OLAGUNJU OLALEKAN

Strategic leadership of end-to-end talent acquisition processes, driving organizational growth through effective recruitment and talent pipeline development.

• Led the Talent Acquisition process as a project owner for new store openings in Nigeria and Ghana, overseeing mass recruitment and managing workflows across all decision pipelines with defined timelines and deliverables.
• Facilitated cross-functional stakeholder engagements, ensuring appropriate decision-making and comprehensive documentation at each recruitment stage.
• Provided clear communication and regular updates on recruitment progress, ensuring transparency and accountability across teams.
• Designed, developed, and implemented innovative sourcing strategies that proactively addressed current and future workforce needs.
• Collaborated with regional Heads and Operations teams to align sourcing initiatives with broader organizational goals and ensure market-competitive practices.
• Established data-driven processes to enhance candidate quality through robust recruitment practices, assessments, and feedback mechanisms.
• Optimized technology for hiring, increasing pre-opening manning levels for critical roles (Cashiers, Cooks, Hosts, GTs) from 60% to 90%, and backend staffing by replacing paper-based aptitude tests with an online in-house test software for global access; leveraged SAP/SuccessFactors for adoption tracking and error reduction.
• Enhanced recruitment execution, achieving 80% monthly manning across all units by auditing gaps weekly, executing recruitment campaigns, and ensuring 90% of new hires were onboarded within 2 weeks through streamlined L&D coordination.
• Built a robust QSR Talent Community database of 4,000 pre-screened candidates, ensuring 80% of external job adverts for middle-level and below were posted on Telegram channels, and effectively tracking application sources monthly.
• Reduced time-to-fill for mid-level roles from 3 to 2 months and associate roles from 2 to 1 month through a strong talent bank, rigorous pre-screening, and conducting first-level interviews within two weeks of CV sharing.
• Ensured 95% onboarding document accuracy and process efficiency, reducing P.U.R.E.-related errors from 5 to 1 per month, and lowering time-to-deploy urgent frontline roles from 20 to 10 days using audits, root cause analysis, and a Quick Hire database with 50 pre-vetted candidates per zone.

Provided analytical and strategic support for HR and compensation functions, ensuring internal equity and external competitiveness.

• Partnered with hiring managers and recruiters to advise on compensation for job offers, ensuring internal and external equity and competitiveness.
• Collaborated closely with Finance and hiring managers on approved headcount budgets, and worked with leadership to optimize online salary and monetary benefit payments, significantly improving employee satisfaction.
• Provided expert guidance and support to department managers on all aspects of recruitment, selection, compensation, promotion, employee relations, onboarding/orientation, and interpretation of HR policies and procedures.
• Analyzed monthly HR indicators, including headcount, turnover, staffing, and leave types, and responded to all payroll inquiries, reducing turnaround time by 50%.
• Successfully managed the end-to-end registration and reconciliation of 1,000 employees' NHF accounts with the FMBN from 2019 to December 2022.

Managed core HR operations, employee relations, and compliance, contributing to a productive work environment.

• Fostered positive employee-employee relationships that enhanced productivity, motivation, morale, and discipline.
• Revamped the manual health scheme processing method into an eco-friendlier, digitized system, streamlining administrative and evaluative processes.
• Supported HR Business Partners in the computation of employee benefits, HR compliance, termination processes, and leave of absence management.
• Maintained in-depth knowledge of legal requirements related to day-to-day HR operations, serving as a vital touchpoint for all employees regarding pension benefits and other emoluments, thereby reducing legal risks and ensuring regulatory compliance.
• Digitized the HMO Enrollment process for over 2,000 employees using Microsoft Forms, significantly improving efficiency.
• Managed the digitization of HMO E-cards for new hires and existing employees in collaboration with Marina Medicals.

Provided business partnering services to client companies (Beta Store and First Founders), focusing on HR policy, data analysis, and talent initiatives.

• Provided guidance and analytical support on Human Resources policy and procedure for 30+ employees, aligning with the Health Integrated Management Team.
• Examined HR data trends, developed client-ready decks, and briefed leadership on key HR trends and People activities.
• Proactively engaged in diversity initiatives, attrition analysis, retention strategies, and change management communications.
• Implemented targeted activities for critical positions and top performers, supporting their global development, retention, and succession planning.
• Streamlined HR onboarding processes for Beta Store company.
• Authored and developed the comprehensive Staff Handbook for First Founders.

Managed full-cycle recruitment and implemented strategic talent acquisition initiatives.

• Responsible for full-cycle recruitment activities, including job analyses, sourcing, staffing, interviewing, hiring, and onboarding communication, ensuring the timely hiring of competent staff.
• Developed and implemented proactive and creative recruitment and retention strategies to maintain optimal staffing levels.
• Served as the Area Ad hoc Team Lead for the 2019 NDLEA Recruitment at JKK House in Lagos.

Contributes time and expertise to support the mission of the Global Mentorship Institute.