ERIC OFOSU
Summary
Human Resources Management professional with extensive experience in Performance management, Employee Relations, Organizational Design, Talent Acquisition and Management, and Change Management. Strong record of accomplishments in organizations such as my current organization GRIDCo and previous organization i.e. ICAG, SNV, CRESTA ATLANTIC RESORT, ROYAL ATLANTIC RESORT etc. Confident in startup, entrepreneurial settings as well as in corporate and shared services centers of excellence. Adept at aligning business objectives with those of management and employees throughout designated business units. Addresses and anticipate any human resources-related needs. Specialized in serving as a consultant to management on Human Resources and other related issues.
Overview
31
31
years of professional experience
1
1
Certification
Work History
HUMAN RESOURCE BUSINESS PARTNER
F. ROYAL
02.2015 - Current
- ATLANTIC RESORT
- Participates in overall planning and policy making to provide effective and uniform personnel services
- Advises the board of Directors and management team on all human resource issues
- Ensures effective performance management of employees
- Organizing training and learning programs for staff to enhance competency
- Disbursing and monitoring of budgets at all operational levels
- Communicates policy through organizational levels by bulletins, meetings, and personal contacts and feedback to ensure knowledge management
- Interviews applicants, evaluates qualifications, and classifies applications
- Recruits and screens applicants to fill vacancies and reviews applications of qualified persons
- Confers with supervisors on personnel matters, including placement problems, retention or release of probationary employees, transfers, demotions, and dismissals of permanent employees
- Designs a structure to ensure effective coordination of strategy delivery activity
- Supervises and co-ordinates administrative support services and duties with the other departments of the company
- Creates a talent pipeline to provide the capability required to grow the business
- Initiates personnel training activities and coordinates these activities with the help of other officials and supervisors
- Drives a culture of high performance and maximum employee contribution for organizational growth and success
- Establishes effective service rating system; trains unit supervisors in making employee evaluations
- Maintains employees’ personal files and attracts and retains highly capable employees
- Supervises a group of employees directly and through subordinates
- Performs related work as assigned such as driving a robust and relevant succession plan for future business leaders
- G
- Summary Table of Working Experience
- DATE
HUMAN RESOURCE BUSINESS PARTNER
GHANA GRID COMPANY LIMITED
02.2015 - 01.2019
- To support the HRD to achieve the HR & Development team’s strategic objectives, as set out in the HR Strategic Action Plan by acting as the HR lead on a range of different projects and responsibilities
- To act as Change Agent in Managing Organizational Change where this relates to HR related activities e.g., restructures, compulsory redundancies, and voluntary severance schemes etc
- Line Management responsibility for HR Business Partners covering different business and Employee Relations and Resourcing Organizational Change
- HR Lead for all restructures within the organization, utilizing the Management of Organizational Change Policy, ensuring that formal consultation processes take place with all affected staff and the trade unions, via the Joint Consultative Committee
- HR lead on all compulsory redundancy processes, ensuring compliance with employment law and the Organizational’ s Redundancy Policy Employee Relations
- Responsible for the HR Case List, ensuring that the HR Business Partners are well supported to deal with all employee relations cases, in accordance with Organizational Policy and best practice and for producing a regular Case List activity report for the HRD to take to meetings
- Responsibility, with the HRD to ensure that all HR policies and procedures are regularly reviewed and continue to reflect both up-to-date employment law and best practice
- Responsible for running regular HR workshops to provide line managers with information on latest employment law changes and how these will impact on their management responsibilities and existing policies and procedures
- Support employee engagement processes by supporting the HRD at the Staff Forum and Joint Consultative Committee meetings, enabling effective negotiation and consultation with trade union representatives regarding a range of staffing matters.
