO Board, other NGOs) on compliance issues related to Merlins operations in country; Together with the HR Manager, managing the HR Department budget, ensuring expenditures are within budget and in compliance with established financial standards; Developing and monitoring HR strategies in the country programme and Merlins overall mission and operational strategy; Establishing and maintaining standard administrative and Human Resource Management Systems; Developing and managing communication, implementation, monitoring and review of HR policies; Advising staff at all levels on performance management, legal compliance, disciplinary and grievance procedures; Managing staff welfare policies including health, group life insurance, personal and accident cover; Coordinating and supporting all aspects of the recruitment and selection processes in 6 field sites; Continually searching for new recruitment sources and proposing improvements to Merlins recruitment processes and selection tools, ensuring these meets programme needs; Working closely with HO to ensure a coordinated approach to recruitment; Coaching and training all staff involved in recruitment on best practice and equal opportunities; Acting as L&amp;D Champion, conducting training needs analysis, identifying skill gaps and where appropriate, liaising with line manager to provide tailored training (in-house/external) and support; Overseeing general administration to include leave tracking, payroll preparation, filling and HR database maintenance, routine reporting and timely dissemination of HR information to staff and management. Position held Recruitment Officer Name of employer Medical Emergency Relief International (MERLIN) Dates August 2010 - May 2011 Reason for leaving Moved to Kenya - Merlin Kenya/Somalia Programme Establishing and maintaining knowledge of Merlins T&amp;Cs of Recruitment/Employment (for all categories of staff), policies and procedures, and of current employment issues and best practice in employment and sufficiently and effectively dealing with routine enquiries; Advertising, short listing, administering appropriate testing (where necessary) and interviewing; Preparing offer letters, contracts and contract extensions; Preparing and decimating recruitment data to management; Organizing and participating in recruitment fairs and marketing activities. Collecting and preparing payroll instructions, registering changes on a monthly basis and updating Snowdrop with any payroll related changes, ensuring correct entry of salaries, allowances etc.; Investigating and responding to payroll queries, in liaison with finance department. Maintaining appropriate HR databases and other electronic and paper filing systems on a regular basis; Collecting data for statistical analysis of recruitment and placement activities in country portfolio; </li><li> 4. Page | 4 At times of heavy workload (e.g. emergency) assisting other Recruitment Officers, and in the absence of the HR Advisor, with briefings for new and outgoing national and international staff. Position held HR &amp; Training Officer Name of employer Skills Training Limited UK Dates March 2010 - June 2010 Reason for leaving Temporary Placement Drafting job adverts and placement, short listing, arranging and participating in panel interviews; Conducting candidate search from generic job boards and sector-specific job sites; Drafting offer letters, preparing offer packs contracts and conducting organizations pre-entry meetings; Preparing new starter files ensuring all relevant documentation are accounted for; Undertaking HMG Baseline checks as outlined by DWP: Reference requests, Scotland Disclosure. Reviewing appraisal documents and conducting training needs analysis to identify skill gaps, subsequently seeking appropriate trainings for management approval; Organizing and co-coordinating both in-house and external trainings; undertaking general research on industry-relevant courses and liaising with training providers to establish availability; Updating organizations skills matrix chart. January - December 2009: Took time off work to travel. Position held Recruitment Officer Name of employer The Royal British Legion (TRBL) Dates November 2007 - December 2008 Reason for leaving End of fixed-term contract End to end management and administration of the recruitment process for all internal and external hires; circa 40 roles at any given time; Advising the business regarding appropriate method of recruitment delivery - ensuring all recruiting managers are competent in managing the recruitment process; Developing close working relationships with HR team and Line Managers to build an in-depth understanding of the business, resourcing issues and requirements; Maintaining and developing productive relationships with key suppliers including negotiating and managing terms of business and resolving any disputes which may arise; Working with the business and colleagues to facilitate the completion of forecasted recruitment; Responsible for educating managers on the recruitment process and advising on best recruitment practice - continually looking for new ways to enhance the attraction of direct applications; Monitoring budget and recruitment costs and reporting to the Establishment Committee; Gathering data driven from recruitment activity to allow accurate reporting to the business; Negotiating compensation with new hires, suppliers and hiring managers; Actively contributing to wider recruitment process through proactive sharing of information and best practice; Ensuring the correct utilization of relevant recruitment and HR systems; Championing diversity within the organization. Position held HR Administrator Name of Employer University of London (UoL) Dates October 2006 - November 2007 Reason for leaving End of fixed-term contract Drafting and subsequent placement of advertising copy; Handling of recruitment administration, including, associated despatch of further particulars packs, preparation and delivery of short listing and interview papers; Participating in interview panels, administration of interview tests/rejection letters/feedback to candidates; </li><li> 5. Page | 5 Providing advice and guidance to managers, agencies and applicants in relation to recruitment matters and associated policy/procedure; Maintaining accurate and up to date manual and computerized records associated with recruitment. Making and preparing employment offers and contracts, efficiently taking up and chasing of references, medical checks and administration support in obtaining of work permits (where necessary); Preparing information for payroll administration including input of details on central database. Arranging the flow and exchange of a variety of routine and deadline-sensitive information between the HR, Payroll and Pensions functions. Position held HR/Office Administration Support Name of employer Support Staff Limited (Temporary Job Placement Agency) Dates June 2002 - September 2006 Reason for leaving Secured full time HR post at UoL Working through an Employment Agency (Support Staff Limited), undertaking short-term HR and Administrative related duties in different companies/organizations, to include but not...</li></ol>