Olawuyi Adedayo Samson, Human Resource Manager

Department/Unit: Registry

Position: Human Resource Manager


I seek a Challenging position in Strategic Human Resource Management within a Focused and Success Driven Organisation that will put to good use my experience, knowledge and skills in the achievement of organisational objectives.







Caleb University, Lagos (In View)

MSc. (Hons.) Business Administration

Crescita Academy Lagos               (2020)

Data Analytics – Ms. Excel and Power BI

Human Capital Institute United States               (2020)

Leadership Development and Succession Strategist certification

Ladoke Akintola University of Technology

MBA (Human Resource Management) (2017)

Chartered Institute Of Personnel Management of Nigeria

Professional Diploma in Human Resource Management (2013)

Ladoke Akintola University of Technology (2012)

PGD (Management Science)

University of Ilorin (2003)

Bsc. (Hons.) Sociology (2nd Class Upper)

Vetland Grammar School, Agege (1994)

Senior Secondary Leaving Certificate

Oko Oba Primary Primary School (1988)

First School Leaving Certification





Human Resource Manager/Principal Assistant Registrar

Oversees human resource’s function and the Establishment unit of the University in researching, recruiting, engagement, onboarding, and training of teaching and non-teaching staff and other human capital of the institution in accordance to the extant laws of the University and the Nigeria Labour Laws.

• HR Strategy and organizational culture: I work with the Principal Officers, Deans and Heads of Departments/Directorates to implement people Strategy and to ensure Caleb University is adequately resourced to deliver on its strategic objectives in all aspects of the HR function by promoting an organizational culture of teamwork and service, high quality, transparency and accountability, innovation and inclusiveness

• HR policies and procedures: implements a continuous improvement and innovation of the companies HR systems and policies in line with current best practice in the industry and changing legislation and regulations in Nigeria industrial and Labour relations.

• Staffing and recruitment: Collaborate with heads of functions and department heads to lead and facilitate the recruitment process and ensure that all hiring is in accordance with best practices, compliance, organizational budgetary guidelines and ensuring people with the right skills, experiences and attitudes are appointed in all positions

• On-boarding: Design, develop and implement a comprehensive on-boarding process for employees at all cadre and organizational grades during their first month of employment, and for the management and support of employees during their probation period; and throughout the entire employee life cycle

• Compensation and reward: Work with the Bursary to ensure that Caleb University compensation framework and reward system is reviewed and benchmarked regularly with industry standards that ensure attraction, motivation and retention of key talents in the industry

• Employee welfare: Ensure that Caleb fulfills its welfare program objectives, policies and programs towards all employees including building awareness and implementation of employee safety measures amongst our staff and volunteers.

• Talent development, engagement and career progression: Execution of talent development focused engagements innovations including the regular processes of staff appraisal and feedback, goal setting, professional development and career development to ensure that all employees have the opportunity to fulfil their career potential while working with the University

• Performance Management: Recommend and implements use of automated PMS that supports the effective and timely implementation of the performance management cycle, appraisal process, including mid and end of year reviews in collaboration with departments and functional heads in compliance with the PMS system.

• Drive HR Automation implementation: Implementation of University broad-based HR process automation in college, department and directorate people operation, employee relationship and people issues in line with University policies and global best practice, including disciplinary, grievance and performance.



Human Resource Business Partner - (2014 – 2020)

(Sales Team/ Capability Development & Go to Market)



• Conduct sales manpower analyses, region posting and manpower data analysis

• Develop and implement a talent-based hiring program for the sales team category

• Conduct performance assessment to discover potentials for Ready to Grow (RTG) and Future Leaders (FL) program to drive performance improvement in the sales team

• Develop a process for Regions to reward performing CEs/TDMs in conjunction with HR

• Pool best practice and train the team on how to improve KPI performance.

• Driver for performance motivation program SABI campaign.


• Leading and driving the SBC internal and external capability agenda.

• Develop and implement SBC training plans/modules for her sales team (all levels) and embed the SBC way of working via on the job coaching -field and classroom training

• Develop Sales Competencies framework for SBC sales team.

• Regular update of curriculum plan focusing on current business needs and relevant competencies for effective sales function

• Prepare annual training strategy, plan and training budget for management consideration and approval

• Implement approved training plan in conjunction with Seven-up academy

• Secure ITF pre-approval for in house trainings and faculty/content certified

• Ensure logistics, training budget control and clearance expenses for all training courses and qualification awards.