HUMAN RESOURCE /ADMN. MANAGER & ICAG SCH. COORDINATOR
GHANA GRID COMPANY LIMITED
07.2011 - 01.2015
HUMAN RESOURCE MANAGER
THE INSTITUTE OF CHARTERED ACCOUNTANTS GHANA
07.2011 - 01.2015
- Work involves responsibility for the efficient and effective implementation of core HR Management functions, policies, and practices, including:
- Human Resource Planning
- Staff Recruitment, examination, Selection, evaluation, and appointment
- Staff promotion, transfer, and recommended change of status of agency employees
- Development of a good system of communication for disseminating necessary information among employees
- Staff Motivation & Benefits Management
- Staff / Performance Evaluation
- Staff Education, Training and Development
- Staff / Welfare Services
- Health and Safety Services
- Industrial Relations
- I Worked under no general supervision, exercising initiative and independent judgments in the performance of assigned tasks
- JOB ACTIVITIES
- Participates in overall planning and policy making to provide effective and uniform personnel services
- Advises the board of Directors and management team on all human resource issues
- Ensures effective performance management of employees
- Organizing training and learning programs for staff to enhance competency
- Disbursing and monitoring of budgets at all operational levels
- Communicates policy through organizational levels by bulletins, meetings, and personal contacts and feedback to ensure knowledge management
- Interviews applicants, evaluates qualifications, and classifies applications
- Recruits and screens applicants to fill vacancies and reviews applications of qualified persons
- Confers with supervisors on personnel matters, including placement problems, retention or release of probationary employees, transfers, demotions, and dismissals of permanent employees
- Designs a structure to ensure effective coordination of strategy delivery activity
- Supervises and co-ordinates administrative support services and duties with the other departments of the company
- Creates a talent pipeline to provide the capability required to grow the business
- Initiates personnel training activities and coordinates these activities with the help of other officials and supervisors
- Drives a culture of high performance and maximum employee contribution for organizational growth and success
- Establishes effective service rating system; trains unit supervisors in making employee evaluations
- Maintains employees’ personal files and also attracts and retains highly capable employees
- Supervises a group of employees directly and through subordinates
- Performs related work as assigned such as driving a robust and relevant succession plan for future business leaders
- Human Resource Planning
- Staff Recruitment, examination, Selection, evaluation, and appointment
- Staff promotion, transfer, and recommended change of status of agency employees
- Development of good system of communication for disseminating necessary information among employees
- Staff Motivation & Benefits Management
- Staff / Performance Evaluation
- Staff Education, Training and Development
- Staff / Welfare Services
- Health and Safety Services
- Industrial Relations
- Achievements in ICAG
- DRAFTING OF HR POLICIES: -The following policies were drafted considered and approved by the council and adopted by the Institute
- CODE OF ETHICS FOR ICAG
- COMPUTER USE POLICY
- INTERNET USAGE POLICY
- DRUG AND ALCHOHOL USAGE POLICY
- INTERNET USAGE POLICY
- E-MAIL POLICY
- FUNERAL POLICY
- EMPLOYMENT AT WILL POLICY
- GENERAL SAFETY POLICY
- GRIEVANCE POLICY
- JURY DUTY POLICY
- PREGNANCY POLICY
- COMMUNICATION POLICY
- WORKPLACE VIOLENCE PREVENTION POLICY
- RECRUITMENT POLICY
- INDUCTION POLICY
- ICAG HR MANUAL
- EMPLOYEE HANDBOOK
D. SENIOR HR ADVISOR
DOMINION ORGANIZATIONAL SOLUTIONS’ CONSULT
02.2011 - 07.2011
- Recruitment and Selection
- Performance Management
- Human Resource Planning and Administration
- Learning and Development
- Remuneration
- Discipline and Grievance Handling
- Management Duties
SENIOR HUMAN RESOURCE ADVISOR
INSTITUTE OF CHARTERED ACCOUNTANTS
02.2011 - 07.2011
MANAGEMENT ADVISOR
SNV Netherlands
02.2009 - 02.2011
- This is an International Development Organization (Non-Governmental Organization) that employs an average of 89 employees and consultants
- It supports organizations working towards poverty Alleviation with both national and international Advisors
- My role was to advice on and ensure the implementation of all aspects of the Human Resources Functions within the Organization and also ensure that the Organization operated within the confines of the Labour Act of Ghana 2003 Act 651
- Recruitment and Selection
- Recruiting both International and National staff –I was able to recruit professional International and Ghanaian staff, including negotiating the terms of their contracts
- Coordinated international recruitment – successfully recruited 5 international staff into the organization in 2009
- Recruited consultants for undertaking work on behalf of the organization
- This included finding the right consultants and negotiating fees
- Well versed in modern recruitment and selection procedures such as holding assessment centers, telephone and face to face interviews, headhunting, etc
- Performance Management
- I was responsible for implementing corporate performance management policy in the country
- This included:
- Ensuring proper understanding of corporate performance management policy among advisors and line managers
- Coordinating regular appraisals for all staff annually
- Supporting staff in their target setting for the year
- Supporting line managers to discharge their performance management duties
- Human Resource Planning and Administration
- Supporting managers to determine the quantity of human resource needs in line with strategy
- Monitoring staff end of contracts dates to ensure that staff level requirements are met
- Overseeing the maintenance of leave records and monitoring leave taken, in keeping with organizational policy
- Supervising record keeping of employee files (both manually and electronically)
- Learning and Development
- My responsibilities in this area focused on:
- Setting up induction programs and implementing them for all new staff
- Ensuring that each employee had a personal result and development plan each year
- This was intended to help employees link their performance targets to their development needs
- Collation of training plans per team and at national level and regularly monitoring to ensure that it is being implemented
- Advised staff on relevant development strategies in relation to their functions within the organization and also for their future career advancement
- Arranged training/learning programs where necessary for all staff
- Remuneration for Ghanaian Staff
- I was responsible for ensuring that a new Labour Agreement was reached with National Staff once every two years
- My role in this process involved:
- Undertaking a comprehensive salary survey involving nine comparable organizations to enable SNV set competitive salaries
- Liaising with the SNV Ghana Labour Council (employee representative body) to agree on issues for discussion in the negotiation
- Preparing proposal on new salary structure and benefits package
- Assisting the Country Director in the negotiation process
- Maintaining good relations between management and the Labour Council throughout the year
- Total Reward Implementation (Comprehensive compensation plan to harmonize SNV in West and Central Africa)
- Discipline and Grievance Handling
- Arbitrating in disputes concerning appraisals
- Handling employee grievances
- Implementing disciplinary measures
- Management Duties
- As a member of the Management Team of SNV Ghana, my role was to:
- Contribute to and implement human resources-related decisions as a member of the Operational Management Team
- Provide management information (on time-writing and other HR data) for management decision making
- Contribute to decisions and policy development at country level as a member of the Strategic Management Team
- Achievements in SNV Ghana
- Rolled out all the main aspects of the human resources function in SNV Ghana
- Recruitment moved the organization’s professional staff from 65 in February 2009 to the current number of 81 by July 2009
- Recruited 16 professionals including expatriates within 12 weeks
- Drafted the Country’s Security Plan for SNV Ghana Staff
- Changed the cash and carry system of medical treatment to an insurance service
- Implemented the new corporate competency management policy in 2009
- As a result of effective and efficient implementation of HR policies were able to reduce operational costs from 45 % in 2008 to 30 % in 2009 and 18% in 2010.