• Drives and monitors performance evaluation and coaching between ASM/MMs and MMs/TDMs, TDM/CEs.

• Identify the potentials of high performers and build on their strengths.

• Pool best practise and train the team on how to improve KPI performance.

• Ensure Marketing Managers and their sales team apply SBC ways of Working (WOW) and ways of Selling (WOS) modules and self learning programme

• Guide, coach and mentor Sales managers and Capability Officers to manage on the job and in field performance



• Lead and drive the SBC trade marketing policy and execution.

• Develop and implement SBC yearly trade marketing plans, activation and execution audit

• Drive, design and promote new product line trade activation and awareness campaign

• Embed the SBC way of Execution and Merchandizing in SBC sales team via on the job training/coaching, in -field accompaniment and execution audit

• Conduct motivation and reward program for compliance and best region in execution

• Periodic Cooler usage compliance audit and ranking

• Develop a process for Regions to reward performing CEs/TDMs in best trade execution contest



• Document sales staff career progression and update gap analysis

• Confirm monthly Compass 7 Academy Of Excellence training schedule and candidates

• Compile best practices and share at Quarterly Sales Meeting

• Assign Capability Officers to sales staff

• Manage induction program for all Sales staff

• Regular update of job descriptions


Chartered Institute of Personnel Management of Nigeria (CIPM)

(2009 - 2014)

As Manager, Learning and Development, I am responsible for:

 Business alignment of the institute’s learning programmes to the strategic objectives

 Design, Development and Delivery of Professional development programmes for individuals and corporate members

 Design of instructional material for effective delivery of Professional development programmes

 Managing the 3 levels of evaluation of the impact of learning for professional development programmes – Business impact and ROI

Business Development Duties:

 Identifies business needs of clients and performance gaps

 Communicating new product developments to prospective clients

 Develops negotiating strategies for examining risks and potentials; estimating partners' needs and goals

 Planning and preparing presentations & marketing proposals

 Following up new business opportunities and setting up meetings

 Closes new business deals by coordinating requirements; developing and negotiating contracts; integrating contract requirements with the institute’s business operations.

 Writing reports

 Providing management with feedback


Chartered Institute of Personnel Management of Nigeria (CIPM)

(Aug 2009 – Jan 2013)

CIPM is a Professional body for regulating Human Resource Practice and Performance Improvement in Organizations with a focus on professionalizing HR Practice in Nigeria.

As Assistant Manager Learning and Development, I am responsible for:

 Managing Institute training budget with increasing returns

 Drawing up an overall training plan & Budget  for the Institute

 Design, Development and Delivery of Professional development programmes, in plant customized learning programme for organisations

 Coordination of learning and development programme of the Institute

 Facilitation of Learning sessions with use of action learning methodology for effective transfer of learning and improving competence that impact the business performance.

 Consulting with other line managers to identify training needs, implement coaching and mentoring programmes and conduct recruitment to fill vacant positions.

 Research and Consultancy services to corporate organizations in the areas of TNA, Capacity building projects, professionalizing HR practice.

 Producing & evaluating learning materials for professional development  programmes

 Working with L&D team to develop suitable course content

 Coordinate the evaluation of faculty delivery


Sweet Sensation Confectionery Limited (2006 - Aug 2009)

As Assistant Manager Training and Development: I was responsible for the management of 500+ Customer, Sales, Marketing, operations and support Staff in areas of

•Managing the Training Unit of the company

• Curriculum development and review

• Coordination of training workshops

• Facilitation of Learning sessions

• Accreditation activities for corporate &  individual bodies as training consultants

• Plan annual training and development programme for  all staff in the organization

• Design and develop training module for all training activities

• Ensure all training documentation complies with best practices

• Drawing up an overall training plan & Budget

• Managing a training budget with increasing returns

• Coordination of workshops

Recruitment & Performance Management:

• Recruitment and selection of operational staff

• Monitor, measure and provide feedback within the performance management system

• Monitoring staff compliance to organizational standards

Coaching Programme

• Implementation of the coaching programme – “BIG BROTHER”

• Monitor, measure and provide feedback within the coaching programme in the system

• Advice the management on the policy review and effectiveness of the Big Brother project