CHAIRMAN
COMMITTEE, SHEKINAH WELFARE
01.2006 - 01.2010
- CHAIRMAN EXECUTIVE COMMITTEE CHAIRMAN FOR DRAFTING OF CONSTITUTION (MICRO-FINANCE/CREDIT UNION) FOR
AG. GENERAL MANAGER
SNV GHANA
12.2008 - 02.2009
OPERATIONS MANAGER
ROYAL ATLANTIC RESORT, APLAKU
ACCRA
09.2008 - 11.2008
COMMERCIAL MANAGER
ROYAL ATLANTIC RESORT, APLAKU
ACCRA
07.2008 - 08.2008
HRM
ROYAL ATLANTIC RESORT
ACCRA
06.2008 - 06.2008
Operations Manager
Royal Atlantic Resort
- 06.2008
- Drafted and implemented Human Resources “Policies and Procedures” for Royal Atlantic Resort
- I reduced operational cost by 25% within three weeks of assumption of office
- Drafted and implemented a “Scheme of Service” for Royal Atlantic Resort – July 2008
- Initiated the drafting of a collective Bargaining Agreement between the Royal Resort and Industrial and Commercial Union workers (ICU) – July 2008
- Was able to fill all vacancies which had been there for over a year in less than three months (SNV-GHANA, Netherland Development Organization)
- Developed Country Security Plan for SNV –GHANA in 2009
- Reviewed the Unionized Labour terms and conditions to reflect current trends, 2010
- Drafted the Akwaaba handbook for SNV Ghana in 2010
- Restructured the HR Plan to downsize staff from 82 in 2009 to 45 in 2010 and in 2011 to 25
- Assisted in reducing operational costs from 45% in 2008 to 30% in 2009 and 18% in 2010
ADMIN/HRM CONSULTANT
DELFA COMPANY LIMITED
01.2007 - 12.2007
HUMAN RESOURCE MANAGER
CRESTA ATLANTIC RESORT, APLAKU
06.2007 - 01.2007
DEPUTY MANAGER ADMIN
HRM DELFA COMPANY LIMITED
01.2003 - 01.2006
Delfa Company Limited
01.2003 - 01.2004
- Introduce a welfare scheme, a micro finance and a credit scheme to improve the welfare of the employees.
DEPUTY MANAGER
DELFA COMPANY LIMITED
10.1999 - 12.2002
Enterprise Investment Limited
01.2000 - 01.2002
SHARE HOLDER
ENTERPRISE INVESTMENT LIMITED
01.1999 - 01.2002
DEPUTY MANAGER ADMIN/HRM
ENTERPRISE INVESTMENT LIMITED
01.1999 - 01.2002
- Led in restructuring of the organization and designing of the organizational structure Instituted a good channel of communication and dissemination of information.
OFFICER
ENTERPRISE INVESTMENT LIMITED, AKOSOMBO
09.1997 - 08.1999
TEACHER
AKWAMUMAN SECONDARY SCHOOL, AKOSOMBO
09.1992 - 08.1993
PRINCIPAL OFFICER
01.2020
- To support the delivery of the HR Corporate Plan through the design of people and organizational development strategies and the management of change, employee engagement and culture whilst working with teams across the Company to build and strengthen organizational capability
- To support the delivery of a comprehensive, professional Organization Development and Performance Management throughout the organization reflective of the Vision, Mission and Core Values in becoming an employer of choice
- Core Responsibilities & Accountabilities
- Lead the OD and PM Team in delivering initiatives that help shape and deliver continuous programmes for change, Development, and Improvement in employee Service Delivery
- Coordinate and support the development and delivery of effective Performance Management programmes and organizational development initiatives
- Support the development of a learning culture that promotes the ongoing development of employees and collaboration between teams
- Provide support by contributing to research, analysis and ideas to the development of the Company’s HR strategy in order to ensure that organizational effectiveness initiatives are appropriately integrated and aligned with strategic and business goals
- Provide support in the design and delivery of OD and change management strategies, processes and interventions that support the Company’s ambition to be a high performing organization (HPO)
- Support specific performance improvement initiatives, e.g
- Through the implementation of a new behavioral competency framework and 360-degree feedback process
- Identify opportunities for performance improvement through, for example, undertaking internal diagnosis, process/system reviews in order to understand barriers and possible solutions, conducting external research into good practice and new ideas
- Design and facilitate in-house OD events (e.g
- Workshops, away days) as required
- Lead/facilitate workshops for management and staff to know how they will enact desired behaviors in the organization
- Role Details
- As a, , Organisational Development & Performance Management I am accountable to the Manager, Organisational Development and and Performance Management and provides Organizational Development and Performance Management services that supports the delivery of departmental Objectives and projects to build leadership and workforce capability within the department and the Organization as a whole
- Manage, initiate, plan and implement a range of Organisation Development and Performance Management programs and projects
- Manage and build relationships to facilitate effective working relationships with senior level employees
- Lead, mentor, coach and develop strategies to assist employees deal with complex behaviour in the workplace that impacts on performance, wellbeing and implementing change
- Initiate, develop and implement systems, processes, and indicators to monitor the effectiveness of Organisation Development and Performance Management programs and projects
- Maintain contemporary expertise in human resources and Organizational psychology and development practices and trends
- Provide support for the maintenance of the department’s Human Management Capital System including project support and system enhancements, performance development and talent management
- Support the Manager OD and PM in the delivery of GRIDCo’s OD and PM Strategy and on improvement initiatives linking together people, process and systems
- Support the delivery of culture change projects to build on employee and organizational performance across the business
- Supervise and lead implementation of the Staff Annual Performance Management and Reviews
- Identify and recommend areas of improvement in OD & PM activities, services, and policies
- Write, review, and develop Organizational Development and Performance Management Policies and Procedures to ensure they are relevant, up to date and reflective of best practice
- Design and coordinate employee surveys, facilitating focus groups and producing reports to summarize findings of research and offer recommendations of OD and PM related initiatives to the Executive Team to support Organizational Performance and Performance Management improvement
- Provide ideas and assist with the development and implementation of Organization Development and Performance Management / strategic OD & PM and Business Improvement policy and programmes
- Act as the Organization Development & Performance Management representative on any committees, forums and focus groups as may be required
- Lead the coordination of Engagement Activities
- Support business transformation programmes to drive efficiencies and improve service delivery
- Organization Design
- Provide support in configuring the organization’s structure, work design, human resources practices and management processes to guide members’ behaviors in a strategic direction
- Learning & Development
- Provide developing coaching, mentoring and secondment /attachment schemes to support staff development and the achievement of Personal Development Plans
- Policy Development
- Contribute to the development of policies and procedures in collaboration with the Sectional Head
- Internal Relations:
- Maintain working links and relationships with Managers and other relevant staff to address and solve various HR related issues as may be required
- External Relations:
- Develop co-operative links with other departments in the company including HR AUTHORITY LEVEL:
- Key Working Relationships
- You are the principal facilitator/main source of contact in all learning, training and development initiatives and projects upon delivery by either external or internal training providers and relation to Organization Development and Performance Management
- Engage in negotiations and consultation with the trade unions learning reps with the aim of reaching agreement on various Performance Management and Organization Development related issues
- Work with teams across the business to support a program of continuous Organizational Performance improvement
- Promote awareness and changes in their service area through meetings, training, presentations, and public events
- Gives presentations to groups of various sizes on a regular basis e.g
- Focus groups/ training delivery
- Organizational Responsibilities
- I Always represent GRIDCo in a professional manner
- I Ensure that all GRIDCo policies and procedures are adhered to
- I Comply with the Organization’s Health and Safety Policies and Procedures
- I Understand and demonstrate the principles of confidentiality
- Directs the needs assessment for training and staff development to enhance the effectiveness of employee performance in achieving the goals and objectives of the company
- Identifies and incorporates best practices and lessons learned into program plans
- Designs and develops HR training programs for employees
- Develops learning activities, audio-visual materials, instructor guides and lesson plans
- Reviews evaluations of training courses, objectives, and accomplishments
- Makes assessments of effectiveness of training in terms of employee accomplishments and performance
- Trains employees on HR issues and practices
- Presents course materials
- Consults with management on performance, organizational and leadership matters
- Conducts needs assessments to determine measures required to enhance employee job performance and overall company performance
- Design and develop communication programs to link talent development more clearly to performance management
- Provide strategic advice and guidance on the performance management framework
- Research best practices in human performance, and design and develop a tailored performance management system
- Establishing job functions and expectations
- Improving employee abilities through coaching and feedback
- Establishing employee behaviour patterns that align their goals with the organization’s mission, values, and goals
- Improving communication throughout the organization
- Identify overarching company performance and development goals
- Create and oversee the implementation of the procedures that support and enhance employee performance as per the company’s objectives
- Establish a two-way communication channel to receive employee feedback and modify development policies and standards accordingly
- Gather and assess business intelligence and the necessary data to assess employee performance and identify individual and departmental workplace issues and development barriers
- Draft research-based performance efficiency reports, present them to senior leadership, and suggest performance management changes as necessary
- Provide OD and PM Manager with insightful training practices to reach the established performance target goals
- Determine and resolve workplace issues that prevent optimal performance, such as individual grievances or poor departmental structures
- Explain to employees the methodology of current or upcoming performance practices thoroughly and professionally and follow up with them to ensure organization-wide understanding.
HUMAN RESOURCE ADVISOR
DOMINION ORGANISATIONAL SOLUTIONS CONSULT
02.2015
Delfa Company Limited
01.2004
Education
H. EDUCATION -
WEST PRESBY JSS AKOSOMBO
01.2021
MBA - Human Resource Management
University of Ghana Business School (UGBS)
01.2005
Bachelor of Fine Art -
Kwame Nkrumah University of Science and Technology (KNUST)
01.2002
Diploma -
University of Education
07.1996
ADKA PROCI Change Management Professional -
Skills
- KNOWLEDGE, SKILLS, AND ABILITIES
- I have a considerable knowledge of principles and practices of HRM selection and assignment of personnel, job evaluation
- I am propitious and display a high sense of initiative, proactive and have a team spirit
- I can drive a team, build and motivate the workforce
- I can work under pressure with little or no supervision
- I am a dynamic and self-motivated individual with proven performance
- I have an in-depth knowledge in the Ghana Labour law
- I can handle multiple tasks, prioritize, and execute them effectively and efficiently
Affiliations
THE INSTITUTE OF HUMAN RESOURCE MANAGEMENT PRACTITIONERS, GHANA (CHRMPG) INSTITUTE OF INFORMATION MANAGEMENT (IIM) AFRICA (Accredited Professional Fellowship Member- FIIM . THE INSTITUTE OF PROFESSIONAL MANAGERS AND ADMINISTRATORS OF GHANA (IPMAG –document being processed) GRIDCo POLICY REVIEW COMMITTEE As a member of the GRIDCo POLICY REVIEW COMMITTEE I participated in and the reviewing of the following Policy documents and many IT Policies which are not included in this table from 2020 to date. SCHEDULE OF POLICIES SUBMITTED TO POLICY REVIEW COMMITTEE No. DEPARTMENT / SECTION POLICY NUMBER POLICY NAME, Compilation Finance & Accounting Manual Reviewed and submitted to Policy Owner for update 8 CORPORATE SERVICES CAD.001.01 Corporate and Departmental Performance Planning, Monitoring & Evaluation Signed 9
Certification
MICROSOFT WORD- …………. EXCELLENT MICROSOFT ECXEL- …………. INTERMIDIATE POWER POINT- …………………EXCELLENT PAYROLL SOFT WARE: -……. PERSOL and PASTEL SAGE HR INFORMATION SYSTEM: - ...SAP
References
REFERENCE Names and addresses of refrence are given upon request
Interests
OTHER POSITIONS/OFFICES HELD , CHAIRMAM BOARD OF TRUSTEES STAFF GROUP WELFARE FUND-GRIDCo- 2021-TO DATE GRIDCo POLICY REVIEW COMMITTEE, MEMBER- 2021 TO DATE CHAIRMAN OF THE COMMITTEE TO PLAN, ESTABLISH AND START GRIDCo CREDIT UNION, 2023 TO DATE CHAIRMAN ELECTORAL COMMISSION FOR SSA KUMASI SECRETARY TO THE BOARD OF DIRECTORS NEW ENGLAND ESTATE LIMITED, JULY 2008 TO 15TH FEB 2009.
Additional Information
- ERIC OFOSU’S CV
- Transmission Service Billing Policy Signed 20 TELECOM NETWORK OPERATIONS Telecommunication Policy and Implementation Strategy Submitted to Policy Owner for update
Timeline
PRINCIPAL OFFICER
01.2020
HUMAN RESOURCE BUSINESS PARTNER
F. ROYAL
02.2015 - Current
HUMAN RESOURCE BUSINESS PARTNER
GHANA GRID COMPANY LIMITED
02.2015 - 01.2019
HUMAN RESOURCE ADVISOR
DOMINION ORGANISATIONAL SOLUTIONS CONSULT
02.2015
HUMAN RESOURCE /ADMN. MANAGER & ICAG SCH. COORDINATOR
GHANA GRID COMPANY LIMITED
07.2011 - 01.2015
HUMAN RESOURCE MANAGER
THE INSTITUTE OF CHARTERED ACCOUNTANTS GHANA
07.2011 - 01.2015
D. SENIOR HR ADVISOR
DOMINION ORGANIZATIONAL SOLUTIONS’ CONSULT
02.2011 - 07.2011
SENIOR HUMAN RESOURCE ADVISOR
INSTITUTE OF CHARTERED ACCOUNTANTS
02.2011 - 07.2011
MANAGEMENT ADVISOR
SNV Netherlands
02.2009 - 02.2011
AG. GENERAL MANAGER
SNV GHANA
12.2008 - 02.2009
OPERATIONS MANAGER
ROYAL ATLANTIC RESORT, APLAKU
09.2008 - 11.2008
COMMERCIAL MANAGER
ROYAL ATLANTIC RESORT, APLAKU
07.2008 - 08.2008
HRM
ROYAL ATLANTIC RESORT
06.2008 - 06.2008
HUMAN RESOURCE MANAGER
CRESTA ATLANTIC RESORT, APLAKU
06.2007 - 01.2007
ADMIN/HRM CONSULTANT
DELFA COMPANY LIMITED
01.2007 - 12.2007
CHAIRMAN
COMMITTEE, SHEKINAH WELFARE
01.2006 - 01.2010
Delfa Company Limited
01.2004
DEPUTY MANAGER ADMIN
HRM DELFA COMPANY LIMITED
01.2003 - 01.2006
Delfa Company Limited
01.2003 - 01.2004
Enterprise Investment Limited
01.2000 - 01.2002
DEPUTY MANAGER
DELFA COMPANY LIMITED
10.1999 - 12.2002
SHARE HOLDER
ENTERPRISE INVESTMENT LIMITED
01.1999 - 01.2002
DEPUTY MANAGER ADMIN/HRM
ENTERPRISE INVESTMENT LIMITED
01.1999 - 01.2002
OFFICER
ENTERPRISE INVESTMENT LIMITED, AKOSOMBO
09.1997 - 08.1999
TEACHER
AKWAMUMAN SECONDARY SCHOOL, AKOSOMBO
09.1992 - 08.1993
Operations Manager
Royal Atlantic Resort
- 06.2008
H. EDUCATION -
WEST PRESBY JSS AKOSOMBO
MBA - Human Resource Management
University of Ghana Business School (UGBS)
Bachelor of Fine Art -
Kwame Nkrumah University of Science and Technology (KNUST)
Diploma -
University of Education
ADKA PROCI Change Management Professional -
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